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Key Stakeholders In The Transformation Process

712 Words3 Pages

A leader who focuses to incept organization change effort should consider some actions that are the core for the change to be effective. One of the salient steps that an organization leader should take is to share the vision of change to other organization members. When deciding on the move, it is the responsibility of the leader to come up with an inspiring view on how the future may appear (Wetzel and Nees, 2017). In most cases, people tend to work with higher commitment when they are given proper guidelines. The sharing of vision is usually viewed as the primary step of transformation leadership. The second action step that should be undertaken is creating urgency to the members of the firm on how vital the anticipated change is and how …show more content…

Additionally, it is imperative for the leader to engage the key stakeholders in the change process (Wetzel and Nees, 2017). The leader should have the potential to identify the stakeholders who are critical in enhancing the transformation process. Furthermore, the leaders should fully comprehend the level of support that the stakeholders can offer to the change process and the extent to which each of the stakeholders can influence the change process. It is imperative to ascertain that the individuals can either have a positive or negative influence on the transformation process. For this reason, it is crucial for the leader to determine the abilities of the stakeholders and measure their impacts to the change …show more content…

It is vital for the leader to be proactive in passing information to avoid resistance to change. Research studies have demonstrated that when the change is communicated to the employees, the individuals feel appreciated and therefore they work towards meeting the goals of the corporation (Wetzel and Nees, 2017). The removal of obstacles is another initiative that should be taken by the leader of incepting change. The leader should consider analyzing and evaluating the problems that may hinder the transformation process from taking place.
The leader anticipating the change in the organization should make an effort of modifying the structure of the organization to fit the change initiative. This step can be accomplished through the realigning of the measurement systems, performance management plans and description of ob qualifications (van der Voet, 2016). Since employees respond differently to the process of change, it is imperative for the leader to offer coaching and training to the employees of the firm. During the training session, it is essential for the leader to emphasize on desirable behaviors among the

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