ORG562 CT#3

Running Head: LEADERSHIP DURING THE CHANGE 1 Leadership During The Change Jessica Flores Colorado State University - Global Campus
LEADERSHIP DURING THE CHANGE 2 Introduction Change in an organization is inevitable. When an organization is going through a wide scale change it is important leadership is transparent and inclusive of all employees. Qi, Liu, Wei, & Hu (2016) stated "..we found that inclusive leadership was positively related to employee innovative behavior." (p.9). What this means is that employees produced better results when included in leadership decisions. The purpose of the paper is to develop a plan for the upcoming change of operations systems. This plan will detail specific employee roles and how they will operate as part of the change. Leadership During The Change Technology in today's times has evolved organizations and how they operate internally and externally. As an organization we feel it is in the best interest of the consumers along with the company to implement new operation systems. The goal of this new operating system is to streamline processes and make communication easier for all employees along with consumers. In order for this new change to be implemented as smoothly and effectively as possible all roles and responsibilities should be made as clear as possible. Please review this document along with the role of each employee to further understand how you will be a part of this change. Please direct any questions or concerns to your leadership team. Change Manager The first role is the change manager. This person will develop the change management plan, communicate and train all employees about the plan, identify risks and evaluate outcomes, as well as analyze the change metrics. The person in this position should have clear communication skills, exceptional organizational skills, and be a critical thinker. This person
LEADERSHIP DURING THE CHANGE 3 should also build relationships within the department to ensure all changes are being applied correctly and outcomes are successful. As the change manager it is important to understand what the purpose of the change in the organization is, this will allow for the appropriate changes to be made and desired outcomes to be attained. The change manager needs to understand the business needs and the functions of the business, not just from an employee standpoint, but as a consumer, investor, and leader of the organization. The change manager in this case will be the executives, such as the CEO and CIO. Sponsor The second role is the sponsor. The sponsor is responsible for the successful implementation of the change (Miller, 2023). While the change manager creates the plan for change the sponsor has the resources to implement it. This person will realize the change within departments and implement the proper steps to make it happen. This person needs to understand the goals of change and understand the steps on how to get there as well as how to physically implement these steps. As the sponsor it is important to be visible in the act of change, communicate appropriately, be active in the change, be open to feedback, and be passionate about the change and its critiques (Miller, 2023). The change sponsor needs to understand the vision and culture of the organization, the business objectives, and the end goal of the change. This role is important because the appropriate recourse will be needed once the change is in motion, this person should be informed on all steps and how to actively implement change in order to gather the appropriate resources. The sponsor in this case will be the director of the department.
LEADERSHIP DURING THE CHANGE 4 Change Agent The third role is the change agent. The change agent is the person who facilitates the implementation of change. While the manager creates the plan for change and the sponsor has the resources, the agent actually implements the change. Another key note about this role is that the change agent will be the barrier between those making the change and the one who are directed at being changed. This person will act as the liaison between both and will ensure the changes are implemented correctly. This person needs to understand how to effectively implement the change, and what the end goal of the change is. As the change agent it is important to highlight the importance and benefits of change, explain why and how this change will affect, anticipate objections and formulate reasons as to why the change is beneficial, obtain feedback for leadership, and ensure resources are available for any questions.concerns (Lutkevich, Pratt, Flahiff, 2023). The change agent should be able to communicate effectively with their team, understand the structure of the organization, and understand the new processes and how to implement new processes. This is an important role because it is the connection between the change and making the actual change happen. It is crucial this person is highly informed about the change plan, goals, and resources available. In this case the person assigned to change agent will be the manager of the department. Change Target The next role is the change target. The change target is the person who is the one changing. This role is pretty self explanatory. The change manager creates the plan for change, the change sponsor has the resources for change, the change agent implements the change and the change target is the person who is actually changing. This person will take direction from the
LEADERSHIP DURING THE CHANGE 5 change agent on how to change in accordance with the change plan. This person needs to understand why the change is happening, who it is affecting and how it will benefit them. As the change target it is important to be open to change and adaptive to new procedures. The change target should be an active listener, able to understand why the change is necessary and beneficial and willing to adapt to new company policies and procedures. This is an important role because the change target will be the measure for success of the change plan, this role will give insight to how the change plan is doing, if it is effective and if the change was the best option. The change target in this role would be the frontline, and their supervisors. Change Advocate The last role is the change advocate. The change advocate is a person who is in support of change and wants to see it happen but does not have any power to make it happen. While the other roles are all part of the active change process, the advocate does not have any say or active role in the actual change process. This person supports the change plan, understands what change needs to happen, and advocates for the change. As the change advocate it is important to understand all of the benefits for change. It is also important to understand all of the details of the change in order to advocate for it. The change advocate should be able to answer tough questions, give thorough informative explanations, and be open to feedback. This is an important role because it is important that all employees see benefits for change and see others in support of change. This person can be in any role of the organization from executive leadership to frontline employees.
LEADERSHIP DURING THE CHANGE 6 Conclusion In conclusion, change within an organization is inevitable. When organizations are considering a large change it is important to be transparent with all employees, regardless of what role they are in. When considering change it is important to understand all roles: change manager, sponsor, change agent, change target and change advocate. Understanding all roles will ensure a smooth transition and an effective change.
LEADERSHIP DURING THE CHANGE 7 References Lutkevich, B., Pratt, M., Flahiff, J. (2023). Change agent. Miller, D, (2023). Developing effective change management sponsorship. Qui, L., Liu, B., Wei, X., Hu, Y. (2016). Impact of inclusive leadership on employee innovative behavior: Perceived organizational support as a mediator. Plos One, 14 (2), 1-14. https://doi. org/10.1371/journal.pone.0212091
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