In the modern competitive world, changes in operations and management of organizations are crucial aspects of coping with the changing trends. To effect the changes, leaders have a mandate to evaluate the current state of organizations, evaluate the possible changes, and propose strategies to implement the changes. However, many leaders are reluctant to change processes, and therefore, effective leadership is important in change implementation.
Leadership in change processes is important as leaders identify challenges and possible solutions in the organizations. Leaders facilitate changes by identifying opportunities that can optimize the performance of a firm by taking proactive measures (Kouzes & Posner, 2017). Also, leaders are passionate about achieving the organization's goals, thus nurturing inventions. Romans 12:8 (NKJV, 2020) says, “the one who exhorts, in his exhortation; the one who contributes, in generosity; the one who leads, with zeal; the one who does acts of mercy, with cheerfulness.” Since organizational changes have a direct impact on employees, leaders encourage initiative in others to formulate a common organizational goal. Leaders motivate all members to actively engage their skills and specializations in the change process to guarantee a smooth and timely transition. Also, leaders oversee the implementation of changes by engaging different perspectives from the members, thus fostering inclusivity and diversity. Leaders link the current state of an organization, stakeholders, transition mechanisms, and the desired changes.
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Leaders are reluctant to changes and risks due to the misunderstanding of the need to change, fear of failure, and low trust. Some leaders are less ambitious, which limits their desire to improve and adapt to changes (Kouzes & Posner, 2017). Also, the fear of failure and low trust in the capability of an organization to handle changes limits the risks that a leader can take. Poor communication and consultations with stakeholders and employees also confine leaders to usual operations.
In conclusion, leadership in changes is important since leaders are the vision bearers who gather support from the stakeholders to actualize the targeted changes. Leaders challenge all stakeholders to harness efforts towards a common organizational objective. However, leaders are disinclined to changes due to low ambitions, fear of the unknown, and mistrust in the organization’s ability to effect the changes.
References
Kouzes, J, M., & Posner, B, Z. (2017). The Leadership Challenge : How to Make Extraordinary Things Happen In Organizations . John Wiley & Sons. London.
New King James Bible. (2020). New King James Bible Online. https://www.newkingjamesbibleonline.org
