Leadership Selection and Vetting
Change is an inevitable process that requires proper planning and implementation. Like any other business related decisions, making change is vital and does not necessarily guarantee success unless the leadership at hand is proactive. This means that in order to realize effective change within the organization’s structure, the company needs to put a lot of emphasis on the leadership. As it is, change can only be reinforced by people who are driven by passion, determination and the desire to see various aspects of the company changed. This means that the board of directors need to thoroughly pay attention to the leaders they have. Leaders are the change agents who will determine the success of any plan that needs to be implemented. In order to do this, the organization needs to thoroughly vet the leaders and see their previous works, or rather their untapped potential before they are put in charge of departments and in control of roles (Wang & Hartsell, 2013). They must have prior experience in the area in question while at the same time be knowledgeable in various aspects of the company and how they can initiate growth. The leaders will be selected from the current employees who have been in the organization for a long time and desire to see change. An external interviewer who does not have any affiliations to the organization will assess current employees to determine suitable candidates in various departments.
The role of the change agent is to ensure that the due processes are followed and that all the members of staff are informed of the changes. The leaders are the key change agents, they will be tasked with ensuring the company’s vision, and mission are reinforced. Having said this, it is paramount that the leaders are enthusiastic and cooperative during the entire change process. The use of external interviewers is aimed at eliminating any bias and work related favors that may come up. The external interviewers will see to it that a strong positive team of experts is selected. A different panel of interviewers will be used to vet the selected candidates to ensure that the choices made are eligible and that the people in question are ready and prepared for the task ahead. In the event that the staff members are less or rather less qualified in the new positions, the organization will be open to creating new positions that will be advertised. All this will be done in the quest to seek professionals who are qualified in their work and who are willing to be trained to be better at what they will be tasked with. It is mandatory that the change agents are willing to take the company to the next level while putting into consideration the many change that need to be done to effect this.
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Leadership Training and Education
In order to realize good leadership, it will be vital for the company to equip the chosen leaders with the correct knowledge and education in the various tasks related to the company. To begin with, the leaders need to be from each department and this includes the subordinate staff who definitely play a huge role in the success of any organization. All leaders in various capacities need to be included in the leadership training. The training will focus on the role of a leader in propagating change and also the importance of having a leadership technique that is suitable to the leader. People are all different and this means that they have different approaches to leadership and how they handle various situations. To add on this, the leaders need to be in accord with the company’s core values and goal. This will see to it that both the organization and the leaders have the same vision, which they are all working towards achieving. It is fundamental to include all the members of the staff to emphasize on the need for teamwork to achieve all the plans in place. Members of staff who are new to leadership will be trained on the best methods to use suitable to them. They will also be given an opportunity to present their ideas on the best approaches to be used when executing their roles in their day-to-day work.
Resources, Deliverables and Deadlines
Implementing change is a process that does not necessarily come free. It comes at a cost and this means that the organization needs to allocate various resources, including time in order to obtain positive results. The company needs to allocate $1M that will be used in educating the leaders for six months. This money will cater for their learning material, travel expenses, allowances and recreation. Several offices will also be used during the training and this will mean that makeshift offices need to be put in place to avoid disruption of everyday activities. The mode of learning that will be used will be more practical and realistic. This means that, instead of taking the leaders away for extended periods to study, they will be required to report to work on a daily basis, cloak some hours before they head to their lessons. This will also act as an evaluation time to see the impact the lessons have on the leaders practically. The employees will also be vetted occasionally after one month of the leadership program to see whether the changes the company is putting in place are effective. In regards to technology and connectivity, leaders will have various lessons on the upcoming technological advancements and the current existing technologies. This is in line with the participative leadership management that aims to encourage leaders to be more outgoing and in control of their followers. The company directors will be tasked with making decisions that are participatory which involve all the leaders and stakeholders. Everyone is important and so is the vision of the company. The leaders selected will be entrusted with motivating their followers in the various departments to ensure that everyone is in line with the company’s vision and goal.
Recommendations to Potential Barriers to Change
Like any other changes, several barriers exist in the quest to desire change within any organization. One of the key barriers to change is leadership. For this reason, Intel needs to pay more attention on having a new set of leaders and retain only the performing leaders. This will create a new wave of change within the organization since new blood will be injected in the leadership. The leaders will also be trained by successful external leaders with a wealth of experience from different organizations. The performing leaders will also be given a chance to educate other leaders on the methods they use and their thoughts on their management. All this is aimed at doing away with traditional methods of leadership that have not always proved to be successful. This will call for the use of new and improved leadership models. Models are often used to explain business process and they can be used to enhance better planning and coordination of activities (Anderson & Adams, 2016). The leaders at Intel will be introduced to various models, which they will be requested to select one that is suitable for them and use it during the evaluation and training process (Thompson & Martin, 2010).
The other challenge when it comes to implementing change are the employees and managers. The staff is used to a way of doing things, which makes it almost impossible to adapt to new ways of doing things. In such a scenario, the company will be forced to downsize or rather do away with employees who are not willing to embrace change. The six-month evaluation period is adequate to fish out reluctant employees. This will be done during the process that means that after the evaluation, the company will retain only employees who are productive and those who are willing to see the growth of the company in all aspects. Change is necessary in every aspect of the company even if it means doing away with people who ae not in line with the company’s vision. All employees are required to be willing to adapt to any new change that will be introduced. The leaders will be at the forefront of all changes suggested within the organization.
One other challenge is communication. To avoid this challenge, the entire team will be briefed on the changes that will take place within the organization. Circulars will be passed around and at the same time, every employee will be emailed in regards to the new changes that will take place in the organization. The CEO will also be tasked with communicating this information to leaders during meetings a month prior to the six-month training/evaluation period. This move will help avoid any changes and confusion that may arise during the transition period. It will also be important not to communicate the evaluation bit to the employees so that they cannot pretend during this period. It is paramount that the working conditions within the organization be adhered to and informing employees of the evaluation process may hinder the outcome.
References;
Anderson, R. J., & Adams, W. A. (2016). Mastering leadership: An integrated framework for breakthrough performance and extraordinary business results . Hoboken, New Jersey: John Wiley & Sons.
Thompson, J. L., & Martin, F. (2010). Strategic management. Andover: Cengage Learning.
Wang, S., and Hartsell, T. (2013). Technology integration and foundations for effective leadership . Hershey PA Information Science. Print.
