Given what you have read, what you learned from the leader that you interviewed, and other activities, answer the following question in a journal assignment:

What are five to seven critical actions needed from a leader in an organizational change effort? Support each action with references.

below is the interview

This is an interview between a student and a senior executive in an organization aimed at understanding the significance of leadership in organizational change efforts.

Student: What have you found to be the typical drivers for organizational change?

Executive: There is a multitude of factors that motivate organizational stakeholders to clamor for change. One typical reason I have to be a key driver is the need to adapt to changing technological landscapes in various sectors. Technological development is a crucial component of innovation and companies that lag behind in innovation, end up incurring losses and even forced to shut down by the competition (Zimmermann, 2011). Another driver is pressure from internal and external factors, examples being customer demand for better services, management problems, legislation changes, and vision and mission changes among others.

Student: What are the obstacles to organizational change efforts?

Executive: It is hard enough for individuals to adapt to changing times and this complexity doubles at the organizational level. One of the reasons I think this is the case is based on the formation of the habit not to initiate change at the internal level regularly. Companies have structures and methods of doing business that they have adopted and employed for decades and changing any aspect could prove fatal (Talat, 2016). Ineffective leadership is another hindrance to change where leaders try to dictate and bully employees into accepting change and end up creating a rebellion to change. Fear of the unknown is a general hindrance because employees fear getting replaced due to a change in roles or means and leaders fear to make mistakes that may cause the business losses.

Student: What is the most effective means to communicate organizational change efforts?

Executive: Communication is vital in instituting organizational changes. Leaders should be evident in giving directives concerning the shift in every level and department. The best way to achieve the goal is to be involved in the process and assuring everyone that they are critical components. It is essential that everyone has a bright idea about the benefits of adopting the change and have a sense of belonging to the process of change and achieving organizational objectives.

Student: What components of successful organizational change seemed to drive that success?

Executive: An evaluation of companies that successfully implement changes, several components play a part. One of these is the awareness of everyone in the organization about the need to change and how that will lead to increased business. For example, Shell faced an oil reserve crisis that devalued its share prices which lead the leadership to institute process and structural change in finance and other departments. They succeeded and stabilized the company because everyone played their role which was communicated in an efficient manner by an able leadership (Modern Workforce, 2017).

Student: What are the roles of leaders in organizational change?

Executive: Leaders are critical factors in organizational change as they tamper the balance between enforcing rules authoritatively and being democratic and sharing decision-making power. They also motivate and inspire employees to be open-minded about change. It is also their duty to require accountability in the process of change in terms of setting of goals and achieving set objectives.

Student: What are your views about vision and strategy in organizational change?

Executive: Vision is vital as a guiding post in directing the activities of the leaders and employees towards set objectives. A strategy lays down the specific actions to be followed in implementing organizational change.

Student: What role can employees play in organizational change?

Executive: The employees are significant to any organization since they are directly involved in the implementation of strategies as well as change. They are the ones who carry out the actual actions of change that have been recommended by the management. Without an efficient workforce, no organization would have the capacity to implement the kind of change it desires.

This is an interview between a student and a senior executive in an organization aimed at understanding the significance of leadership in organizational change efforts.

Student: What have you found to be the typical drivers for organizational change?

Executive: There is a multitude of factors that motivate organizational stakeholders to clamor for change. One typical reason I have to be a key driver is the need to adapt to changing technological landscapes in various sectors. Technological development is a crucial component of innovation and companies that lag behind in innovation, end up incurring losses and even forced to shut down by the competition (Zimmermann, 2011). Another driver is pressure from internal and external factors, examples being customer demand for better services, management problems, legislation changes, and vision and mission changes among others.

Student: What are the obstacles to organizational change efforts?

Executive: It is hard enough for individuals to adapt to changing times and this complexity doubles at the organizational level. One of the reasons I think this is the case is based on the formation of the habit not to initiate change at the internal level regularly. Companies have structures and methods of doing business that they have adopted and employed for decades and changing any aspect could prove fatal (Talat, 2016). Ineffective leadership is another hindrance to change where leaders try to dictate and bully employees into accepting change and end up creating a rebellion to change. Fear of the unknown is a general hindrance because employees fear getting replaced due to a change in roles or means and leaders fear to make mistakes that may cause the business losses.

Student: What is the most effective means to communicate organizational change efforts?

Executive: Communication is vital in instituting organizational changes. Leaders should be evident in giving directives concerning the shift in every level and department. The best way to achieve the goal is to be involved in the process and assuring everyone that they are critical components. It is essential that everyone has a bright idea about the benefits of adopting the change and have a sense of belonging to the process of change and achieving organizational objectives.

Student: What components of successful organizational change seemed to drive that success?

Executive: An evaluation of companies that successfully implement changes, several components play a part. One of these is the awareness of everyone in the organization about the need to change and how that will lead to increased business. For example, Shell faced an oil reserve crisis that devalued its share prices which lead the leadership to institute process and structural change in finance and other departments. They succeeded and stabilized the company because everyone played their role which was communicated in an efficient manner by an able leadership (Modern Workforce, 2017).

Student: What are the roles of leaders in organizational change?

Executive: Leaders are critical factors in organizational change as they tamper the balance between enforcing rules authoritatively and being democratic and sharing decision-making power. They also motivate and inspire employees to be open-minded about change. It is also their duty to require accountability in the process of change in terms of setting of goals and achieving set objectives.

Student: What are your views about vision and strategy in organizational change?

Executive: Vision is vital as a guiding post in directing the activities of the leaders and employees towards set objectives. A strategy lays down the specific actions to be followed in implementing organizational change.

Student: What role can employees play in organizational change?

Executive: The employees are significant to any organization since they are directly involved in the implementation of strategies as well as change. They are the ones who carry out the actual actions of change that have been recommended by the management. Without an efficient workforce, no organization would have the capacity to implement the kind of change it desires.