Tels 4371 - Leading Change in the Workplace

DeKeishia Porter

Leading Change in the Workplace

TELS 4371

Spring 2017

Leading change in the workplace begins with effective leadership.  As strong leadership is a common topic in many of today's organizations, it is important to understand the difference between the roles of a manager and a leader.  Managers are appointed to supervise and direct tasks within a specific process and its desired results.  Hence, managers are put into place to manage a system that is already in place.  As changes come about in the workplace, organizations must recognize employees need for change along with their individual needs in the workplace.  What distinguishes a leader from a manager is their concern with the organization, the individuals within the processes of the organization, and the vision for the advancement of the organization (Okoro, 2012).  Leaders have a vision that maximizes the potential for the organization while upholding the needs for the employees and individuals with interests within the operation and its output.  Communicating this vision is the most important skill for a leader to be effective.  People in the workplace must feel inspired by the leader and their vision and they must also be motivated by them.  Leadership is essential to the workplace as it changes with new generations entering the workforce.  Employees need to feel stimulated, important, and challenged by their work while having fun and enjoying their time in the workplace (Frost, 2001).

        Changes within an organization are important for the organization to keep its competitive edge and grow while meeting the needs of customers and attracting new customers.  Technology, customer needs, economy can spark changes within an organization, and growth potential are a few reasons for changes within an organization.  Customers’ needs are constantly changing and there is always a demand for newer, innovative products and services.  This can be provoked by a thriving economy that could force a company to expand its offerings, and possibly its operating facility (Smith, 2011).  These uncontrollable combinations of demands provide growth opportunities for any organization.  

There are many benefits to implementing changes in the workplace.  Although the changes do not always have to be implemented, any proposed suggestion to change can be used as insight to what might need to be changed or where a problem might arise.  A good leader will inspire others to achieve the vision of change, usually by providing examples of other opportunities that will benefit them and how they will be rewarded by the changes.  Change allows a new platform for essential employees to shine.  Change incorporates ideas from all employees and inspires them to be creative in coming up with solution to reach the vision of the leader.  Some other benefits of change is to promote new ways of thinking and putting teams together to create processes that can be utilized in ways that are exciting and beneficial to the company and its employees.  Change breaks monotony and takes some to the boredom out the job by allowing employees to reenergize their focus and refocus their interest (Smith, 2011).  Change also encourages skill growth by providing new duties.  This makes employees seek out new training and methods for completing tasks which nourishes creativity.  

Leadership is sometimes difficult to articulate.  It must first be defined and distinguished from managing.  Organizations must have leaders to carry out their visions and managers to ensure that the vision is in process.  As stated in the article, leadership is getting more complicated with the integration of technology and globalization.  The growth of technology extends the economy across the world and changes the way people do business.  This creates opportunity for cross-cultural growth and presents to communication challenges for managers and leadership.  Leaders need these skills because they are the key component of the success and growth of an organization when communicating business in a global capacity.  Successful international leaders know what is expected across cultural background.  Global leaders must be competent in awareness and practice (Frost, 2007).

The new look of leadership makes for a very diversified workplace.  A leader that can lead a command a diverse following has a great advantage in the 21st Century.  Organizational culture involves a great blend of lifestyles, age groups, cultures, and abilities.  Each brings a different set of ideas and style to the workplace.  Although this is great for creating innovations, it presents the possibility of violations of these groups based on culture, race, age, and sex.  If these issues were to arise, it could lead to the demise of the organization.  IT is very important for the new and competent leader to be trained in ways to respect these differences and prevent these violations.  

The challenges for global leaders involve globalization, technologic innovation and demographic changes that blend human life and work. Leaders must have the trust of their followers for motivation and to respect the leader’s vision.  Great things do not come from a follower who has reservations about their leader.  

There are essential interpersonal leadership skills that are needed for the success of a global leader in a rapidly changing world.  A leader must know their strengths and weaknesses.  Knowing your limitations can help put people in the right positions and create a better platform for success in a global setting (Kozlowski, 2006).  This also helps show that you appreciate the individual differences in the team and can help close any cultural gaps to help communicate more effectively.  Another must have skill is understanding cultural stereotypes so that you can avoid stereotypes and personal biases, especially those that stem from being unaware.  Another skill for a leader it to be self-assuring without evoking cockiness.  This help build confidence and enthusiasm with team members.  Leasers must be able to sell the vision and develop a global mindset while keeping everyone onboard.  This involves a great deal of transparency.  People want to know where they are going and the most important skill is the ability to communicate this.  Communication can be verbal or nonverbal and they have different requirements.  It is also essential for leaders to have multiple motivational techniques and accept social responsibility with respect to the communities, clients, and stakeholders that they serve.  

Global leadership demands leaders to employ a special set of skills to uphold the respect of the diversity of a multifaceted workplace.   It is crucial that leaders develop competencies within these skills to ensure the success of an organization’s mission and the teams that lead.

Understanding leadership structures and processes is a major factor in team success.  What the leader provides the team is the basis for the team’s satisfaction.  If the team is not satisfied they will not be motivated and the team will struggle for success.  Leadership can come from many sources that can be internal or external.  Internal leadership can be project managers and team leaders, and external can be sponsors and coaches.  Leadership functions are the beginning of team success (Thorseen, 1974). This begins with composing a team in the transition phase.  A team’s success could be founded in the composition of the team.  The members of the team must be aligned with the tasks that needs to be accomplished.  Next the mission must be defined and communicated exactly what needs to be accomplished.  The team must know their initial purpose. This is the beginning of team motivation.