This week, you continue your assessment of the organization you selected in Week 1 when you prepare a report on leadership styles for the leadership team. The journey to successful organizational change can be long and requires you to demonstrate your innovative leadership skills as a manager to support sustainable change. Helping your leadership team recognize that what they’ve always done will not get them where they want to go, and that means a rigorous assessment of the leadership theories and approaches to support organizational change.
Assessment Deliverable
Write a 700- to 1,050-word leadership styles report, including the following:
· Restate the needed change within the organization you have been working on throughout this course, based on your Week 1 and Week 2 assessments.
· Examine the various leadership styles you explored in Week 3 in the context of the organizational culture and proposed change. Explain the styles you considered and any supporting rationale for why you considered them.
Justify which leadership style or approach you recommend to best support the organizational change by doing the following:
· Explain how this style will support sustainable organizational success.
· Explain how this style integrates the organization’s mission and vision.
· Explain how this style will increase value for stakeholders.
· Format any citations and references according to APA guidelines.
Submit your assessment.
Organizational Information
Select an organization that needed a change to its culture as you complete the organizational change information chart.
For each type of information listed in the first column, include details about the organization in the second column.
Indicate your suggested actions for improvement in the third column.
| Type | Details | Suggested Actions for Improvement |
| Vision | Insert the organization’s vision. | |
| Mission | Insert the organization’s mission. | |
| Purpose | Insert the organization’s purpose. | |
| Values | Insert a list of the organization’s values. | |
| Diversity and Equity | Insert the types of the diversity and equity observed in the organization. | |
| Inclusion | Insert examples of overall involvement of diverse groups inclusion in decision-making and process change. | |
| Goal | Identify the goal set for organizational change. | |
| Strategy | Identify the implementation strategies followed to implement the organizational change. | |
| Communication | Identify the communication methods used to communicate organizational change and the change progress. |
Organizational Perceptions
Considering the same organizational culture and change goal, rate your agreement from 1 to 5 in the second column with the statement in the first column. Use the following scale:
1. Strongly disagree
2. Somewhat disagree
3. Neither agree nor disagree
4. Somewhat agree
5. Strongly agree
| Statement | Rating (1 – 5) |
| Employees know the organization’s vision. | |
| Employees know the organization’s mission. | |
| Employees know the organization’s purpose. | |
| Employees know the organization’s values. | |
| Overall, the organization is diverse and equitable. | |
| Diverse groups are included in decision making and processes for change. | |
| The change goal was successfully met. | |
| The implementation strategies were effective. | |
| The organization’s communication about the change was effective. |
Kotter’s 8-Steps to Change
Consider the goal for organizational change that you identified and the existing organizational culture.
For each of Kotter’s 8-Steps to Change listed in the first column, rate whether you observed that step during the implementation process in the second column. Use the following scale to rate your observation:
1. Never observed
2. Rarely observed
3. Sometimes observed
4. Often observed
Identify actions you suggest for improvement in the third column.
| Step Name | Rating (1 – 4) | Suggested Actions for Improvement |
| Step 1: Create Urgency. | ||
| Step 2: Form a Powerful Coalition. | ||
| Step 3: Create a Vision for Change. | ||
| Step 4: Communicate the Vision. | ||
| Step 5: Remove Obstacles. | ||
| Step 6: Create Short-Term Wins. | ||
| Step 7: Build on the Change. | ||
| Step 8: Anchor the Changes in Corporate Culture. |
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Change Goal and Desired Outcome The change goal centers on transforming the organizational culture to prioritize innovation, adaptability, and employee empowerment. This aims to cultivate an environment where experimentation is encouraged, change is embraced, and employees are empowered to contribute inventive solutions. The desired outcome is a workplace that fosters agility and responsiveness, where employees feel motivated to actively engage in problem – solving and contribute creative ideas (Miles et al., 2023). By instilling a culture that values adaptability and innovation, the organization seeks to create an atmosphere where change is not merely accepted but embraced as a means of growth. Ultimately, this cultural shift aims to enhance employee engagement, elevate problem – solving capabilities, and enable the organization to respond more effectively to dynamic market conditions, positioning it as a forward – thinking and adaptable entity within its industry.
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Creating Urgency and Building Coalition Creating urgency within the organization involves leveraging an understanding of the market shifts and emerging trends to emphasize the critical need for change alignment. As a manager operating within the dynamic landscape of strategic initiatives, adaptation to new directions is imperative. Acknowledging the inherent difficulty of change, the success of the team and organization hinges upon comprehending and leveraging the existing organizational culture ( Sittrop & Crosthwaite, 2021). By utilizing Kotter’s 8 – step change management model, the assessment aims to strategically align the culture, mission, vision, values, and strategies. This process involves scrutinizing the organization’s cultural nuances and implementing proposed improvements that seamlessly integrate with the core elements of the organization’s mission, vision, values, and strategies.
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Communicating Vision and Empowering Action Communicating the vision involves articulating the imperative need for cultural evolution, emphasizing adaptability and innovation rooted in market dynamics and organizational objectives. Empowering action requires dismantling barriers to foster employee involvement and innovative contributions. As a manager navigating strategic shifts, effective communication of this vision is pivotal. It ensures alignment with the organization’s mission, vision, values, and strategies (Harrison et al., 2021). This clarity fosters collective commitment and engagement, while empowerment drives active participation and ownership among employees.
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Generating Short – term Wins and Consolidating Gains Generating short – term wins involves strategically identifying and celebrating initial milestones achieved through the cultural shift, emphasizing the tangible benefits and demonstrating the effectiveness of the change. These wins serve as pivotal markers, reinforcing the positive outcomes of the transformation and sustaining momentum. On the other hand, consolidating gains centers on embedding these accomplishments into the organizational framework. It entails integrating these wins into daily operations and policies, ensuring their longevity and impact. By institutionalizing these changes, the organization solidifies its commitment to the cultural shift.
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Anchoring Change in Culture and Monitor and Adapt Anchoring change in culture denotes the pivotal phase of embedding desired behaviors and values within the organization, ensuring they become intrinsic to daily practices. This involves aligning every aspect of the organizational fabric with the envisioned change, creating an environment where the new cultural norms are not only adopted but ingrained into the essence of the organization (Miles et al., 2023). Simultaneously, monitoring and adapting form a continuous evaluation process crucial for sustaining alignment with the organization’s mission, vision, values, and strategies. Through vigilant assessment, adjustments can be made to strategies or approaches, ensuring that the cultural transformation remains steadfastly aligned with the organizational objectives.
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Alignment with Mission, Vision, Values, and Strategies The Change Management Plan proposed aligns seamlessly with the organization’s mission, vision, values, and strategies. It harmonizes with the mission by advocating for a cultural shift that fuels growth and adaptability within the organization. This alignment with the vision charts a course toward a future – ready culture capable of meeting evolving challenges. Crucially, the values upheld — innovation and employee empowerment — form the cornerstone of this change initiative, fostering an environment that champions fresh ideas and encourages active participation.
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References Denning, S. (2022, October 12). How do you change an organizational culture? Forbes. https://www.forbes.com/sites/stevedenning/2011/07/23/how – do – you – change – an – organizational – culture/ Harrison, R., Fischer, S., Walpola , R. L., Chauhan, A., Babalola, T., Mears, S., & Le – Dao, H. (2021). Where do models for Change Management, improvement and implementation meet? A systematic review of the applications of Change Management Models in healthcare. Journal of Healthcare Leadership, Volume 13, 85 – 108. https://doi.org/10.2147/jhl.s289176 Miles, M. C., Richardson, K. M., Wolfe, R., Hairston, K., Cleveland, M., Kelly, C., Lippert, J., Mastandrea, N., & Pruitt, Z. (2 023). Using Kotter’s Change Management Framework to redesign departmental GME recruitment. Journal of Graduate Medical Education, 15(1), 98 – 104. https://doi.org/10.4300/jgme – d – 22 – 00191.1 Sittrop , D., & Crosthwaite, C. (2021). Minimising risk — the application of Kotter’s Change Management Model on Customer Relationship Management Systems: A case study. Journal of Risk and Financial Management, 14(10), 496. https://doi.org/10.3390/jrfm14100496
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Current Organizational Culture Assessment The current organizational culture emphasizes a traditional hierarchical structure and centralized decision – making, prioritizing stability and established processes. However, this framework presents challenges in swiftly adapting to the growing need for adaptability and innovation crucial i n today’s dynamic landscape. This rigidity inhibits the organization’s agility and responsiveness to market shifts, hindering the implementation of necess ary changes and innovative strategies (Denning, 2022). While valuing stability and reliability, this culture struggles to swiftly respond to changing market dynamics. Recognizing these cultural dynamics is fundamental in crafting strategies that respect existing strengths while fostering a culture open to change and innovation. It’s about striking a balance between leveraging stability and nurturing a mindset conducive to experimentation and adaptability, essential for navigating the evolving organizational landscape.
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Kotter’s 8 – Step Change Management Model Contribution to Change Identified Kotter’s 8 Steps Recognize and communicate the need for a shift towards adaptability and innovation within the organizational culture. Highlight market trends and potential risks of maintaining the status quo. 1. Create Urgency Form a diverse team of influencers across departments to advocate for and support the cultural change. Gain buy – in from key stakeholders to foster support and alignment towards the change goal. 2. Build Coalition Clearly articulate the vision for a more innovative and adaptive culture. Ensure all employees understand the purpose, benefits, and expected outcomes of the proposed change. 3. Communicate Vision Remove obstacles hindering change and enable employees to contribute their ideas and solutions. Encourage experimentation and innovation, fostering a culture of ownership and involvement. 4. Empower Action Celebrate initial successes and achievements related to the cultural shift. Show tangible progress to reinforce the benefits of the change, motivating further buy – in and participation. 5. Generate Short – term Wins Reinforce new behaviors and practices established through the change. Integrate these changes into policies and structures to ensure sustainability and continued progress towards the goal. 6. Consolidate Gains Institutionalize the desired culture by embedding it into the organization’s values, norms, and daily practices. Make the cultural shift habitual and intrinsic to the organization’s way of functioning. 7. Anchor Change in Culture Continuously assess and adapt strategies to address any challenges or resistance. Monitor the cultural shift, making necessary adjustments to ensure the sustained alignment with the change goal. 8. Monitor and Adapt
