Leadership and change

Introduction

The perfect model of a good leader is one who takes the first initiative and accepts change within themselves and exhibit certain leadership roles in order to be able to direct and control all aspects of the operations of the organization in a more effective way (Carucci, 2016). A good and changed leader is very important for making an organization more successful and can be able to provoke unproductive behavior and bring about change.

A changed leader can contribute to the success of the organization in that they can set reasonable objectives which they deem to be important for the success. They can also provide direction and come up with a strategy on how to achieve the set objectives. Strategies are important since the organization cannot always pay attention to everything all the time hence providing leverage to an organization (Carucci, 2016). Changed leaders can also share a vision of the organization and where it is heading and also its mission. This is one of the steps that leaders undertake to know why the organization exists and what it is going to achieve in the future, if a leader is able to communicate this clearly to the employees then they are able to understand their responsibilities hence derail change.

 An enthusiastic and a committed leader helps shape the common organizational goals and gives motivation to the employees to work hard. An open leader make use of their skills by encouraging employees contribution and open room for new ideas, opinions  and suggestions and adopt the new ideas or ways of doing certain things if they believe it will be of importance to the success of the organization hence providing  a healthier and more positive workplace(Carucci,2016). Leader who are  self-aware understand themselves better in terms of skills, values, strengths and weaknesses, they become adaptable and flexible to continue improving themselves in order to face the new challenges. Leaders who possess integrity in themselves are able to contribute greatly to the success factor, in that they provoke unproductive behavior since they are honest, fair, and truthful and don’t let their own emotions affect their performance in their jobs.

Conclusion

The change type of leadership according to Carucci determines the performance of an organization. Leader first has to affect the necessary changes in themselves so as to be able to affect change in the organization. Organizational success is through implementing strategies, objectives, structures which are flexible, realistic goals and togetherness of the people and all this are attributed by a change in leaders by re-going through their own personal characters.

Reference

 Carucci, R. (2016, October 24), “Organizations can’t change if leaders can’t change with them”, Harvard Business Review, Retrieved from, https://hbr.org/2016/10/organizations-cant-change-if-leaders-cant-change-with-them.