How would you lead an organizational culture change without destroying it and those followers?
How would you lead an organizational culture change without destroying it and those followers?
Organizational culture sometimes must change to support growth or to help push the organization in another direction. The organizational culture could be adorned by the organization members. As a leader looking to change the organization’s culture without completely destroying the business or its employees, this is a tremendous task. To successfully lead the change, the leader will have to posse multiple different leadership skills. First, being a transformational leader, “transformational leaders engage their employees while encouraging them to develop a sense of self-concept and self-advocacy. They help them identify with a group or a unit and facilitate alignment of organization goals and values. Successful transformational leaders admonish employees to obtain knowledge that will help them perform above expectations” (Martin, 2012). The leader must also be charismatic. Charismatic leader “uses the force of personal abilities and talents to have profound and extraordinary effects on followers” (Nelson et al., 2019). By combining the skills of being a transformational charismatic leader, the leader can begin the process of changing organizational culture without destroying the complete culture of the business or disengaging the employees.
What is Leadership?
Leadership within an organization is the process of guiding and directing people’s behavior in
the work environment ( Nelson and Quick, 2019). There are two types of Leadership, and they are formal and informal. According to the text, Leadership remains one of the least understood social processes in organizations ( Nelson and Quick, 2019). According to John Kotter, Leadership is the process that involves setting a direction for the organization, aligning people with that direction through communication and motivating people to action, partly through empowerment and partly through essential need gratification ( Nelson and Quick, 2019).
How would you lead an organizational culture change without destroying it
and those followers?
I would lead an organization to its cultural differences without destroying them by identifying
each first’s desired values and behaviors, secondly, by connecting culture, accountability, and having visible advocates ( Foltz, 2016). These things being put into place early will allow me to lead my team by having patience and investing my efforts promptly. Understanding the organization and history is vital in making a change that will not destroy the organization. This typically includes things such as the company’s mission and vision statements. An organization’s Leadership affects it more than people can envision, from the employees’ confidence levels to the direction the company may be heading.
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