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As we already know, changes in an organisation are inexorable and so does the necessity for effective change management. By change management, we refer to a systematic method which facilitates the development of employees, their teams, and thus the overall organisation from a current nascent stage to a highly advanced future stage. This organisation change management is executed to accomplish a goal or a specific strategy in addition to positively bolstering the employees to welcome these changes and effectuate them warmly.
With the introduction of changes, numerous factors, goals, and aspects come into the picture. Irrespective of changes getting affected by external elements such as political, social, or economic ones, or by the internal components such as policies and structures, the organisational change management needs to be accompanied with a fully functional strategy and vision. The approach is a consolidated and exhaustive plan which paves the path for achieving the goal of initiating changes.
While changes can be looked positively, some may find this to be highly incompatible, thus starting to disregard or fear it. In such situations, the role of a leader in laying out the leadership strategy in organisation change management becomes paramount. Being a leader, it becomes your duty to motivate and teach the aspects of changes in your subordinates. Especially when you develop excellent and lousy outlook towards the changes, keeping yourself stable and ensuring the same with the team is mandatory in an organisation.
With these points to be considered, understanding the positive and negative aspects of changes and imbibing leadership strategy in organisational change management is one of the primary elements of leadership. Understand the below-mentioned points to overcome the challenges faced in organisation change management and how to blend leadership strategy in making the organisation change management a successful one.
Leadership Strategy in Organization Change Management

  • Expedite your relationship with the team –

Since you are the team leader and you have, over time, amalgamated an excellent repo with your team members, you should look out for abating any opposition expected from the employees. Try to comprehend the repercussions of the changes on the employees and resolve them at a personal level with your employees. Gather the information received from the employee feedback and keep notice of the positives and the negatives.

  • Establishing effective communication –

Adroit communication between the team leader and the employees is mandatory for the effective implementation of necessary changes. If the information is passed and the colleagues do not comprehend it, it will lead to lots of confusion and resistance from everyone. Try to segregate the facts and data associated with the changes into phases for a transparent deliverance of the required information. This way, the employees will be capable of clearly understanding the aspects of these changes and study them properly.

  • Ensuring staff turnover

Staff turnover herein means more amount of active participation from the employees. When a change is executed, the first important leadership strategy is to provide maximum staff participation. Engage them in the effectuation of the plans and policies associated with the changes. Encourage their active involvement in this initiative by adequately mentoring them and continually augmenting their respective roles.
For a productive organisation change management, you need to teach such leadership strategy which is flexible as well as planned out expertly. Always come up with a roadmap to achieve the laid out goals with constant engagement from the employees. Ensure that they understand the need for these changes and try to create a positive outlook of the team members towards these changes in the organisation.

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