Unit 24: Understanding And Leading Change Assignment Sample

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Introduction: Best Leadership Approaches for Organizational Change

As a trainee manager of the Domino, different approaches and models will be used for different challenges and strategic changes that the company has been facing. It has been identified that different leadership styles such as situational leadership style, transformational leadership style, McKinsey 7 S model, and Kotter’s’ change model have been iedentfiied through which adequate recommendations to the company can be provided.

Recommend a range of change leadership approaches to change initiatives

Adopting the right leadership style is essential for managing change effectively. Whether implementing technology or merging cultures, businesses benefit from structured strategies. With Top Assignment Help Services for Every Subject, students can explore leadership models and business transformation techniques to craft well-researched and insightful assignments.

Situational Leadership Model

Applying the Situational Leadership model at Domino's in the aspects of the introduction of driverless delivery and e-bikes involves a nuanced and adaptive approach to leadership (Usaid.gov, 2022). The situational leadership model has been based on varying the degree of directive and supportive behaviour in response to employees' readiness, is particularly relevant. In this aspect, for employees who are proficient in their roles but hesitant about the new technology, a supporting style that is low directive, and highly supportive can be employed. Therefore, leaders can focus on encouraging participation and boosting confidence while managing back from direct task management. Furthermore, employees can adopt the Coaching style that is highly directive, and highly supportive where leaders provide both guidance and moral support. Through this dynamic approach, the company can focus on each team member receiving tailored leadership and it has also been fostering a positive transition experience and promoting adaptability and competence in the face of Domino's evolving operational environment.

Transformational Leadership Style

Transformational leadership style can be defined as the changes made in the social approaches and individual approaches can be made in the social changes. The transformational leadership style has been applied to Domino's scenario of integrating driverless delivery and e-bikes and it has also been inspiring and motivating employees to embrace and excel in the face of these significant changes (IMD, 2023). The leadership approach has been adequately effective in situations requiring a substantial shift in an organization's operations or culture. Transformational leaders at Domino's need to articulate a clear and inspiring vision for how the new technology will revolutionize the delivery process and it will enhance customer satisfaction and create new opportunities for the company and its employees (Li, 2022). Leaders need to be champions of change, demonstrating commitment and enthusiasm for the new delivery methods.

Kotter’s 8 Model

Through implementing Kotter's 8-Step Change Model in the Domino's for integration of driverless delivery and e-bikes has been providing the structured framework for effective change management. Furthermore, establishing a sense of urgency has been communicating the competitive need for these innovations and it has been emphasizing market trends and customer expectations (Li, 2022). Building a powerful coalition is next and it has also been bringing together key leaders from various departments who are committed to the change (LEWIS, 2019). These leaders have been communicating a compelling vision for how these new delivery methods will benefit the company, employees, and customers.

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The aspects have been focused on the vision that is disseminated throughout the organization and it has also been ensuring everyone understands and aligns with the change. Under the fifth stage, it is defined that empowering employees, encouraging innovative thinking and removing obstacles to change are possible (IMD, 2023). Adequate relations can be identified and celebrated to build proper and validate change efforts. Leaders have been used to drive further changes, reinforcing the initiative's benefits. Furthermore, it is also identified that the new approaches are related to Domino's culture, ensuring long-term adoption and alignment with organizational goals. It is identified that the systematic approach has been ensuring a comprehensive and thoughtful transition and it has also been enhancing the likelihood of successful and sustainable implementation of the new delivery systems.

McKinsey 7-S Model

McKinsey 7-S Model has been offering a comprehensive framework for Domino's as it adopts driverless delivery and e-bikes. Furthermore, it has also been ensuring a balanced and thorough approach to this strategic shift. Under this framework, the strategy needs to be redefined to incorporate the new delivery methods (CAMERON and GREEN, 2019). It has also been aligning with market demands and technological advancements. The Structure of the organization has been requiring adjustment to facilitate these new strategies and it has aslo been possibly introducing new roles or redefining existing ones. Systems within Domino's has been including IT and logistics and it must be updated to seamlessly integrate and support the new delivery mechanisms.

In terms of the Shared Values, the company must promote this change and it has also been maintaining Domino's commitment to quality and innovation while ensuring employee and customer satisfaction. The Skills of the workforce are at an adequate point and necessitate training and development to equip staff with the necessary competencies for the new technology (Li, 2022). Style of leadership needs to promote flexibility, forward-thinking, and support to guide the organization through this change. Furthermore, the Staff has been focusing on the impact on employees and it has also promoted the need for clear communication, support during role transitions, and maintaining morale. With the help of this framework, the company can adequately ensure a cohesive and effective transition to its new operational model, supporting long-term success and adaptability in a competitive market.

Critical analysis of different leadership approaches and models about the drivers and resisting forces

• Implementing Technological Upgrades in the Company

Through implementing the perspectives related to technology, the company can adequately focus on adoption of a transformational leadership style. Furthermore, through clearly focusing on the different technological upgrades, the company can adequately manage their employees and it is also to be stated that enhancement of efficiency can also be possible (Forbes, 2021). It will also help the company to achieve adequate customer service and these visions will also help the company to train their employees. This model emphasizes the role of inspiration and charisma in leadership. Drivers include the leader's ability to articulate a compelling vision, foster innovation, and inspire followers to exceed their own interests for the sake of the organization. However, resisting forces might include a lack of trust in the leader's vision, resistance to change, or the potential for leaders to become overly dominant or autocratic.

• Merging Two Distinct Corporate Cultures

In the challenging process of merging two distinct corporate cultures, employing Servant Leadership combined with Kotter’s 8-Step Change Model presents a strategic and empathetic approach. It is identified that Servant Leadership can be useful for listening, empathy, and prioritizing employee well-being. In addition, it has also been playing a crucial role in reducing the uncertainties and anxieties often associated with mergers. Leadership style has been promoting an environment of trust and inclusivity (PENDLETON and FURNHAM, 2016). Furthermore, it has been perceived that the employees from both organizations feel valued and heard. By actively involving employees in decision-making and demonstrating a commitment to their needs, servant leaders can effectively bridge cultural gaps. Furthermore,

Kotter’s 8-Step Change Model has been offering a structured framework for managing the merger (Pollack and Pollack, 2015). Furthermore, it has been beginning with the having of the more practcing of leadership skills and meets the commitment to meet the goal of the organisation. Hence, the shared vision values have been shaping the business growth and ensuring that all employees understand and align with the new direction. The model emphasizes removing obstacles to change and celebrating short-term wins to build momentum and consolidating improvements to drive further changes. Resisting forces could be a perceived lack of authority or decisiveness, potential exploitation by team members, or challenges in balancing the needs of the individual with those of the team or organization.

• Introducing a New Business Model in a Fast-paced Industry

In the dynamic environment of a fast-paced industry, the situational leadership model has been playing an enhanced role in managing the perspectives related to managing tasks. The situational leadership style has been allowing leaders to adjust their methods based on the maturity and competence level of their employees regarding specific tasks or challenges. This flexibility is crucial in the context of introducing a new business model.

Situational Leadership has been focusing on the four distinct leadership styles Directing, Coaching, Supporting, and Delegating (CFI, 2022). In a fast-paced industry, where rapid adaptation to market changes is essential, leaders must quickly assess their team's readiness to accept and work with the new business model. Furthermore, a directing style has been characterized by specific instructions and close supervision that could be necessary initially. As employees become more comfortable and competent (IMD, 2023). Hence, the leader can shift to a Coaching style and offer guidance while encouraging two-way communication and input. The drivers include collaboration, empowerment, and a shared sense of purpose. Resisting forces could include a lack of clear leadership, potential conflicts over decision-making, or challenges in coordination and communication.

Moreover, implementing cost-cutting measures in a large organization has been playing a crucial task that requires careful consideration of various organizational facets to ensure both effectiveness and minimal disruption. The McKinsey’s 7-S Model has been managing challenges. Hence, it has been considered both the tangible aspects of an organization that has been including the strategy, structure, and systems. Therefore, the intangible ones are shared values, skills, style, and staff. The comprehensive approach has ensured that cost-cutting measures have not been only implemented successfully but also sustained over time.

Conclusion

In conclusion, it has been stated that leadership styles have been playing a crucial role in the aspects of gaining the skills of the leaders. Furthermore, it has been noted that the 8 Kotters model has been highlighted and the implication of the Micknsey 7 model has been demonstrated in this assignment. Moreover, it has been perceived that the transformational leadership approach have been helping leaders to gain fostering knowledge in societies.

References

• CAMERON, E. and GREEN, M. (2019) Making Sense of Change Management. 5th Ed. London: Kogan Page.
• CFI (2022). Hersey-Blanchard Model. [online] Corporate Finance Institute. Available at: https://corporatefinanceinstitute.com/resources/management/hersey-blanchard-model/ [Accessed 11 Dec. 2023].
• Forbes (2021). Council Post: 13 Practical Ways To Help Employees Adapt To New Technology. [online] Forbes. Available at: https://www.forbes.com/sites/forbeshumanresourcescouncil/2021/02/22/13-practical-ways-to-help-employees-adapt-to-new-technology/ [Accessed 11 Dec. 2023].
• IMD (2023). The 6 Most Common Leadership Styles & How to Find Yours. [online] IMD. Available at: https://www.imd.org/reflections/leadership-styles/ [Accessed 11 Dec. 2023].
• LEWIS, L. K. (2019) Organizational Change: Creating Change Through Strategic Communication. Chichester: Wiley-Blackwell.
• Li, L. (2022). Reskilling and upskilling the future-ready workforce for industry 4.0 and beyond. Information Systems Frontiers, 24(3). doi:https://doi.org/10.1007/s10796-022-10308-y.
• PENDLETON, D. and FURNHAM, A. (2016) Leadership: All You Need to Know. London: Palgrave Macmillan.
• Pollack, J. and Pollack, R. (2015). Using Kotter’s Eight Stage Process to Manage an Organisational Change Program: Presentation and Practice. Systemic Practice and Action Research, [online] 28(1), pp.51–66. doi:https://doi.org/10.1007/s11213-014-9317-0.
• Usaid.gov (2022). READING ASSIGNMENTS ROLE OF THE MANAGER 2. [online] Available at: https://pdf.usaid.gov/pdf_docs/PDABJ459.pdf [Accessed 11 Dec. 2023].