A Report on the Conceptual Approaches to Leadership and Change Management

Exploring the role of adaptable leadership due to the global pandemic and critically analyzing the strategic importance of diverse leadership.

Report Organization

There are five sections of this report; starting from the introductory section where there will be some background information about the global pandemic and a summary of how leaders should react, then the second section which discusses the conceptual approaches of leadership and change management, the next section is to explore the role of adaptable leadership due to the global pandemic. Then the fourth section critically analyzes the strategic importance of diverse leadership and the impact on stakeholders, the last section is the conclusion, which summarizes what has been discussed in the first four sections and then further recommendations.

Thesis Statement

The purpose of this report is as follows;

  • Give an introductory background to the conceptual approaches of leadership and change management.
  • Explore the role of adaptable leadership and independent perspectives concerning leaders managing change due to the global pandemic.
  • Critically analyzing the strategic importance of diverse leadership in understanding approaches used by leaders and the impact on stakeholders.

CONCEPTUAL APPROACHES TO LEADERSHIP AND CHANGE MANAGEMENT

Conceptual Approaches to Leadership

The conceptual approaches to leadership have been described and defined by various people in several ways (Aibieyi, 2014). As stated by Herold Koontz (1988), leadership can be defined as “the art of influencing people so that they strive willingly and enthusiastically towards the accomplishment of group goals”.

  • Trait Approach
  • Behavioral approach
  • Contingency approach

Conceptual Approaches to Change Management

Change management has developed over the years, with adequate models and techniques that assist with the effect that comes with change within an organization (Teczke, 2017). Change is said to be the only thing constant in life and change management takes a lot of work, time, and strength, this is the reason for organized models for change management. According to Belyh (2019), “change management involves the application of structures methods and a pre-planned framework to steer the business from its current state to the desired state”. One of the major advantages of change management is that it enables an organization properly manage its financial budget and allocated timeline. There are several models for change management but just one will be included in this report; Lewin’s change management model.

  • Unfreezing
  • Change
  • Refreezing

EXPLORING THE ROLE OF ADAPTABLE LEADERSHIP IN MANAGING CHANGE DUE TO A GLOBAL PANDEMIC

As explained earlier in the introduction section, when faced with a crisis like the COVID-19 pandemic, a leader’s response should be adaptive to the situation and not something general (Anderson, 2018). Adaptive leadership can be defined as “task-performance-directed behaviors individuals enact in response to or anticipation of changes relevant to job-related tasks” (Jundt et al., 2015, p. 54–55). The global pandemic caused several changes to organizational structures and also caused some changes to the type of work done within organizations (Foss and Seetharaman, 2020). With the unexpected emergence of the outbreak, leaders and managers are expected to display adaptive leadership because work needs have changed. (Allworth and Hesketh, 1999; Griffin et al., 2007; Jundt et al., 2015). Adaptiveness is seen as a critical process that happens at the beginning stages, when faced with conditions that need a quick organizational change, like the situation with the COVID-19 outbreak (Strauss et al, 2015).

  • They properly manage the crisis, tension, and unrest by keeping their composure throughout times of uncertainty, while they immediately start evaluating solutions on how to understand and manage the situation.
  • They become innovative by engaging, utilizing, and implementing new strategies and plans.
  • They are always searching for knowledge that improves their approach to work.
  • They display mutual openness and cooperation by accepting the ideas and perspectives of others within the team

CRITICALLY ANALYSING THE STRATEGIC IMPORTANCE OF DIVERSE LEADERSHIP

Brief background of Diversity and Diverse Leadership

Diversity can be defined as “acknowledging, understanding, accepting, and valuing differences among people with respect to age, class, race, ethnicity, gender, disabilities, etc.’ (Farnsworth, et al., 2020). Diversity is one of the major components for easy operations within an organization, it is a crucial occurrence in our modern world and refers to the several differences between employees of a company. This form of difference includes gender, age, ethnicity, race, educational background, behaviors, etc. (Farnsworth, et al. 2020). In recent years, this diversity incorporation has impacted some changes within those organizations, subsequently, diverse leadership and diversity are the main areas for research (Krietz, 2008). Having a good understanding of diversity in the workplace and diverse leadership is key, especially in situations where the workforce is made up of individuals from different cultural backgrounds, a lot of leaders have difficulties with managing these individuals with different interests, and backgrounds (Farnsworth, et al. 2020).

Advantages of Diverse Leadership

The advantages of diverse leadership are as follows;

  • Improves efficiency amongst the employees
  • Improves individuality and inventiveness
  • Increases innovation and creativity when approaching problems
  • Increases the chances of getting the attention of a talented workforce and keeping them
  • Strengthens team communications
  • Grows market share
  • Increases the number of diverse consumers

Challenges of Diverse Leadership

Managing diversity in any organization is a challenging role and many leaders encounter difficulties whenever they are required to participate in that type of leadership (Chuang, 2013).

  • The challenges with properly managing their time and making decisions.
  • The challenges of hastening work to be done.
  • The challenges of seeking ways to motivate other employees.
  • The challenges of guiding and instructing other employees
  • The overall challenge of having the responsibility to lead a team.

CONCLUSION

This report was able to successfully discuss four distinctive parts of leadership; how leaders should react to a global crisis, leadership and change management approaches, adaptive leadership due to a global crisis (using COVID-19 as a source of reference), and lastly, diverse leadership — its importance and impact. A general background was discussed, involving the negative effect of the global pandemic, how it caused anxiety and uncertainty in the workplace, and how leaders are expected to stay calm during these kinds of crisis times so that they can carefully plan out strategies and operational functions. They also need to generate innovative ideas on how the team can perform better using collaborative tools and techniques.

RECOMMENDATIONS

This report also has informed further recommendations and research;

REFERENCES

Aibieyi, S. (2014) ‘Approaches, skills and styles of leadership in organizations’, Multidisciplinary issues, Dubai, UAE, 3(5), pp. 53–57.

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Princess Akari

Princess Akari

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I write about Business management/strategy and Product Management