According to Webster dictionary (2016),
change is the ability to give a different position, course, or direction. In
contrast, organizational change is the process companies or organization goes
through when in a progression of transformational change (Organization change,
2016). Change cannot be stopped and organizations need to be ready to adapt to
the changing environments. Leadership within organizations has drastically
changed and will continue to change over the years for several reasons. First,
Globalization and the Internet changed everything. Suddenly customers had real
choices, and access to instant reliable information, and the ability to
communicate with each other (Denning, 2013). Second, the complexity with organizational structure and their strategy
is often seen as obstacles when dealing with change. This why many managers that lead their
organization are more stressed, challenged, and confused today more than they
have ever been before (Obolensky, 2014, p. 37). Finally, some leadership styles
like the command and control style, which is the most common leadership style, and
does not work for transformational change, yet most leaders and organizations
rely exclusively on it (Denning, 2013). The problem arises when
individuals are resistant to change and leaders don’t invest the development of
their subordinates. Change occurs from the top down and upper management need
to lead by example, in contrast lower level of the organization need to be
receptive to change. As Obolensky notes, “subordinates need to challenge in
order to follow, and superiors must listen in order to lead” (2014, p.38). It’s
important to have a clear line of communication between leaders and subordinate
in order to adapt to the changing environment. Additionally, leaders need to
understand that it takes time to change such
behavior and is not done by dictating (Obolensky, 2010).
A great example of an
organization that embraces change is Apple. Apple meets the diverse needs of hundreds of
millions of individual iPhone users by launching its own ecosystem—a technology
platform that enables hundreds of thousands of developers to create Apps that can
meet every conceivable human need and to offer them directly to customers
(Denning, 2013). This technology grew with the changing time and continues to
be ahead of the times, allowing Apple to work more innovative products.
The military is another organization that
has seen tremendous change. I’ve been in the Navy for 13 years and I’ve already
got the development and integration of the F/A 18 Super Hornet and the F-35C
Lightning II. Also the US military coped with asymmetric warfare against
elusive terrorists through ”mission
command”, an approach built on decentralization, spontaneity,
informality, loose rein, self-discipline and initiative. It draws on ability
from all echelons. Its communications are multi-directional interactions, not
just top-down directives (Denning, 2013). In my opinion the military is
adapting well to the demand of change; however, with new budget constraint and
duty limitation it has made it difficult to implement change.
Hyatt (n.d.) said, “If you are
happy with the status quo, you don’t need a leader. But the moment you want
something to change—to shift—that’s when you need to bring in a leader.” I
think this quote says it best, as it states, “many organizations feel
comfortable in their current situation and miss out on the opportunity to
change.” An example is Blockbuster and how it failed to adapt when Netflix was
dominating the streaming market. Also, how Kodak didn’t change its technology
to meet the demand of the 21th century and up almost in ruins. If the
organization does not keep with the changing technology, consumer demands, and
effective business processes, they will lose their competitive edge. I believe
change starts with the leadership and trickles down to the lower lever. If
strategy planning is not properly enforced and communicates to subordinate then
there might be hesitance toward change so proper planning and execution is imperative.
Reference:
Hyatt, M. (n.d.). Shift: The Essence
of Leadership. Retrieved February 06, 2016, from http://michaelhyatt.com/shift-the-essence-of-leadership.html
Change.
(n.d.). Retrieved February 6, 2016, from http://www.merriam-webster.com/dictionary/change
Denning,
S. (2013, May 30). The Management Revolution That's Already Happening.
Retrieved February 06, 2016, from
http://www.forbes.com/sites/stevedenning/2013/05/30/the-management-revolution-thats-already-happening/#6d092d673d6e
Organization
change. BusinessDictionary.com. Retrieved February 06, 2016, from
BusinessDictionary.com website: http://www.businessdictionary.com/definition/organization-change.html
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