Transformational Leadership Change for Economic Development

Management creates a shared vision through participation: a top-down approach

For any meaningful change programme to take place and prosper in any organization or a country’s economy, it must be led and managed from the top. Responsibility and accountability should gradually be transferred to all parties involved to increase participation and buy-in. Management creates a shared vision through participation.

The vision must be understood by a mass of people. The vision has to be translated into many different actions by many people. These processes incorporate and capitalize on the interests of all involved

 

And a flexible approach: let’s embrace change

Parties leading change should remember that change involves crisis and opportunity. It is important to avoid blockages and stay fixed on the vision. To harness and consolidate the politics involved in these processes, plans should be put in place to turn the whole organization into a learning world. A learning world is one that has developed the continuous capacity to adapt and change everything.

In order to remain relevant and prosper in the changing environment, organizations and parties as well as governments must introduce and manage change on a continuous basis. Any that fails to embrace change is likely to suffer the risk of being inefficient and ineffective in what it does. This may result in declining profits and lose of its stability in the market share. It also leads in attracting unnecessary attention and criticism from other successful parties. This could create a negative image on the particular party and the conditions will be of poor morale.

Difficulties that people exhibit in a change situation are inherent in human nature and should be anticipated. People get into behaviour patterns and tend to replicate the patterns of the past. If you have had success in the past, then you tend to repeat the same behaviour in the future. However, the problem is that people in organization can be carrying the baggage of history and simply replicating past behaviours. For example, filing in forms that somebody set up previously but which are no longer needed. In guarding against change certain situation that are likely to create discomfort among parties and some people resist change.

 

Why do people resist change?

The few questions that one should ask is: why do people resist change? As for my know-how the answer is, because it is the human nature of dealing with uncertainty. The need to resist change leads to denying the need for change, distorting the case for change and pretending that change won’t really affect the status quo. The few who readily accept sees change as creating new world and new opportunities and accept it. This does not in any way exclude them from initial disoriantatation and disruptions. They are, however, quick to accept upsets as part of a necessary change process as they begin to plan for change. They also tend to be sensitive to needs of others affected by change.

Emmanuel Juma

Global Goodwill Ambassadors (GGA), Social Entrepreneur, M.D at Manfold Holdings Group, Founder,TIAF, Alumni-YALI RLC EA.

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Emmanuel Juma

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