The changes in the management process of any organization is known as the term change management (Hayes, 2018). This change management is the collection of most of the approaches which is used for support team, individuals and the organizations for processing some changes in the organizational operations. The most common changes which occurs within the organization are the process reviews, technical evolution, customer habit changes and due to some organizational restructuring (Cameron & Green, 2015). The change management deals with various different types of different disciplines from the social and behavioural science to business solution and information technology.
In this paper an example of the change management will be given as per basis on an interview of a change leader who has experience of the managing and leading change in past cases. To elaborate this change management briefly, description of the change context and analysis of the change leadership will be done. To describe the effectiveness of the change leader, analysis of the competences will be done which will be described by the change leader. From that analysis effectiveness of the change leader will be assessed. In further discussion learnings from the interview will be assessed and how this learnings will be applied in some real world situations will be evaluated.
In this article the change management process in the New Jet Airlines will be described briefly. This New Jet Airline is one of the largest airlines organization in the Australia. In the recent time this organization is facing various types of issues for which the business of this organization was facing a huge amount of loss. The executives of the organization identified that some organizational change is required for addressing this issues. The main issue with the organization was that it was very much inefficient and due to that it was wasting lots of valuable resources. To mitigate this problem the CEO of the organization decided to reconstruct the whole organization and perform this operation the best way was implementing a change management plan.
To perform this changes in the organization the CEO selected Mr Alex Smith who is the general manager in the headquarters of the New Jet Airlines. All the information regarding the changes were supplied to the Mr Smith which are important for reflecting the changes in the organization. As Alex was the head of this change management plan he becomes the most important person for the organization on that particular time (Goetsch & Davis, 2014). Alex also needed to create a particular team for executing the change management plan. To develop the team Alex chosen the most experienced employees from the organization.
During the interview session, Mr Alex Smith stated that as the head of the change management process he needs to perform various types of tasks from management to implementation which are very much crucial. Alex stated that it is very much important to provide an insight of the changes within the organisation to the employees. To provide these insight, Mr Alex implemented his change management leadership which gave the reason for reconstructing the organization to the rest of the employees of the organization. By providing the reason actually Alex prepared the employees of the organization for the upcoming changes (Van der Voet, 2014). Initially, under the management of the Mr Alex Smith the New Jet Airlines started to reduce the workforce of the organization which was required to reconstruct the organization. As the head of the change management plan Alex created his own team with the most experienced employees in the organization. The team faced several of problems while executing the change management plan (Hrebiniak, 2013) and in this kind of situations Mr Smith motivated them. From the interview it is also assessed that the Mr Alex proposed an award distribution plan after the successful reconstruction of the organization. This award has motivated the change management team thus better efficiency achieved. From the interview also the importance of the communication within the origination has been assessed. Taking the responsibility of the change management, Alex has also stated that he needed to distribute all the information regarding the change management plan to the specific department (Kerzner & Kerzner, 2017) of the organization so that all the changes can be executed without any type of error.
When Alex was interviewed he stated the main competencies which are required for him to perfectly handle the project of the change management. This list of competencies was including personal resilience, trust building, coaching, forcing clarity and organization. According to Alex personal resilience is important for this project as the team members needed to learn quickly how to work with few resource and a small team (Griffiths et al., 2015). Trust building is another factor that identified by Alex as an effective skill for the change management plan (Savolainen, 2014). According to Alex the speed of the project is directly proportional to the trust of the employees with the project manager, which was Alex himself. While considering coaching, it was important for the Alex because he needs to deal with peoples in the organization who was facing problems due to the changes which is important for the successful execution of the project (Garvey et al., 2017). Alex stated that forcing clarity as early as possible is important for change management plan to deal with the uncertainty of an important capability of different type of ideas. These ideas are important for the managers to shape the changes which assessed previously. Lastly, in the interview Mr Alex discussed about the importance of the organisation of the change management team. A perfect organisation is important to create a sensible plan (Chettiparamb, 2014) by assessing how the things will perform with the initiated plan.
From the interview it has been assessed that Alex was so much effective in his position and was a perfect choice by the CEO of the New Jet Airline organization. Alex perfectly builder the trust between him and the other members of the team which actually beneficial both for the organization and for the Alex as the project completed successfully before the given deadline. Initially, the project team was very small as there was less number of experienced employees in the department. Thus it was very much important for Alex to reach to the project goal with these small team. To solve this problem Alex initiated personal resilience which is very much effective when working with a small team (Rice & Liu, 2016). Thus from his position he was so much effective to manage the team. Also, Alex was very much confident on the decisions that made by him. This confident of him has stronger the team mentally that has contributed in the successful competition of the project (Imhoff & Bruder, 2014). Side by side Alex has provided coaching to the peoples who was facing problems due to the changes in the organization. Thus Alex just not only managed the internal factors of the project but also he has managed the external factors related with the project which makes him one of the most effective managers in the history of the New Jet Airlines.
From the interview of Mr Alex Smith on the process of the change management it has been learned that this type of process is very much important for the organizations when they are suffering from some organizational problem. This processes is also very much important for the success of the organization. From the interview it has been assessed that one of the main reason behind the change management is the increased competition in the market. Also, this is extremely important for the change leaders to identify which skill sets are important for them to perfectly execute the change management process which has been learned from the interview. The change leaders not only just identify the skills sets but also they must enhance this skill sets of them (Kilkelly, 2014). From this statement it has been learned that though the change leaders may have a vast amount of experience from the past, still they need to constantly improve their behaviour and implementation techniques with the successful changes which will make them more and more efficient. Also the change leaders must have inter personal skills, good vision and strong communication power which all are the pillar of success in the change management process.
The learnings from the Alex’s interview states that role of the change leader is very much vital in the change management processes and regarding that the skill sets of the change leader is the most important point. This skill sets can be improved by mitigating the challenges which is faced by the change leaders. Thus this lessons can be applied in the future work situations. To apply these lessons perfectly a workshop can be implemented where the perfect solution will be assessed based on the learnings from the past (Wenger-Trayner et al., 2014). Also, from the above learnings an action plan can be created which will help to create habits. This habits in the real time work situation can help to implement the changes faster. Enhancing the ability of the leader is also vital through proper training is important to apply the lessons in the future work situations. From the learnings, leader can be prepared for the potential challenges of the future which can be faced by them personally during the execution of the change management plan. This is helpful for the change leaders to ensure their strengths on the perfect execution of the change management plan.
Conclusion:
From the above discussion it can be concluded that the process of the change management is very much important for mitigating the structural issues of the organization and for the organizational success. In this report an interview has been done with the Mr Alex Smith on his leadership of the change management project in the New Jet Airlines. From the interview of the Mr Alex Smith it has been assessed that there are various key skills which a change leader must have to perfectly execute the processes of the change management. These skills are the personal resilience, trust building, coaching, forcing clarity and organization. From the interview why these skills sets are required has been assessed briefly. An effective change leader is the most vital point of an organizational change management process. Thus it is important to identify whether Alex is efficient or not for the designated role which has been done in this report. From the assessment of the efficiency it is understood that Mr Alex Smith is very much efficient as a change leader. Also, the learnings from interview of Mr Alex Smith has been discussed in this report and how this learnings can be implemented in the future works is elaborated properly.
References:
Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
Chettiparamb, A. (2014). Complexity theory and planning: Examining ‘fractals’ for organising policy domains in planning practice. Planning Theory, 13(1), 5-25.
Garvey, B., Garvey, R., Stokes, P., & Megginson, D. (2017). Coaching and mentoring: Theory and practice. Sage.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.
Griffiths, F. E., Boardman, F. K., Chondros, P., Dowrick, C. F., Densley, K., Hegarty, K. L., & Gunn, J. (2015). The effect of strategies of personal resilience on depression recovery in an Australian cohort: A mixed methods study. Health:, 19(1), 86-106.
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Hrebiniak, L. G. (2013). Making strategy work: Leading effective execution and change. FT Press.
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Savolainen, T. (2014). Trust-building in e-leadership: A case study of leaders’ challenges and skills in technology-mediated interaction. Journal of Global Business Issues, 8(2).
Van der Voet, J. (2014). The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure. European Management Journal, 32(3), 373-382.
Wenger-Trayner, E., Fenton-O’Creevy, M., Hutchinson, S., Kubiak, C., & Wenger-Trayner, B. (Eds.). (2014). Learning in landscapes of practice: Boundaries, identity, and knowledgeability in practice-based learning. Routledge.
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