Leadership and Change Management for Services- myassignmenthelp

Question: Discuss about theLeadership and Change Management for Professional Services. Answer: Change has become a necessary factor across global professional service organizations. While working as a change agent in a Professional Services Organization and making progress related to change management strategy, there are various steps that need to be accommodated (Appelbaum et. al., 2012). In any change management procedure, it becomes imperative to adopt a suitable communication strategy that can address employee resistance to change. The following are some strategies that can allow communicating in a situation where the organization is facing resistance to change. Patient listening: Communication is the key to overcome resistance to any type of change. Initiating communication from employees side can help instill confidence in them and prevent frustration. Once employees are able to voice their opinions and their thoughts are reflected then it becomes easier to arrive at the root cause to resistance. Communicating reason for change: Communicating to employees regarding reasons for change can help develop effective communications (Frankland, et.al., 2008). Developing a communication plan can help focus on target audience and focus on areas that they care about or changes that will benefit them. Clear communication has been regarded as an effective strategy in communicating towards the process of change. Demonstrate Excitement: An integral communication strategy involves way in which communication is made. Once a change agent or leader is able to depict excitement he feels towards the change procedure, then it becomes easier to convince the same to employees. A wholehearted communication related to the change will allow transfer the excitement and help. Focus on Employees: All communication need to be focused in a manner that highlights changes that employees will be approached with (Ford, Ford, D'Amelio, 2008). Communicating clearly with detailed plans will employee gain clear insight and reduce their resistance to change. Reference Lists Appelbaum, S.H., Habashy, S., Malo, J.L. and Shafiq, H., 2012. Back to the future: revisiting Kotter's 1996 change model.Journal of Management Development,31(8), pp.764-782. Ford, J.D., Ford, L.W. and D'Amelio, A., 2008. Resistance to change: The rest of the story.Academy of management Review,33(2), pp.362-377. Frankland, R., Mitchell, C. M., Ferguson, J. D., Sziklai, A. T., Verma, A. K., Popowski, J. E., Sturgeon, D. H. (2008).U.S. Patent No. 7,356,482. Washington, DC: U.S. Patent and Trademark Office.