of Understanding Principle
Themajor causes of transition failure lie in the detrimental interactionbetween new role and individual. A new role comes alongside withopportunities and its stumbling block, whereas an individual willinteract through his strengths and vulnerability (Michael, 2013).
Thebusiness fails during the transformation simply because leaders doesnot apprehend the basic demands of the situations or lack of skillsof adapting to new situations. Coincidentally, there exist systematicmethods employed to minimize failure and achieve success faster.There are specific types that can be underpinned to achieve successin the transitions (Michael, 2013).
Inorder to achieve success rapidly, the following can be incorporatedinto the management of an organization by the top leadership(Michael, 2013).
Prepare yourself by not making the assumption that there is a success guarantee in the new job
Accelerate your learning through understanding markets, practices, technology, culture and politics
Matching strategy to the situation by making significant adjustments in your planning and execution of transitions
Securing early wins to build credibility and momentum
Negotiating success by building a productive working relationship with managers and managing the expectations
Achieving alignment by incorporating structure of a company into alignment with strategies
Building a team through mobilization
Creation of coalitions with the essential for achievement of success
Keeping balance and preserving the ability to make sound judgements, through search of right advice and counseling
Acceleration of everyone in an organization so that everyone accelerates their own transformations.
Thereis a capitalism crisis, which has been contributed by everyoneranging from CEOs to school professors. This is as a result ofselfish culture between the business leaders in respect to the wellbeing of many hence public confidence is under turmoil (Simon et al,2002).
Thegood news is that we can recover from this crisis. As businessleaders there is a need to challenge what is done and what is taught.The following are the set of beliefs about the assumptions ofbusinesses which can be considered by the top leadership of everycompany in its quest for achievement of goals (Simon et al, 2002).
We are only only in it for ourselves: this means we are more obsessed with self-interests and intent only to maximize for our personal gains. This should be avoided by adopting integrity and self-respect.
Corporations exist to maximize shareholder values: the interests of shareholders are important, but maximize the value of shareholders is bad for capitalism and business. It creates a gap between the creators of economic values and the employees.
Companies need CEOs who are heroic and able to steer the business successfully. A heroic leader should be connected and engaged, able to work as a team, build organization slowly, and collectively by energizing others and not involved in corruption and greed.
Companies need to be lean and mean to be able to get lower costs, empowered employees, satisfied customers and higher production.
A rising tide lifts all boats: this means that all the four half-truths or assumptions can be brought together and rationalizing what looks like self-serving behavior.
Thearticles have effortlessly tried to demonstrate how to adopt goodleadership in order to achieve the success in the transitions of ourorganizations. Some common ideas include selection of qualitymanagement, re-engineering the company, restructure of theorganization, cultural change and The turnaround. In every studyarticle, the main goal has been to adapt to a new and challengingbusiness environment through adoption of skills and changing how thebusiness is conducted. The listed endeavors or beliefs are the keyto the success of the business.
Fromthese analyses, it can be concluded that, the successfultransformation of a business lies in the elimination of errors(Kotter, 2007). The transition and its success can be realizedthrough working as a team, eliminating obstacles, establishing firstor short term wins, avoiding unethical practices such as greed,corruption and selfishness and appreciating changes in thecorporate culture.
Businessesare forced to operate in circumstances that are increasinglychallenging. These unfriendly circumstances are cited as the reasonwhy businesses embrace transformational changes that will help themremain relevant in the market. Transitions are necessary to helpcompanies achieve even higher levels of success or avoid being sweptaway by the tide of competition (Kotter, 2007). The challenges arefaced by businesses in all sectors of the economy. When a business isgoing through a transition, it requires very able leadership to guideit through the whole process.
Whena business is undergoing a transformation, the employees becomeworried about their future. Those leading the transition should planthe process very carefully to eliminate problems. A good leadershould be focused on what is achieved in the first 90 days of thetransition (Kotter, 2007). Although business exists for their owninterests, they should not neglect the interests of others. Whilepursuing their goals, they should consider public concerns as well.
Transitionsare very delicate moments that determine if the company remainsrelevant or not. Usually, those firms that go through the transitionsmoothly enjoy success later. The success or failure of thetransition does not depend on the manager leading the change, butalso on the circumstances, the business is operating in (Kotter,2007). When a manager is selected to lead the change, the skillsbeing sought should be relevant to the circumstances. Transitionalmoments create perfect ground to identify high value leaders. Leaderswho manage the transition well can deal with any form of leadershipcrisis that might be experienced in the business.
Transitionsare absolutely necessary in the modern world of business. They arevery delicate situations that determine if the firm remains relevantor not. Therefore, they need to be handled properly to avoid anyproblems. In order to avoid the problems associated with atransition, preparing for the change is inevitable (Kotter, 2007).When the circumstances of the change are clearly understood, it iseasy to take the right steps that will help achieve the desiredresults. This understanding will help in picking leaders with skillsand talents that suit the circumstances. Selecting a suitable leaderis very important for the realization of the change objectives.
Sometimesone may not know how to deal with change. When this is the case, itis easy to make grave mistakes. The leader can avoid these mistakesby making use of tested systems that help in mitigating the failuresassociated with changes. Other companies have gone through similartransitions successfully (Kotter, 2007). The systems used to achievethat transition can be borrowed to make a smooth change to a newcompany. Members of staff are concerned about the outcome of thechange. It is the duty o the leader to ensure that the process isclearly understood so as to reduce all anxiety.
Peopleleading the change should take advantage of the success made in theearly days. These winnings are crucial as they help in boostingconfidence and credibility about their ability to achieve what isbeing planned. Once the people see some success, they will beencouraged to support the process (Kotter, 2007). Success will not beattained without the support of others. Therefore, it is wise tocreate and maintain strong unions with others in the company. Regularmeetings should be organized to discuss the situation and the actionsnecessary to deal with it. The first 90 days are critical and shouldbe used to develop the relationships that will help propel objectivesyou have.
Transitionsdo not require heroic leaders. It does not need someone who willhandle the process alone and take all the glory. This can result indisastrous results. A good leader should consider how to bringeveryone on board and make use of his or her skills (Kotter, 2007).When the transitions burden is shared by different people, it becomeseasy for thewhole company. Therefore, it is very important for theleader to find ways of brining all the people involved in the processon board. This is the best way to avoid resistance to the envisagedchanges.
Transitionsare very delicate and should behandled very carefully. This needs aperson who will take lead on the change. Leadership helps identifythe best approach that will be used in order to achieve the desiredobjectives. There are many systems, which can be used to achieveeffective change (Kotter, 2007). Since changes have far reachingeffects, they should be handled carefully. Leaders managing thechange help to reduce the kind of resistance that would derail theprocess of change. An organizational change involves altering thevalues, attitudes, culture and purpose of the firm. It is not easy tomanage such a move without causing a revolt where the change is notembraced.
Insummary, this kind of study is applicable to all kinds of business.Transition is necessary in the modern complex business environment(Kotter, 2007). Companies that do not make adjustments will soonbecome irrelevant. However, the change should be handled in a waythat will secure the existence of the business.
Kotter,J. (2007). LeadingChange: Why Transformation Efforts Fail. HarvardBusiness Review.
Simon,R., Mintzberg, H. & Basu, K. 2002 Memo to CEO’s. Fast Company.June 2002
MichaelD. (2013). How to hit the ground running in your first 90 days.Harvard Business Review Press