Professional blog

INTRODUCTION

Leadership to me is the ongoing process of guiding in a way that influences others with similar mindsets to work cordially to reach a certain goal. The ability to take responsibility for a set of people and guide them towards the greater good is a major part of leadership. A person who can be relied upon to solve or tackle an issue, who is capable of forecasting occurrences and alternatives so that everything can be done in more than one way.

It is observed from the recent cases that modern management must be where everyone who is working must possess some leadership quality so that they can make their own decisions.

When every person handles their own stuff in a responsible manner, workplace gets a lot more engaging, and they get a satisfaction of being part of something that they are working for. But being a leader isn’t easy either, as it is safe to say that before helping others, we ourselves must be in control and motivated internally in the tasks that we set aim on.

“A leader is a person that people can rely on, one who empowers others, one who shows how a work is to be done, one who knows how to ask others to get their jobs done. Leader is expected to be the person who can make decisions in tough situations. The level of credibility is earned through the transparency and ethicality that is displayed.” (Hughes, 2009)

PERSONAL EXPERIENCE AND OBSERVATION

Actual work experience: I worked in a Steel company as assistant HR for 3 months, those times is when I realised that human behaviours and derived character are really had to analyse or change, through repeated experiences there’s only so much I could request about a person to get the work done. But with right motivation or negative reinforcement I managed to get the job done, looking back at it now, after progressively learning prescribed methods, I find myself contemplating if there was more that I could have done when I was handling my field of work.

When introduced to a new ideology or way of work, which is implemented actually to ease out the workload and get things done effectively, but after facing resistance from labour-work employees in regard to the change, it was quite hard to navigate them to understand and acknowledge the new automation technologies effectiveness and how it helps in monitoring and keep records at the same time.

One way to change this could be through The Kurt Lewin Change Model is a three-step model that describes the process of change as “unfreeze-change-freeze.” The three steps are: Unfreeze: The first step in the Kurt Lewin Change Model is to create a sense of urgency and dissatisfaction with the current situation. This step is about identifying and communicating the need for change and overcoming resistance to change. In the case of the steel company, this step would involve identifying the issues with the current manual record-keeping process and communicating the benefits of automation technologies to employees.

Change:

The second step is to implement the change. This step involves creating a plan for change, communicating the plan, and providing training and support to employees. In the case of the steel company, this step would= involve developing a plan for introducing automation technologies, communicating the plan to employees, and providing training on how to use the new technology that helps in easing out the work load and provides consistent results.

Freeze:

The final step is to stabilize the change and make it permanent. This step involves reinforcing the change, providing ongoing support, and monitoring progress. In the case of the steel company, this step would involve reinforcing the benefits of automation technologies, providing ongoing support to employees, and monitoring the effectiveness of the new system.

By following the Kurt Lewin Change Model, the steel company would be able to navigate the resistance to change, effectively implement automation technologies and make the change permanent. The model can provide a structured approach to change, it helps to identify and plan for potential obstacles and to provide support to employees during the transition period. (Hussain et al., 2018)

Now after reaching the final stages of this subject, One of the key takeaways from my learning experiences is the importance of effective communication when leading change. I realized that clear and consistent communication is essential in creating buy-in from stakeholders and ensuring that the change is implemented successfully. I also learned the importance of understanding the impact of change on the organization and its employees, and taking steps to mitigate any negative effects. Another important aspect of leading change that I have reflected on is the need for flexibility and adaptability.

LEADERSHIP
I learned that change is an ongoing process and that leaders must be able to adapt to new circumstances and challenges as they arise. Being open to new ideas and perspectives, and being able to pivot when necessary, are essential skills for leading change. After a lot of assignments, lectures and group tasks my perception on leadership have been completely redefined. Earlier before commencement of the course I believed that Modern management requires to be a place where everyone that work must some leadership quality so that they can make their own decisions. I still hold on to this idea of leading people in a way to only guide and enhance their skill to better achieve the goal rather than deciding for them.

Through this subject I developed a sense of wider contextual discernment beyond the prospects of organizations yield. After basic roots formed through the lectures, I was able to reason and form connections between purpose, critical theory, power and change. Various analysis on the change or how to create one helped in analyzing myself better to think on what kind of style am I leaning towards and how to develop myself accordingly.

In terms of future leadership development, I plan to focus on developing my communication and change management skills further. I also plan to engage in ongoing leadership development by seeking out opportunities for learning and growth, such as attending workshops or taking on leadership roles in additional organizations.

The ability to persuade others to see the cause and result that will be achieved is something that is been an essential part of my life. So, to prolong this approach, which is very essential for leaders to achieve; I had to come out of shell and open up to new people, look around their ideas and outlook towards an issue.

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