Leadership process for creating transformational change

Leadership Process for Creating Transformational Change Name of Student University Course Name of professor Date Leadership Process for Creating Transformational Change Organizations require transformational leadership to overcome significant challenges from market decline and rising competition. John Kotter’s eight-step change model presents leaders with an organized method for tackling such challenges. This paper examines Kotter’s model while identifying the leadership capabilities required for each step. The first step of Kotter’s model focuses on creating an immediate sense of urgency. Kotter (2012) explains that employees’ motivation requires them to recognize why change is essential. Leaders must show employees why progress becomes sluggish when they do not change while proving that change is vital for ongoing success. The crucial qualities of leaders in this phase involve persuasion abilities and external analysis to highlight the urgent situation. Leaders with charismatic traits should lead change efforts because they master emotional connections with employees while inspiring their actions. The second step is creating a guiding coalition. According to Appelbaum et al. (2012), teams in transformational changes require more than one individual to be their leader. Leaders must establish teams with members with the correct blend of power, expertise, and credibility. Democratic leadership works best in this situation because it enables team collaboration and includes many perspectives in the change process. Such collaborative decision-making and enhanced organizational-wide ownership lead to better implementation of changes throughout the business. The third step requires the coalition to implement vision development and strategic planning. According to Kotter (2012), organizations need a clear vision that directs their change initiatives successfully. At this point, visionary ...