Assessment Task 3 Change and Leadership




Assessment Task 3 Change and Leadership

Assessment Task 3

  • Transformational Leadership Report
  • Grow Management Consultants

    Transformational leadership report

    Organisational change

    A description of organisational change and the impact and role of transformational leadership during organisational change

    Organizational Change looks both at the process in which a company or any organization changes its operational methods, technologies, organizational structure, whole structure, or strategies, as well as what effects these changes have on it.

    Transformational leadership is when leader behaviors influence followers and inspire them to perform beyond their perceived capabilities. Transformational leadership inspires people to achieve unexpected or remarkable results.

    Leadership styles

    An explanation of the differences between transformational and transactional leadership practices

    Transformational leaders are leaders who engage with followers, focus on higher-order intrinsic needs, and raise consciousness about the significance of specific outcomes and new ways in which those outcomes might be achieved.

    Transactional leaders tend to be more passive as transformational leaders demonstrate active behaviors that include providing a sense of mission.

    How leadership can positively impact a company’s ability to adapt to organisational change

    Effective leadership is about not wasting time. That includes the time needed to make decisions. More often than not, so much time can be wasted in the decision-making process that many opportunities are missed. Production sometimes even comes to a halt. Good leaders are all about making informed decisions, but are always mindful of the timeframes involved.

    Leadership styles and approaches that can help mitigate the impact of change on people and business processes

    Autocratic leaders make decisions without consulting their team members, even if their input would be useful.

    Democratic leaders make the final decisions, but they include team members in the decision-making process. They encourage creativity, and people are often highly engaged in projects and decisions.

    Laissez-faire leaders give their team members a lot of freedom in how they do their work, and how they set their deadlines. They provide support with resources and advice if needed, but otherwise they don’t get involved.

    Leadership strategies that encourage the receiving and giving of constructive Feedback

    Strategic leaders understand that to tackle the most demanding situations and problems, they need to draw on everything they have learned in their lives. They want to tap into their full set of capabilities, interests, experiences, and passions to come up with innovative solutions. And they don’t want to waste their time in situations (or with organizations) that don’t align with their values.

    Explain the differences between transformational and transactional leadership practices

    A transactional leadership style is appropriate in many settings and may support adherence to practice standards but not necessarily openness to innovation. A transformational leadership style creates a vision and inspires subordinates to strive beyond required expectations, whereas transactional leadership focuses more on extrinsic motivation for the performance of job tasks


    Assessment Task 3 Change and Leadership
    Last updated: Feb 2024

    Page 1

    red expectations, whereas transactional leadership focuses more on extrinsic motivation for the performance of job tasks

    How managers can lead in an inclusive manner that is respectful of individual differences

    Inclusive leaders treat people equally in terms of opportunity and fairly according to ability. We can only do this if we know our people. Curiosity is a trait of the inclusive leader. One way to check how to be fair is by substitution. If individual leaders are inclusive their teams will feel safe and trust them and then they will perform better.

    Learning and communication

    Own personal leadership style

    I believe that my leadership style is very laissez faire. I like to let people make their own decisions but guide them correctly.

    Self-management skills

  • Stress Management
  • Time Management
  • Organizing Skills
  • Problem Solving
  • Decision Making Skill
  • Confidence
  • Self Protection
  • Describe learning and communication solutions that address the problems and risks created by organisational change. This will include the workshop you will be conducting in activity 3.

  • Encourages, motivates and helps development
  • Maintains high moral standards within an organization, expects the same from others
  • Establishes clear values, priorities and an ethical work environment
  • Encourages teams to move from self-interest to the common good
  • Enables cooperation and open communications
  • Coaches and mentors
  • Is tactical, strategic and, of course, transformational
  • Describe how you plan to run your workshop.

    Transformational leadership is a creative style of leadership that focuses on a continued push towards growth and a rejection of complacency. Basically, what that means is that everyone has the potential for improvement. And that’s what a transformational leader exploits; they lift themselves and their teams to higher levels of achievement. It’s going beyond expectations, and reaching for what’s just beyond grasp.

    Describe the vocabulary, grammatical structure and conventions that you consider appropriate for the workshop’s audience.

    Feedback isn’t ignored by organizations, but often their feedback process takes time. When the data has finally been collected, the issues have either festered or have been forgotten. Therefore, seeking feedback in the moment is a way to cut through the paperwork and get to action faster, while the problem is impacting the project.

    Explain how you will adjust your personal leadership style for the audience and the situation.

    This applies to you and your team. It means relinquishing some control and having trust that your team can take on the work you give them. So, look at the workflow and see where there’s room to give teams greater flexibility. Seek their creative input. Discuss with the team about the new responsibilities, so they can understand the parameters.

    Describe how…


    Assessment Task 3 Change and Leadership
    Last updated: Feb 2024

    Page 2

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