Sample Paper on Developing Effective change Leaders and Followers


Recommendations for developing effective change leaders and followers

The need to develop effective change leaders and followers is of paramount importance in every organizational set up. Considering the dynamics in the modern market, it is important for an organisation like Wal-Mart to nurture change leaders and followers in order to be able to face challenges of dynamism productively.

Normally, change is resisted in most cases due to the inertia that is developed once employees get used to their normal routines. Once employees adapt to certain patterns of operation, they develop comfort zones in their schedules (Aitken & Higgs, 2010). One way to ensure that employees do not get to this state is by developing a highly dynamic approach of operations. In this case, an employee can switch to different zones of operation within a short period of time comfortably and effectively. Other organizations like Google Incorporation have employed a system where an employee does not dwell in the same area of operation for a long period of time to avoid creating possible comfort zones (Wagner & Kegan, 2006).

Coaching leaders for change is inevitable because it helps the leaders to comprehend the reasons behind anticipated change in order to ably make a firm choice in adhering to the change demanded. It is imperative to identify the barriers that affect the changing process. The aspect of changing is not an overnight event; it requires time and process in order to avoid negative effects in paradigm thrift (Fullan, 2011). Therefore, within the organization’s operations, there should be a panel that should specialize particularly in the oversight of effective change. This panel should be equipped with necessary tools to ensure effectiveness in its operations and implementation of strategies towards objectives. The panel should be responsible for coaching other employees to be receptive to daily changes that are meant to improve the performance of the organization.

Once the leaders in the organisation express the need for change in the best way possible, it becomes easier to impose it to the followers (Aitken & Higgs, 2010). The leaders should motivate the followers in the most appropriate manner to make it easier for them to buy and incorporate the new ideas. One strategy that leaders in the organisation should use in order to achieve effective results in creating change followers is by identifying the main characters among the followers who are resistant to change and investing in them through coaching and training, to use them to influence other followers.


Describe specific strategies to identify and resolve resistance to change

Resistance is always expected whenever the urgency for change arises. In order to conquer resistance to change effectively and comprehensively, good measures and strategies must be put in place. Organizations cannot thrive well in the competitive market without incorporating change in different areas of operations. Long empirical research on effective change approaches indicate that leadership plays a key role in influencing the necessary change (Fullan, 2011). Once the leaders become receptive to change, it becomes easier to influence the followers to accept change (Aitken & Higgs, 2010). Normally, there are different techniques that are used by leaders to woo the followers to accept change. Leaders play a key role of enlightening the followers on the benefits that come along with change.

In the case of Wal-Mart, there are different areas that demand change. This includes change in technology, tastes and customers expectations, communication systems, and supply and distribution chains, among other areas. The organisation needs to introduce different commodities that can suit all classes of people. For a long period of time, this organisation has been considered to target the low-income earners in its services and commodities. However, the organization can create new sections within its chain that can handle different categories of customers.

Influence in leadership has been considered more effective than the use of authority (Fullan, 2011). In order to win the followers’ attention to new strategies, it is appropriate that leaders make use of their influencing skills. Influence is a collaborative approach that pulls people to work in a team towards a certain goal.

There is need to develop effective programs which ensure that leaders are trained and mentored in order to enable them to coach the followers. These programs should incorporate external consultants who are competent in undertaking leadership training programs.

The organisation should create flexible structures that can be redesigned or dismantled to create better structures. Creations of permanent structures and patterns increase inertia that resists change. The organisation should avoid as much as possible any pattern that might encourage bureaucracies in conducting its operations. Bureaucracies create a cycle of events that tend to resist necessary change in the organisation (Judge et al, 1999).

One of the aims of leadership in building a motivated and effective team that can be able to face all manner of challenges that pertains trends and changes in the organisation. This can be established through collaborative approach which involves understanding the follower’s needs and goals, overcoming ego-defensiveness and creating an atmosphere of fairness. This approach makes the followers build trust on their leaders and therefore empowering their leaders to influence them. Creating strong relationships among leaders and followers can ensure cooperation in enforcing the necessary change.


Identify ethical issues that should be addressed throughout the planning, implementation, and assessment phases. 

Wal-Mart is an organisation that commands a great influence in the United States. Therefore, in the planning processes that are geared towards better change for the organisation, it is important to consider the ethical issues that might affect the organisation. As much as the change is anticipated for the general good of the organisation, ethical attributes must be maintained in order to preserve public trust. An issue that cannot be ignored includes the organizations’ relationship with local community, employees, and the ecosystem. The standards and recommendations of how the organisation should relate with different bodies should not be assumed. It is within the organization’s policy where such standards should be well spelt and elaborated to ensure that they are firmly embraced and practiced as part of the organizational culture.

The issues that may raise ethical concerns include: misappropriation of organizational funds, personal standards related to inappropriate workplace interactions and the organization’s conformity with regulatory controls. There are various regulatory controls in different sectors that should be respected by the organisation in conducting its operation. The aspect of social responsibility cannot be ignored in creating company’s policies. Inappropriate workplace relations affect employee’s performance (Sims, 1994). In some cases employers take advantage of their employee to maximize operation in order to gain big profits. However, there are recommended standard that every organisation must respect in undertaking its operation. There are also external bodies that monitors organizations to ensure that the follow the required standard. Environmental concerns like pollution cannot be overlooked considering the magnitude of waste products that Wal-Mart produce. There must be clear procedure in the company on how to handle waste product ether through recycling or by appropriate disposal.

Employee’s rights and fundamental freedoms cannot be overlooked even as the organisation employs different strategies to bring about change. Research reveals that many organizations succumb to ethical issues in the pursuit of increasing performance through enforcing changes (Homann, Koslowski & Luetge, 2007).


Provide recommendations for addressing the ethical issues

There are vital steps that the organisation should take in order to be able to address ethical issue. The first step is developing a firm organisational policy that should reflect company’s policy, code of conduct and the mission statement. This policy should be incorporated into the performance management programs in order to be able to hold the workers accountable for their performance and actions. This move ensures that professional standards are upheld in the work place to avoid unnecessary conflicts that arise from ethical issues. Revision of the policy should be done with absolute clarity in order to firmly register its importance in the to the employees.

The second step is providing relevant ethical training to the employees. This training should make use of varied instruction methods in order to engage the employees in understanding how to address ethical issues in an organisational set up. Experimental learning should be applied in order to facilitate the training. Necessary training tools should be employed to ensure competence in the exercise.

The third step involves designation of persons to be in charge of employees’ concerns that pertain to organizational ethics. It is important to put in place confidential systems that can enable employee communicate their concern without fear of being fired. This includes suggestion box and ethics hotline where employees can convey their concern incase they encounter dilemma in their daily operation. These systems should ensure anonymity of the employees in order to avoid possible conflict that might arise once confidentiality is not assured.


Discuss future trends that may have an impact on the change initiatives within the next three to five years

Change of customer’s preferences and taste

The great dynamism that is evident in the American market makes it difficult to predict possible trends that might affect the organisation in future. However, it is certain that customer’s preferences and tastes keep on changing. Therefore, in order to be at par with the changing trend, the organisation must keep on conducting market research at certain interval in order to adjust appropriately to the changes. Wal-Mart normally deals with a wide variety of commodities and therefore constant tracking of customers preferences and taste should be done in order maintain customers satisfaction. This can possible by creating a platform where customers can express their opinion about the products and services that are offered by the organisation. Platforms such as blogs, Facebook like page and twitter can be suitable for interacting with customers to get their opinion about the quality of services offered and type of product that customers want.

Change in technology

Technology keeps on changing because of great innovations that are taking place as a result of stiff competition in the market. In order to keep up with the changing trends every organisation anticipates having the best technology that is available in order to position itself at a position of advantage above its competitor. The American population values technology and therefore it is important for the organisation to keep a track of changes in technology and embrace the most effective technology. Technology affects different sectors which include: organisational logistics, communication systems and customer care systems. The organisation should always be prepared to invest in the most effective technology in the market in order to increase its capacity of serving customers.











Aitken, P., & Higgs, M. (2010). Developing change leaders: The principles and practices of change leadership development. Routledge.

Fullan, M. (2011). Change leader: Learning to do what matters most. San Francisco, Calif: Jossey-Bass.

Homann, K., Koslowski, P., & Luetge, C. (2007). Globalisation and business ethics. Aldershot, England: Ashgate.

Judge, T. A., Thoresen, C. J., Pucik, V., & Welbourne, T. M. (1999). Managerial coping with organizational change: A dispositional perspective. Journal of applied psychology84(1), 107.

Sims, R. R. (1994). Ethics and organizational decision making: A call for renewal. Westport, Conn: Quorum Books.

Wagner, T., & Kegan, R. (2006). Change leadership: A practical guide to transforming our schools. San Francisco: Jossey-Bass.