Leadership and Change Management Essay Example | Topics and Well Written Essays - 2750 words

Leadership and Change Management - Essay Example Leadership development is a complex process as I witnessed over last year and the issues covered by the meetings proved vital in changing my perception of human resource management and how to influence change in the organization structure. The failure to address challenges in the process could be highlighted in the preceding meeting. The process was a complex one although the challenges were diverse. I learned vital issues in change management, which will be addressed later in this reflective analysis. One of the vital issues addressed by the meeting is group cohesion and participation. The participation of individuals in the meeting helped to make the meetings interesting. In fact, the availability of the group members ensured that the objectives of the meeting were met. The individual performance of the group members ensured that all the vital issues in management were handled perfectly and even resolved amicably. The delegation of duties to the individual made the tasks easy to co mplete (Paton, Paton, & McCalman, 2008, p. 56). I learned from the process the vital nature of communication when handling human labor or education members. It was not easy to establish the code of practice among the members, but we were able to work due to mutual trust and cohesion. The change management strategy and collective responsibility are essential issues on the addressing of change within the organization such as the development of leadership skills and experience. As the meeting progressed, several issues could be raised that needed to be solved by the group members. Planning for the meeting was left to the chair-lady because she was the facilitator of the meeting and could handle leadership issues effectively. Under her leadership, several issues were addressed and the issues include the role of every group member. Through the development of group cohesion, she ensured that the group could operate better than expected. The resistance to change was evident within the grou p during the initial stages of operation. This indicated the power of inertia and the role of perception in trying to reach and change an established system (Okbor, 2001, p. 23). The planning of the meeting was perfect and led to the effective completion of the project and attainment of the set goals and objectives of the study. The planning of the ideas or themes to be discussed during the meeting was done by the chair lady with the support from the group members. The group used consensus building in the development of a meeting planner and the issues to be addressed by the group. It was not easy to resolve certain issues in the first meeting. Such vital issues were deferred and were addressed in the later meetings including the third meeting (Lusardi, 2012, p. 89). However, after the completion of the planning process, it was easier to develop and come up with the necessary plan of the meetings throughout the year. The direction and facilitation of the meeting were left to the cha ir-lady and the group members were in charge of the participation. The participation of the various members was monitored by the facilitator who recommended a plan of action, which included the probing of the group members and evaluating their understanding of the concepts discussed through the meetings.