Volume 6, Issue 4, April – 2021 International Journal of Innovative Science and Research Technology

ISSN No:-2456-2165

An Agile Change Management

Approach for Combating the Effect of
Transformation in Organization
MUHAMMED ADAM SALLAU

Abstract:- Change management is one of the substantive internet all things are brought in the same umbrella that is
methods used by the organizations in order to curb the what led to more transformations in our organizations.
persistent increase in dynamism as a result of either
changes in technologies or other factors. Most of the Change in organization is coming up in different
time, managers and or leaders are looking at change forms, dimensions, and or directions. Leaders are taking
management as the most difficult part of managerial over seat on timely basis, while workers always meet with
activity which needs special consideration and great skill. different personalities as their leaders; those leaders needed
This aspect is particularly relevant in respect to our a clear determination on the way forward for the success of
modern organizations, where all things are not static, the organization.
and leaders always used to adapt to the changing need of
their subordinates or the entire organization. This paper Almost all organizations are experiencing one change
provides an insight on change management and it or the other in different time, but the strategy adopt in
principles that helps an organization to keep track of any dealing with it also differs in respect with the size of its
need that might arise as a result of changes. And also work force. According to business strategy magazine (2019),
change management strategies to adopt in uncertain no change program goes completely according to plan.
situations. The paper highlight the necessity for soft Managing change requires continual assessment of its
leadership style as an innovative style to adopt in dealing impact and the organizations willingness and ability to adopt
with any transformation process of the organization in the next wave of transformation.
response to any changes in work environment. Models
and approach were explained in respect with change Change management is the substantive method which
management and their effect on organization needs special consideration and good managerial skills to
performance. The paper concluded that leaders in ensure the success of the organization in 21 st century. For
organization should adopt the leadership style that is organization to succeed in this century, it must take the
employee oriented not self centered because managing advantages of advances in technologies and leadership.
change required the involvement of everybody in
organizations. And soft leadership is recommended for II. DEFINITION OF CHANGE MANAGEMENT
any transformation process.
According to Kanter, stein, and jick (1992) to
Keywords:- Change Management, Principles Sand implementing change one need to build a strong coalition of
Approaches, Models, Soft Leadership Style. stake holders. A leader has to be able to influence others,
create a vision and then communicate, empower
I. INTRODUCTION subordinates, and built teams to make the vision happen.

Change is inevitable in organizations, as currently Change management is seen as a long term strategy
every organization is faced with ample changes ranging used by the organization in order to curb the effects of any
from change in structure, culture, technologies, and transformation, with due consideration of need for that
leadership. Changes do occur in our daily life which affects change and time period. Its also define as the process of
even our organizations. Therefore organizations do struggle challenging new ideas by the organization through learning
for finding a substantive strategy and approach to use in or other means.
managing those dynamisms.
According to BNET business dictionary, change
Change management is seen as long term strategy in management is the coordination of a structured period of
dealing with changes in work environment, changes are very transition from one situation to the other in order to achieve
important thing in keeping organization updated, because it lasting change within the organization.
create room for the success of the organization in this 21st
century where all things are in the same place and also all Principle of change management
works are done with machines and computers. The world There are four core principles to change management;
has already become a global village with the invention of 1. Understand the need for change: Organization should
always check if there is need for any transformation.

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Volume 6, Issue 4, April – 2021 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
2. Planning: once organization realize and or understand procedures, in other to be able to embrace new ideas. This
that there is need for change, those changes need to be stage is probably one of the more important stages to
planned for it success. understand in the world of change we live in today.
3. Implementation: at this stage, the organization should go
ahead and implement their plans. Adopting the change
4. Communicate it success or failure: organization should After identifying that there is need for change in an
communicates to it’s employees on the success of these organization and prepared for it by training and developing
goals or failure. employees, now the second stage is to embark in to the
change in order to embrace its advantages. In this stage
Change management process organization should be able to assist its workers to use
According to Kelsey, miller (2020), there are five different path in achieving the objectives.
major steps in change management process.
Refreezing:
1. Preparation for change The last stage of lewin’s model is refreezing, which
This is the first step in change management process, it indicates that; everything that organization thought to their
requires the need for organization to prepare its employees employees should be put in practices to ensure it success.
by helping them to recognize and understand the need for This new way of work should be part of employee’s moral
change. In this step, all employees in organization are to be standard in the organization.
aware of why and what change do we need in an
organization. Kanter et al. (1992) viewed the process on Ten
Commandments on how change process supposed to be
2. Craft a vision and plan for change plan. They are as follows:
In this step, organization should craft it vision to aid its 1. Analyze the need for change
effort in achieving change objectives. Once the organization 2. Create shared vision
prepared it employees, they must develop a realistic plan for 3. Separate from past
bringing their dream to reality. 4. Create sense of Urgency
5. Support a strong leadership role
3. Implementation/execution 6. Line up political sponsorship
After all plans been made for the transformation, 7. Craft implementation plan
organization should move directly to execution according to 8. Developed enabling structures
the laid down steps or procedures. During implementation 9. Communicate and involve people
process, organization must focus on empowering their 10. Reinforce and institutionalize change
employees in order to assist organization to achieve the
change objectives. Pendlebury et al. (1998) also comes up with ten key
factors to be adopted in the process of change. All these
4. Include change within organization’s culture and put in keys might be employed either jointly or separately based on
to practices the change occurred at a particular period of time.
Once the transformation created, organization should
ensure they have been embedded in the organization culture. They are as follows:
1. Define the Vision
5. Controlling 2. Mobilize
Organization should always measure the change 3. Catalyze
against it success and correction of any defect to ensure the 4. Steer
achievement of objectives 5. Deliver
6. Obtain Participation
Change Management Models 7. Handle Emotions
The most dominant model used in change management 8. Handle Power
is Lewin’s model of change (1951), which provides three – 9. Train and Coach
stages of change known as; 10. Communicate actively
1. Unfreezing
2. Adopting the changes The field force model (Lewin; K. 1951) this model is
3. Refreezing based on the analysis of factors (for) that may aid success of
the change process, and also analyze the current stage
Unfreezing: including the barriers that serve as bottle neck to the process.
By Unfreezing lewin means, when new way of doing Process of field force model start with the
things emerge, organization should replaces the old ways of 1. Change
work with the new ones. It connotes the use of new ideas in 2. Force (factors contributing to change)
organization to ensure all changes are put in place. This 3. Current Stage
should be done by creating mind set of accepting any change 4. Barriers to change
by the employees in the organization. So organization must
help employees clear their minds of old roles and old

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 Volume 6, Issue 4, April – 2021 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
Hiat, J. (2006) comes up with another change THEORY E
management model consisting of five consecutive steps: This approach refers to as the theory of economic
known as ADKAP: they are as follows: performance. It involves problems affecting the
1. Awareness of the need for change. In this step, the organizational structure, the approach used as strategy by
reasons for the change are described to the employees. implementing leadership from the higher level to the lower
2. Desire and Willingness to change. At this stage, a level in the organization. It is used when organization
decision is made to support these or other changes, which confront with a change that require quick response.
are achieved only if they are understand as necessary.
CLASSIFICATION OF CHANGE MANAGEMENT
3. Knowledge of how to change APPROACHES BASED ON THE PRINCIPLES OF
Knowledge is formed about how exactly it is necessary TEMPORAL CHANGES
and should be changed, and also contains the Knowledge According to this principle, Changes are categorized as
and skills necessary for change. a “Project” and changes as a “Constant Part of the
component”.
4. Ability to implement change
The stage involves the demonstration of the CHANGE AS PROJECT In this case, the changes are
applicability and attractiveness of changes, as well as the seen as periodic review with a clearly defined start and end
identification of barriers that may prevent change. dates of the project to ensure the success of the organization.

5. Providing support for Change. The approach is used when a significant change in
Here special attention is paid to efforts and support organization’s strategy is necessary, as well as the
change. restructure of the model by merger or acquisitions.

III. APPROACHES TO CHANGE MANAGEMENT CHANGE AS CONSTANT PART OF THE

ORGANIZATION
Central to the concept of change management is the Change should be part of the organization’s culture
idea that all changes in the organization affect not only the and behavior; employees should encourage developing
basic and auxiliary process, but also the employees – willingness and capability to accept changes. According to
Maciej, T. et al (2017). the principle, the process is carried out on continuous base
without a time frame. Change in organization should be
By the type of change, there are two radically opposite constant part of the component.
approaches to change management Maciej, T. et al (2017).
IV. CHANGE MANAGEMENT APPROACH TO
Revolutionary approach- NAVIGATE DURING AN UNCERTAIN
This approach is used when a process of achieving any SITUATION LIKE THE CURRENT PANDEMIC
objective in an organization require some upgrade and or (COVID – 19)
changes. Its application is determined by some factors or
indicators in the organization which need clear method of According to Deloitte an Indian consultant
dealings. The method is also referring to as re-engineering (Consortium), there are six approaches to use if organization
the organizational affairs. encountered or faced with an uncertainty in any situation
like Covid – 19.
The evolutionary -This approach calls for the improvement
in the ways of work in organization their by increasing the 1. Resilient Leadership in action
efficiency of the organization. This method is used when Leading and inspiring employees amidst a given
there is need for changes in structure and processes in situation which involves on uncertainty like the global
organization. pandemic is only possible with compassion for workforce
According to Hussey, D.E (2000), Change management and communities, Leaders need to align their approach with
approaches can also be classified according to the direction their actions to take the organization through any changes
of change; in this respect they postulate the following that may arise as a result of any uncertain situation. This
approaches: situation requires charity and decisiveness for embracing the
challenge and managing the transition.
THEORY O
This theory laid concentration on the organizational As a leader attempt to respond they must also place the
behavior, its usually start from the lower level of the safety of their employees at the core. In addition to
organization to the higher level. This approach is used when employees, it is crucial to identify all critical contributors to
an organization confront with a problem or change that does the organization and ensure their induction in the strategies
not need immediate action. The theory consider an to keep the work safe.
organization as an evolving learning system, that sees
changes as something to use in ensuring organizational
viability.

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Volume 6, Issue 4, April – 2021 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
Fundamental leadership qualities to adopt; lockdown, employees across levels and functions are bound
a. Empathy to have more time on hand utilize for learning.
b. Skilled at triage Organizations are looking at this downtime as an
c. Decisive action opportunity to upskill their workforce and ensure that they
d. Clear communication have the knowledge skill, and abilities to meet future
demands and strengthening the effectiveness and
2. Inauguration of Central Response Committee (CRC) productivity of the entire organization. To ensure this is
The CRC according to Hashim M. (2019) achieved organization should encourage and enhances
digital learning.
Is the multidisciplinary and should be comprise
various functions they are designed to act and adapt as teams 6. Adoption of new digital ways of working organization
familiarize the changes that may arise as conditional To ensure success amidst any uncertain period like
changes for the effect of an uncertain situation. Daily stand – Covid-19, organization should encourage and or adopt
Ups of this kind of cross functional committee can help virtual interactions, team conversation/collaborations.
guide top management on where to focus their efforts, and
be the integrated pulse for employees and other partners. A combination of technologies and tools to support
remote work such as VPN infrastructure, access control
Some of key Responsibilities of C.R.C mechanisms and data security must be made available. In
i. Dice consistent messaging across the organization. any situation that involves uncertainty, organizations should
ii. Managing multi-channel communication including support their employees with empathy and optimism. This
confidential feedback and reporting channels. will foster the employees focus on what can be controlled as
iii. Be at the centre of all remedial actions across all work opposed to being consumed by the chaos.
streams if any based on scenarios and triggers.
iv. Set the governance to enable cross function teams to V. LEADERSHIP STYLE TO ADOPT DURING
work together. THE PROCESS OF TRANSFORMATION
v. Evaluate any changes in the ways of working owing to
the organization continuity planning (OCP) scenarios and A leadership style that fit transformation execution
communicate acceptable ways of working clearly. very well, is soft leadership style by Prof. M.S. Rao (2017)
vi. Provide consistent guidelines to all units’ heads to ensure What is soft leadership?
employees safety and engage them.
Soft leadership is leading through soft skills and
3. Involve all stakeholders human skills. Rao (2017), M.S Rao defined soft leadership
Identify all stakeholders of the organization and as the process of setting goals, influencing people through
involve them critically to minimize the negative impact of
uncertain circumstances that faced by the organization and persuasion, building strong teams negotiating them
maintain a clear span of control with clear support to ensure with a win – win attitude, respecting their failures, hand
that the organization move forward and responding quickly holding them, motivating them constantly, and correcting
to any transition or changes. their defect to ensure everything are conform to plans.

To achieve this, it is critical to collaborate internally Rao postulated eleven characteristics of soft leadership
with various organization units by updating them on the way style known as 11 C’s of soft leadership.
forward plans in order to have one source of truth for
employees and other stakeholders. They are as follows:

4. Communication on the go 1. CHARACTER

Employees are likely to be exposed to conflicting Character: - is one of the key components of soft
information and feel anxious or confused about the best leaders. It is through their strong character they lead people
course of action. by influencing and guiding them. Hence most organization
Organizations need to have a clear and focused emphasizes character during leadership development
approach to connect with their workforce to effectively lead program. During the process of change in an organization,
them during the period of uncertainty. leaders are expected to set right example through
impeachable character in order to make things move as
An inclusive communication strategy for uncertain planned.
period like Covid – 19 needs to be put in to immediate
action, based on a clear understanding of audiences 7. CHARISMA
(Internal/External), Message to be communicated and One of the greatest characteristics of soft leaders is
frequency and channels of communication (digital/print). their charisma. Soft leaders make other people more
important and valuable through their charisma. Charisma
5. Blended Learning (The new focus) helps in connecting with others easily as people feel valued
Training is used to overcome the organization changes and pleased to talk with these leaders. In 1947 max weber
that occur as a result of uncertainty. In example, amidst the came out with three leadership styles such as bureaucratic,

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Volume 6, Issue 4, April – 2021 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
traditional, and charismatic leadership. Weber defines leaders to be predictable, responsible, and credible. Failure
charismatic authority as: “resting on devotion to the to demonstrate consistency might lead to credibility crisis.
exceptional sanctity, exemplary character of an individual,
and of the normative patterns ordained by him. 15. CONSIDERATION
Consideration includes recognizing the good work
8. CONSCIENCE done by others and appreciating them promptly, liberally,
Conscience is one of the major components of soft and graciously. Consideration means how much and how far
leaders as clear conscience makes them stand out from other the leaders are sensitive toward their people.
leaders. People expect leaders to be ethical and responsible;
they also look up to leaders whose conscience cares for 16. CONTRIBUTION
them. Leaders must have clear conscience to convince Contribution includes precious time, money, energy,
themselves so that they can persuade others. If there is a ideas, knowledge, and assistance to the society. Employees
chasm between word and deed conscience remains the same. respect the leaders who contribute their best to organization
without hankering for wealth, power, or prestige.
9. CONVICTION
Conviction is another ingredients of soft leadership VI. CONCLUSION
without which soft leaders cannot lead successfully. It is
their convictions that take soft leaders move forward toward The rapid changes in technology have made things in
achieving their goals. The ability of a leader to convince his complete dynamism in our organizations. People with
followers is of paramount important. Leaders like mahatma different identity, backgrounds, and communities work
Gandhi, martin lurther king jr., dalai lama, and aung san under a single umbrella with ample expectations looking for
suikyi are the symbols of sacrifices and convictions. the leaders to fulfill, Adoption of soft leadership style meet
their aspirations, and also address several leadership
10. COURAGE challenges.
Courage is about standing by ones values, morals,
principles and policies despite being pressurize by others In selecting a change management approach to the
and receiving threat from others. Courage is what makes organization, one must consider situation as there is no one
military personals very unique and win in any battle. best strategy than the other, because each approach plays the
same role in transformation as the other.
11. COMMUNICATION
The art of communication determined the language of Another most important thing in change management
leadership. The success of soft leadership depends more on is involving people in the process of transformation, but
communication than anything else, it is through change cannot be achieved without the support of employees
communication leaders express their ideas, ideals, and and top management as both parties must feel that they are
insights and persuade others to follow them. Leadership is part of the change process.
about handling people for accomplishing objectives, while
handling people required clear means and medium in order Leaders should be fair to their employees in dealing
to connect with different individuals. with change in an organization so as to encourage their
effort in the process.
12. COMPASSION
Compassion is an integral characteristic of soft Organizations should encourage the employees’ effort
leadership, people appreciate the leaders who care and touch by providing bonuses for extra effort putted during the
them. Compassion means caring for others by ignoring your process of transformation, and also punishment for chislers.
own interest, and it doesn’t denote weakness in leadership.
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