Transformational Leadership; Change Management Transformational Leadership; Change Management Excelsior College Organization Behavior Tremayne Sanders I have always been told to execute what you were told. Never deviate from your instructions of your leadership. Follow orders and failing to do so disrespect to your chain of command. This day and age we must deal with Generation Y. Most of who you need to explain why we are executing this mission. This would have been frowned upon 20years ago as disrespect. With the world changing, more information is passed along the ranks. This helps others understand why the smallest thing they’re asked to do is so important. Change is difficult and hard to do. Especially when you have been performing and acting one way for so long. The hardest part is getting everyone to buy into the adjustment. A LETTER TO THE PRESIDENT OF THE ORGANIZATION Sir, I am writing you to bring your attention to something that may be important you and this company moving forward. The way business is conducted on a day to day routine. I know building this company up from the ground took a lot of hard work and dedication. You were there every step of the way instructing us on what to do and how to do it. This was needed to instill a certain way of life in this organization. The company began to profit from that hard work and dedication. It has been over two decades and times haves changed. The company is no longer in the beginning stages and has over 10 locations with over 330 employees. I understand the ways things were, but we must change with the times. The strict leadership and management style of being told what to do when to do it, and how to do it, is needed. But you won’t always be everywhere to ensure this is happening. You should think about empowering your lower level managers to make small decisions for you. Have a weekly meeting with all store managers to ensure nothing to outlandish is happening. That way you can be informed about small changes. If needed you can still give your input to make change at all locations. Doing so can take some stress off your shoulders. I have investigated using a Servant Leadership Style. My employees are highly trained and perform well every day. I have an ear to listen to complains and fix them. Also, I ensure they have everything they need to accomplish every task I have asked of them. Additionally, I believe we should reward those who set themselves apart from others. I ask that you take a second to think about it. Your staff moral could improve along with the company’s profits. Very Respectfully, T.S REFERENCES Halladay, Karen. “HR's Role in Change Management.” Environmental Health Perspectives, vol. 119, no. 2c, 2011, pp. 41–48., doi:10.1289/image.cehp.v119.i2c. Alqatawenah, Aymn Sulieman. “Transformational Leadership Style and Its Relationship with Change Management.” Business: Theory and Practice, vol. 19, 2018 ...

1. Transformational Leadership; Change Management
Transformational Leadership; Change Management
Excelsior College
Organization Behavior
Tremayne Sanders
I have always been told to execute what you were told. Never
deviate from your instructions of your leadership. Follow
orders and failing to do so disrespect to your chain of command.
This day and age we must deal with Generation Y. Most of who

2. you need to explain why we are executing this mission. This
would have been frowned upon 20years ago as disrespect. With
the world changing, more information is passed along the ranks.
This helps others understand why the smallest thing they’re
asked to do is so important. Change is difficult and hard to do.
Especially when you have been performing and acting one way
for so long. The hardest part is getting everyone to buy into the
adjustment.
A LETTER TO THE PRESIDENT OF THE ORGANIZATION
Sir,
I am writing you to bring your attention to something that may
be important you and this company moving forward. The way
business is conducted on a day to day routine. I know building
this company up from the ground took a lot of hard work and
dedication. You were there every step of the way instructing us
on what to do and how to do it. This was needed to instill a
certain way of life in this organization. The company began to
profit from that hard work and dedication. It has been over two
decades and times haves changed. The company is no longer in
the beginning stages and has over 10 locations with over 330
employees. I understand the ways things were, but we must
change with the times. The strict leadership and management
style of being told what to do when to do it, and how to do it, is
needed. But you won’t always be everywhere to ensure this is
happening. You should think about empowering your lower
level managers to make small decisions for you. Have a weekly
meeting with all store managers to ensure nothing to outlandish
is happening. That way you can be informed about small
changes. If needed you can still give your input to make change
at all locations. Doing so can take some stress off your
shoulders.
I have investigated using a Servant Leadership Style. My
employees are highly trained and perform well every day. I
have an ear to listen to complains and fix them. Also, I ensure
they have everything they need to accomplish every task I have
asked of them. Additionally, I believe we should reward those

3. who set themselves apart from others. I ask that you take a
second to think about it. Your staff moral could improve along
with the company’s profits.
Very Respectfully,
T.S
REFERENCES
Halladay, Karen. “HR's Role in Change Management.”
Environmental Health Perspectives, vol. 119, no. 2c, 2011, pp.
41–48., doi:10.1289/image.cehp.v119.i2c.
Alqatawenah, Aymn Sulieman. “Transformational Leadership
Style and Its Relationship with Change Management.” Business:
Theory and Practice, vol. 19, 2018, pp. 17–24.,
doi:10.3846/btp.2018.03.
Nastase, Marian. “The Impact of Change Management - a
Survey of Methods and Techniques for a Successful Change.”
Mar. 2012, doi:10.1107/s0108270113015370/sk3488sup1.cif.
Royce, Paul. “Recipe for Change Management Success.”

4. Endocrinology, vol. 156, no. 5, 2018,
doi:10.1210/endo.2015.156.issue-5.edboard.
Butt, Faisal, and Samina Nawab. “Organizational Factors and
Individual Effectiveness: Moderating Role of Change
Management.” 2018.
TRANSFORMATIONAL LEADERSHIP AND CHANGE
MANAGEMENT PROCESS
Transformational Leadership and Change Management Process
Excelsior College
Organizational Behavior
Tremayne Sanders

5. I. Introduction
A. Topic - Transformational Leadership and Change
Management Process
B. Issue – Individuals are hesitant to change when it is easier to
do things the same as you always use to.
C. Thesis Statement- Change isn’t an easy transition for anyone.
But with a clear-cut vision of the future, goals, timeline, and
responsibilities in place. This process can be made simple.
II. Human Resource’s Role in Change Management
A. The culture is the heartbeat of the company. You must
make the first impression a lasting one. This the time to show a
new employee exactly how the business runs. His let tell the
individual know it is a way of life at work instead of thinking
its words on a piece of paper. Showing the mission Statement
and watching workers perform in that matter speaks volumes to
new recruits.
B. Take the time to train workers instead of only stating what is
coming. This gives hand on time to perfect the change in the
organization. Real life training is way better than passing out
manuals for individuals to read.
C. Human Resources should be informed early and set process
goals. The earlier Human Resources has the chance to
understand the process. Human Resources is equipped with the
background and knowledge to effectively and efficiently
manage changes large and small. They are change leaders,
planners, educators, advisors, and participants (Halladay, 2018)
III. Transformational Leadership Style and Its Relationship

6. with Change Management
A. The transformational leader can urge his followers to achieve
more than the expected. Conger (2002) views transformational
leadership as the leadership that goes beyond incentives for
performance, to develop and encourage workers intellectually
and creatively, as well as to transform their own concerns into
an essential part of the organization’s mission (Alqatawenah,
2018).
B. Change Management: using the best ways to effect change in
stages in order to achieve organizational objectives identified
by the responsibilities defined (Bilal 2004).
IV. The Impact of Change Management
A. Realize change will not happen in a day. After small
victories of change has been seen. More employees will let go
of the past and follow suit. Change won’t happen until there is a
real change in everyone in the company that produces a change
in the neighborhood.
B. Positive experiences involving numerous changes are needed
before people will learn to have a strong attitude toward
change, to separate from the past habits, to give up the old
mentalities and to be confident that the transformation will
bring something better (Năstase M.,,Hotăran I., 2011, p.662).
V. Recipe for Change Management
A. The potential condition of the company must be clearly
outlined and in purposeful aligned with the organization's
complex goals. This must be in sync with the organization's
values and belief systems.
B. Clear and transparent communication must happen on all
parts of change management. All the way from the
stakeholders, partners, managers, and employees. This
communication flow must go in both directions. To ensure all
employees know where they will fit in the organization during
and after the change.

7. C. Everyone must be held accountable to enforce the new
standards of the change management. This will keep all
schedules and deadlines on track as the process unfolds. For this
to happen you will need to punishments for not meeting the
standard. Along with rewards for performing above your peers.
VI. Findings
1. Change starts at the top and filters down to the lowest level
through communication and actions.
2. Ensure everyone knows and understands the Vision of the
company. Roles and responsibilities need to be identified.
3. Use a Transformational Leadership Style to encourage
individuals to put their best foot forward and perform their best.
VII. Conclusion
A. Following these steps and organization can change for the
better of the organization, employees, and customers.
B. If every individual understands their roles and
responsibilities and afforded the time to complete training. A
little patience and great communication can help push a
business to successfully complete the change in management. It
takes everyone to do their part and being held accountable for
their actions.
References
Halladay, Karen. “HR's Role in Change Management.”
Environmental Health Perspectives, vol. 119, no. 2c, 2011, pp.
41–48., doi:10.1289/image.cehp.v119.i2c.
Alqatawenah, Aymn Sulieman. “Transformational Leadership
Style and Its Relationship with Change Management.” Business:
Theory and Practice, vol. 19, 2018, pp. 17–24.,

8. doi:10.3846/btp.2018.03.
Nastase, Marian. “The Impact of Change Management - a
Survey of Methods and Techniques for a Successful Change.”
Mar. 2012, doi:10.1107/s0108270113015370/sk3488sup1.cif.
Royce, Paul. “Recipe for Change Management Success.”
Endocrinology, vol. 156, no. 5, 2018,
doi:10.1210/endo.2015.156.issue-5.edboard.
4 April-June 2018 • Workforce
Solution
s Review • www.ihrim.org
(Feature #1– WSR Apr-June 2018)
Karen Halladay and Sabrina Clay, H2R-