There’s leading through normal times, and then there’s leading your organization through a change. You might be tempted to say that there’s no difference between change leadership and everyday leadership, but that would be naïve. Change leadership has its own demands and requires a different mindset and an extra set of capabilities in order to lead your organization to a new place (blogs.richardson.com)
Change leadership is the ability to influence and enthuse others through personal advocacy, vision and drive, and to access resources to build a solid platform for change (Higgs and Rowland, 2000).
Change leadership usually covers the ability to start a change in an organization that would bring about improved work conditions, better decision making processes and starting out initiatives for the betterment of the organization.
Usually, when it comes to change leadership, a lot of road blocks are involved as not everyone would buy into the new initiative. An organization where change leadership as solid ground would be able to effectively manage these road blocks.
In order for there to be continuous quality improvement in an organization, there has to be a willingness for change leadership. This is because, the only way for the processes in an organization to improve, there has to be continuous flow of new initiatives and ideas.
Below is a list of characteristics an organization structured with continuous change leadership should possess:
With change leadership put in place in an organization, there is bound to be an increase in continuous quality improvement