Implementing new strategies, new directions, new  objectives, is introducing change, major change, into the organisation.  As such it is essential that the implementation is approached, managed,  in a similar fashion to that adopted when major changes are being made.  The implementation of the changes must be planned, implemented as  smoothly as possible, and then be monitored and evaluated for progress  and performance against the desired outcomes, objectives, that were the  drivers of the change. The leader must ensure that all aspects of the  changes, the new strategic plan, are managed successfully.  
The leader is the change strategist, whose role is to lead, to  champion the changes, to promote the vision, to keep the organisation  travelling in the chosen direction, and to ensure that all those  involved in implementing the changes, the strategies, perform to the  best of their ability. There are a range of leadership styles that could  be drawn on. Some would argue that certain changes need an autocratic,  aggressive style of leadership, and, whilst there may be the need for an  element of this approach, if used as a single style it rarely results  in a positive post-change environment. This is the flaw in this  approach, for, after the changes have been implemented, and the  strategies are in place, the managers, specialists, operational  employees, and all contributing stakeholders, must work together in a  harmonious, positive, manner to make the desired progress and achieve  the objectives. If the leadership style during the change has been  harsh, unforgiving, and aggressive, it may take many months, even years,  to re-establish a positive environment, a healthy, goals focused,  teamwork driven culture. The only logical choice of leadership style in  any major change is one that combines all the styles, but leans heavily  to those which focus on a team approach. The leader adopts a flexible,  responsive style, that is a blend of the consultative, participative,  and democratic, leaving room for an occasional, sparing touch of the  autocratic to be employed if absolutely necessary. This style will then  be the foundation on which the new, changed, organisation is built on. 
Read more »












