Options_for_Implementing_a_Leadership_Change

Options for Implementing a Leadership Change LDR/531 Introduction Gene One has been preparing for a leadership change and this new leadership strategy will be the core in order to make the public offering successful, as Don would have wanted it. Gene One is now an established organization, making a name for itself in its bio-tech industry, and the new wave of change will help make going public everything Don had hoped it would be except more prepared, stronger, and with a more solid foundation. The change strategy, or the “what” will be changed, is the first item for discussion. The next item will be the “how” on understanding the leadership structure and style that will be used in order for the strategy to take effect and be distributed across the board from the highest level of management all the way down the pipeline to every employee that receives a pay check form Gene One. Ultimately, these two things will lead up to the end vision of Gene One and what we have all worked hard to develop. The Change Strategy Leadership must all come together to make this change effective and we will be listening to everyone’s opinions and concerns on the subject. But I do believe that everyone understands and agrees that the organization is headed for a new era and going public is definitely something that needs to be done, but in time. Some people may feel that the change is not needed, unfeasible, too high of a cost, may feel that their values or status will be threatened, or maybe even fearful of personal failure in the new environment. These are all natural and understandable feelings, as well. I can guarantee that no one will lose their status or have their values threatened and we will discuss this as a team. It is possible, as many organizations have done this before, and we all know that Gene One is capable of being successful in any situation as long as we work together and stay focused. The cost issue will be one of our top priorities, in fact, the statistics are looking great according to the Director of Finance and he plans to meet with us to give us forecasts on scenarios that could happen, just in case some of you are worried about the economy’s effect on the organization and our decisions. Leadership Structure and Style The leadership structure that will be implemented will be diverse, as it always has been, team oriented, communication driven, and energetically motivating. The remaining of the start-up team will remain in their current positions and upper level managers will be selected to be directors of their departments and they will look to hire new managers internally for their old jobs. We need to show these upper level managers that have stuck through thick and thin with Gene One that they are valuable and that there is opportunity at this corporation. We need to start focusing on retention amongst our loyal employees and start reorganizing our entire matrices. We need to think Big Company, Big Dreams, and Big Goals. We need to think about the future of Gene One and not focusing on starting it. We are already past that point and moving into a brighter generation. The leadership styles that Gene One need to develop are diverse, team oriented, and ethically valued. We are leaders and therefore, must lead by example. There is an acting Employee Code of Conduct S.O.P. and a Ethics and Compliance guide that all employees must sign upon hire with Gene One. All leaders will be responsible for their own tasks, including their employees in order to have some accountability. WE need to let the employees run their own business, but not be afraid ot step in and correct something if it is not working. The Vision We are in a growth stage of our organizational development. Don always wanted Gene One to be the leader in the industry and be bigger and better than ever. The vision is clear and unchanged. If anything, we are more detail oriented in hopes that we will achieve this vision because of our unrelenting courage to dream big. “During the hectic and confusing process of implementing major change, a clear vision helps to guide and coordinate the decisions and actions of thousands of people working in widely dispersed locations,” (Yuki, 2006). Reference Yuki, Gary. 2006. Leaderships in Organizations, 6e. “Chapter 10: Leading Change in Organizations”. University of Phoenix e-book.