How can the role of leadership be best understood in organizational change
The role of leadership can best be understood in organizational change as a multi-dimensional phenomenon. Depending on the conceptualisation of organizational change you adopt, the leader’s role could be perceived to be a variety of things, from that of an initiator/visionary, the influencer of culture, a trigger for follower organizational identification, someone who redefines resistance, or a sense maker who introduces new discourses. The most useful approach can be to consider an issue from a number of different theoretical points of view before determining the most effective intervention.
Leadership has been conceived of in a multitude of different ways varying from Great man theory (Borgatta, Bales and Couch, 1954; Cawthon, 1996), trait theories (), and style theories (). More recent conceptualisations of leadership include contingency theory (), and transformational leadership (). Each of these theoretical models has a contribution to make in forming a comprehensive understanding of the relationship between leadership and organizational change and we shall explore how adopting…
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…e plausible models of reality is essential for developing objective scientific knowledge’ (Campbell, 1988: 389, in Van de Ven & Poole, 2005). While there are a plethora of lens through which to understand both leadership and change it is more useful to consider a range of perspectives and only then assess the utility of each perspective and it’s appropriateness for informing a real world intervention. In the words of Pettigrew (2001) “In the absence of unambiguous foundational truth … the only sensible way forward can be conscious pluralism.”
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