Transformational leader should help overcome the resistance to change and implement effective change through the following strategies (People Management, 2016). First, communicate change effectively. Constant communication is needed between the top management and the general employees to let them know what is happening day to day and what is coming next. It is crucial to make employees stay informed and therefore, transparency in communication is very important. Apart from these, transformational leader would also need to explain the idea behind the change and the benefits associated with it so employees could better understand it and they could be convinced more easily to accept the change.
Second, effectively engaging employees. Transformational leader should always engage employees in organizational change as every advice matters and employees would feel that they are being valued as their opinions are appreciated. This would reduce their worries of being ‘sacrificed’ in the change as they still feel that they are part of the organization. Transformational leader should always get feedback from the employees by asking them their opinions and feedback on the change to see if the change is really working and if there is any employees do not feel good about the change so that adjustment and improvement could be made.
Third, implementing change in several stages. A sudden, uninformed change would never do any good to the employees and organization. Transformational leader should first prepare for the change by informing the employees and then slowly take action on it. Change should be slow and steady and monitor frequently to ensure its effectiveness.
People Management. (2016). Overcoming employee resistance to change in the workplace [online]. Available at: https://www.paycor.com/resource-center/change-management-in-the-workplace-why-do-employees-resist-it [Accessed 3 April 2019].
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