ABSTRACT
This study investigated perceptions and effectiveness of organizational change management that is related to government agencies and factors that make leaders effective when managing change. This basic qualitative research used semi-structured interviews with eight executive coaches selected through purposeful sampling. As main challenges to efficient, inclusive change management, participants mentioned leaders’ lack of a strategic vision or plan, lack of leadership and future leader development programs, and lack of clarity in decision-making. They recognized that leaders’ academic and professional profiles are positively viewed and said that, with coaching and support in leadership and strategic planning, these people can inspire the academic community and promote positive change. Additional emphasis was given to the role of coaching in the development of key soft skills (honesty, responsibility, resiliency, creativity, proactivity, and empathy, among others), which are necessary for effective change management and leadership in higher education. The paper’s implications have two aspects. First, the lessons of the actual explicit content of the coaches’ observations (challenges to efficient change management and views of leaders); second, the implications of these observations (how coaching can help and what leaders need).
CHAPTER ONE
1.0 INTRODUCTION
1.1 Background of The Study
Change management consists of those processes required to facilitate the embracing and acceptance of change by stakeholders in the organization or operating environment. The process requires the application of principles, skills, and techniques for managing ‘people in the process of change management so as to achieve the expected change result of a project or initiative. The change management process is vital for the successful implementation of change in the organization. The change management process consist of; ESTABLISHING A VISION; This involve defining the Change purpose .It is expected that the leadership outline the vision of the expected outcome as a result of the change. This vision should be shared at all levels of the organization so as to get everyone committed to the vision. INVOLVE SENIOR LEADERSHIP; The senior leadership of the organization should be engaged in the process to induce the commitment of the all members of the organization. Senior leadership are expected to communicate to the staffs that the change represents a positive development for the organization, which will lend legitimacy to the initiative. DEVELOP A CHANGE MANAGEMENT PLAN; Component of the change management plan consist of Vision and goals, Stakeholders, Resources, Time-specific milestones ,Communications tools and strategy; ENGAGE STAKEHOLDERS ;The people are the central objective of any successful change. It is therefore important to involve stakeholders early. A Booz Allen Hamilton study of governmental change efforts found that 75 percent of successful change leaders utilized a collaborative approach for developing and implementing change, compared with 33 percent of unsuccessful change leaders; COMMUNICATE AT ALL LEVELS; This will enhance openness and understanding of’
