Based on the below leadership qualities that help improve the outcome of organizational change efforts.

Include your own experience as well as two citations that align with or contradict your comments as sourced from peer-reviewed academic journals, industry publications, books, or other sources.

1. Visionary Leadership:

One of the characteristics of a visionary leader is the ability to perceive the wider picture and create a distinct vision for the future of the business. Having a leader who is able to motivate people and inspire them with a compelling vision is beneficial during times of transition because it helps to establish alignment and motivation among employees in the direction of the shared objective.

2. Effective Communication Skills:

When it comes to initiatives to alter an organization, communication is absolutely necessary. A person in a leadership position has to be able to convey the reasons for change, the outcomes that are anticipated, and the stages that are involved in the process. In order to address concerns, eliminate resistance, and ensure that everyone is kept informed and involved, communication that is both clear and consistent is helpful.

3. Emotional Intelligence:

Leaders who possess a high level of emotional intelligence are able to comprehend and appropriately manage not just their own feelings but also those of others. Employees may experience fear, uncertainty, or resistance during times of change. A leader who possesses emotional intelligence is able to sympathize with their worries, give support, and assist in the management of any disputes that may occur.

4. Adaptability:

Alterations may be necessary at various points along the road because change is a dynamic process. Because they are able to negotiate unanticipated hurdles and make the required modifications to guarantee the success of the change initiatives, leaders who are flexible and receptive to new information and input are able to achieve success.

5. Decision-Making Skills:

During times of transition, when difficult decisions need to be taken, it is essential to have the ability to make decisions effectively. An effective leader should be able to evaluate the circumstances, consider the benefits and drawbacks of many alternatives, and arrive at judgments that are in accordance with the objectives and principles of the business. The advancement of the transformation process and the development of confidence among employees are both facilitated by leadership that is decisive.

6. Collaboration and Relationship-Building:

Changing an organization successfully typically requires the participation of several stakeholders, each of whom has their own unique viewpoints and interests. A leader who is able to successfully cooperate with others, create strong connections, and foster a sense of collaboration has the ability to generate buy-in, support, and engagement from important stakeholders, which ultimately results in a change process that is more successful.

7. Resilience:

The process of change may be a lengthy and difficult one, with the possibility of encountering setbacks and barriers. In order to continue momentum towards the transformation goals, a resilient leader is able to recover quickly from setbacks, keep an optimistic attitude in the face of difficulties, and bounce back from failures. Having the ability to bounce back from adversity is beneficial to employees because it makes them feel more confident and motivated.

8. Integrity and Trustworthiness:

Building trust is one of the most important components of effective change attempts. A leader who exhibits integrity, honesty, and openness in their actions and decisions is able to develop trust and credibility with their workers and stakeholders. When leaders are trusted, they have a greater chance of gaining support, collaboration, and commitment from others, which makes it easier to accomplish the seamless implementation of organizational change.