Change within organizations can take on a variety of shapes and involve different types of organization. The search for organizational changes is usually linked in some way to another with the aim of improving performance and productivity. These ends can be achieved through various types of organizational changes. Some of these varieties include growth, modernization or improvement and development skills; by reducing work or restructuring; with financial restructuring or change; Egypt with a combination of these. The process of organizational transformation is almost exclusively the leadership and culture that exists in the company. This is one of the most important reasons why leadership is important for successful implementation of organizational changes.
Leadership is a key factor in the success of development where vision, implementation, and guidance of employees are linked in a continuous process. Maintaining a culture of change requires any kind of constant effort and commitment that only leaders can properly apply. Especially in times of uncertainty and change, employees look at leaders in the company. Leaders are the key to shaping the vision for change, directing it and strengthening it at all levels. Without the vision and leadership leadership, you can not make changes.
Another reason for leadership is so important that the transformation process is related to an external environment. Leaders serve as an exchange between the inner and outer environment. Just as leaders do not exist in isolation, their organizations do not. Leaders must be in line with the external environment in which the organization operates as well as its own internal environment. In times of change, leaders lead between two to maintain balance by making sure that clashes are opposed to the analogue. The successful transformation of all institutions is based on the leadership of the management of this environment and the ability to adapt the policy to changing circumstances.
Difference must be between leaders of change and variability. Although the former commander usually has senior and top management positions, you can find the latter at all levels within the organization. Successful implementation of change depends on the promises that strong leaders will grow and support agents with training and development and equally important – listening. The focus on developing and strengthening agents is an important part of the transition process that only leadership can complete.
The tough change of opportunity brings good trust between them and their staff, helping to make it better. Doing this makes it easier to handle radical changes at all. On the other hand, poor leadership creates a lack of hope, which may lead to the failure, if it is not addressed directly before the change is made.
The leader of throughout the entire lifetime of the planning process is the key to succeed in achieving a healthy transformation.