Technology Change and Leadership Essay Example | Topics and Well Written Essays - 1500 words

Technology Change and Leadership - Essay ExampleSuccessful business change, however, is baffling even through consultancy with government, professional bodies and industry groups. This paper seeks to identify key challenges for organizational leadership in getting value from change enabled by technological advances. For CEOs and other leaders it is crucial that they possess a dynamic understanding of technological advances and ensure that, they are primed to capitalize on any sunrise(prenominal) opportunities that it presents. They specifically have to keep track of external environmental developments in order to manage their implications for their hold internal change programs. Visible and active leadership is wished to avoid lack of satisfactory victimisation for business benefits and extended timeframes for implementation. Technological integration is a major business transformation that involves organizational design, cognitive process change, and behavioral change. Busines s executives need to see these changes as technology-enabled and not as technology-driven. A number of challenges, including the need to revise and reconfigure business practices, processes, and people in parallel with technology changes, faces this. Additionally, they need to provide clear articulation and central mean of the implementation program and its business benefits. ... These are normally attributed to individuals although analysis shows that they signify a standard response to poor leadership (Ackerman-Anderson & Anderson, 2010 p33). This has several implications for the CEO. He or she must set the purpose inherent in the implementation in relation to mission and strategy of the company. He/she must in addition comprehend the difference between holistic and incremental organizational change since with holistic change, one cannot rear engineer (Ackerman-Anderson & Anderson, 2010 p35). Leadership must also be clear on the differences between implementation and instaura tion since the former ask both organizational and technological change. Success for future leaders is also hooklike on conviction and vision. Finally, as the project gains steam, leadership also needs to make space for others. minus and positive feedback is vital at this point with rewards and a simple well done being vital (Ackerman-Anderson & Anderson, 2010 p35). To lead technological change, business leaders need to build capability for the ongoing change (Bates, 2010 p41). under this bringment, leaders face a number of challenges. First, while individual projects undergo implementation from the bottom up, transformational portfolios require top-down development. The tendency to build the latter bottom-up risks the inclusion of redundant initiatives. Top-down portfolios should be utilise only for technological and organizational change that is mission critical. Adoption of a strategic perspective needs the leaders to articulate their overall change policy such as highlight ing reductions in budgets and headcounts, as well as structural realignments. Time wasting will normally result from project friction and CEOs need to deal upfront with crucial