For starters, the individual first thinks, “is this change good or bad for me personally?”  If nobody takes the time to discuss this with them, the rumor mill ultimately wins with most believing that the change is bad for them personally. If they do not believe the change is good for them personally, they will never commit to that change. For an organizational change effort to succeed, leaders must understand motivation, context, receptivity, sequencing, and pace. One important part of managing change, Davis says, is motivating people at all levels of an organization.
Q: How are the financial companies you work with dealing with the current financial environment? A second area of success for companies is getting engagement from the front line all the way up to the leadership team. In the cases where you find obstacles to change, it’s usually not the top tier because they have access to the information. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising.
This research investigates Information Technology (IT) driven organizational changes in Sri Lankan organizations by focusing on the leadership aspects. 2as strategic changes, technology changes, business process changes, mergers andacquisitions. 3LITERATURE REVIEWAs a background to the study this section briefs on the leadership and leadership styles, ITimplementation process and change management processes and IT driven changemanagement. 5As shown in Fig.1 the change management process need to be practised inside the ITimplementation process. Phil Davis '85, an experienced management consultant, discusses the factors that can make organizational change succeed or fail, whether in the financial industry or another sector.
Large-scale organizational change can seem as unpredictable, fickle, and irrational as—well, as people themselves. They must communicate effectively and pull the right levers at the right moment in a dynamic situation.
Neuroscience is showing that we experience potential threats to status, certainty, and autonomy as painful. With more than 25 years of experience in industry and consulting, his focus is helping financial sector clients maximize their performance and growth potential. They are really feeling around for, How do we get to a more agile position so that we can move depending upon both changes in the overall environment economically?
There’s a chance to be able to take a well-run company and they believe that they can get to the next level.

And if you think about the wiring diagram of an organization, the incentive structure, obviously, the organization structure, the reporting structure—all goes through that middle tier, and that can get calcified over time. The main objective of this research is to identify which leadership styles are most effective in ensuring the success of change management processes within IT project implementations. ABASTRACTThis research investigates Information Technology (IT) driven organizational changes in Sri Lankanorganizations by focusing on the leadership aspects. Taking these aspects in to consideration IT driven change plays a critical role inorganizations today. Hence, Kotter?s changemodel is used as the base of study in the research.Number of researchers have highlighted that leaders should manage the change in order toachieve effective organizational change [1],[9],[2]. Things rarely go according to plan, in no small part because humans are more at ease with the status quo.
Before joining Bain in 2006, Davis held strategy roles with Citibank and BearingPoint, Inc. It requires a lot more discussion and debate, but when you do it you get everyone engaged in a way that makes them feel like they have stake in the changes that are about to take place. In order to achieve this, firstly the research conducts an in-depth investigation of the relationship between leadership and change management practices within organizations.
The main objective of this research is to identifywhich leadership styles are most effective in ensuring the success of change management processeswithin IT project implementations. IT driven organizational change is considered to be the current focus inmany business organizations as they introduce or implement new IT systems nowadays togain the competitive advantage [2]. Many researchers have introduced different IT implementationprocess models such Rogers, Kwon and Zmud, and Gerwin [6], [7].
David Rock, director of the NeuroLeadership Institute, discussed the challenges leaders face in managing this aspect of human psychology in an interview with the New York Times.
Encapsulating the findings, a model is proposed to pinpoints the most effective leadership style that should be adopted in accordance with each stage within the change management process the organization is about to undergo. In order to achieve this, firstly the research conducts an in-depthinvestigation of the relationship between leadership and change management practices withinorganizations. Often organizations for various reasons have adjacent activities and what I’ve done in my consulting career and certainly what organizations like Bain focus upon is to focus on the core.
In those cases, that is, I think, a very powerful message because people really do want to do a great job.
That group needs to be convinced and that becomes the challenge of the organizations: how do I get that group to buy in to what we need to do next? Encapsulating the findings, a model is proposed to pinpoints the most effectiveleadership style that should be adopted in accordance with each stage within the changemanagement process the organization is about to undergo.The research involved qualitative methods.

Failing tomanage the change effectively will end up in poor implementations [4].Researchers argue that proper framework should be adopted to carry out the ITimplementation as well as to manage the IT driven change simultaneously. Models by Goalman (2000), Kotter (1996), and Cooperand Zmud (1990) were consulted to build an initial framework surrounding leadership and changemanagement practices. Leadership plays a vital role in managing change by involvingand supporting throughout the process to make the change a success. Past researchershave developed a number of models to explore as change management processes. Using the Case Study method, in-depth interviews and document reviewswere conducted for nine leading Sri Lankan organizations which had undergone IT change. Three stepLewin?s (1951) change model , Kotter?s (1995) eight steps model and Prosci?s (1996)ADKAR model can be cited as examples [8]. Analysisof results revealed that organizations are increasingly realizing the value of employing changemanagement practices when introducing IT change to their organizations.
All these models address the changemanagement in general, and still no comprehensive model has been developed to depict ITdriven change management process.
The attention of leaderswas found to be more focused on the culture, behaviours and attitudes of employees who are part ofthe change process than on the steps within the change process itself which are prescribed bychange gurus. Research focus draws the attention towards theleadership styles to be adopted during change management process when organizations gothrough IT driven organizational changes.No past research has been reported on leadership and change management in Sri Lanka. Eliminating people resistance has been treated with the highest priority based on theargument that effectiveness of change management processes is directly linked to winning over thepeople resource.
Ithas been identified that for most organizations in Sri Lanka change management is a newpractice. Therefore, this study makes a valuable contribution to the field of leadership andchange management as this research carries a comprehensive study to fill the knowledge gapin that area.This paper presents the findings of a comprehensive research. Kotter, one of the change management gurus has said that the change is anunavoidable reality in the business world today. In such a turbulent environment if the changeis not handled properly it can drive them crazy, costs a great deal of money and will cause alot of pain [1].
In the next section literature review is presented and the resultsare given in section four.

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