The vitality of organizational leadership changes surfaces in the article “A people-centric approach to driving change,” highlighting the pinnacles of the Fortune’s Most Powerful Women Summit event held on October 14, 2022. The article links the event discussions with how the recent COVID-19 pandemic challenged various organizations, prompting leaders to implement revolutions in business operations. Additionally, it highlights the prominent issues, including decisions to adopt new technologies, a stifle that required promptness and skills. Leaders needed to make urgent decisions on software choices and how to inculcate the necessary proficiencies in their workers and remain relevant even during the pandemic.
The critical organizational change topic at the summit entailed the adoption of new technologies and implementing any form of transition. The conference relates to leadership and innovation by stipulating the difficulties of a smooth technology transition. Najoh Tita-Reid, Logitech’s chief marketing offer, stated that humans usually face an intrinsic fight mentality when exposed to change, even when the expected results are positive (Gill, 2022).
The author highlights that employee buy-in is the most challenging part of organizational transformations. Erica Schultz, Confluent president of field operations, believes that leaders should consume the change and then approach the implementation process by engaging and empowering the employees (Gill, 2022). Additionally, Tita-Reid stipulates that one of the ways to effect smooth changes in an organization is through the use of change-management training.
The summit outlines the people-centric approach as a way to handle issues related to organizational leadership changes. This approach also concurs with business ethics guidelines on stakeholder and human resource management; thus, it is a necessity for leadership to appreciate shifts by involving the workforce and other stakeholders (McDonald, 2014).
Key speakers at the summit narrated how they implemented the people-centric approach in effecting change as managers. As a result, the main lesson from the summit event is similar to the stipulations of chapter 13 of Child’s (2015) Organizing: Contemporary Principles and Practice, that for organizational leadership transformations to be successful, there is a need for cooperation and coordination between the workforce and leadership. Lastly, in a scenario where the adoption of technology is the urgent change needed, managers can implement the people-centric approach differently by using automation systems, which will make work easier. It is essential to know that automation systems need monitoring; this is where the workforce comes in to validate the technology in providing services.
References
Child, J. (2015). Organization: Contemporary principles and practice (2nd ed.). Wiley.
Gill, K. (2022). A people-centric approach to driving change. Fortune. Web.
McDonald, G. (2014). Business ethics: A contemporary approach. Cambridge University Press.