need for leadership change within the real estate

 need for leadership change within the real estate

Organizational change is pervasive today, and many leaders strive to adapt to the volatile environments in the global economy. Creating conducive work environments for employees requires fundamental changes in an organizational hierarchy, including the way work, is designed, how employees are hired, how leaders engage, motivates, and builds trust with stakeholders concerning the changes. These demands leadership ability of not just transforming the physical workplace but also the norms, beliefs, and practices of workforces. However, this paper specifically addresses the need for leadership change within the real estate, which is the current workplace, and how this might gain, as well as sustain the trust of stakeholders during the change process.

Organizational Change Description

Organizational change is the process of changing the strategies, practices, cultures, management styles, and technologies to create an impact on the business (Hussain et al., 2018). The real estate, like any other organization, has undergone a series of considerable changes due to the current competitive marketplace. Present trends in transformation reflect the urgency for the leaders to revive on leadership styles and processes to be able to build trust among the stakeholders and sustain change. This is through practical steps of organizational change, and it must begin from the leadership process to help address the challenges in the rapidly changing business world. However, this means that leaders at the real estate firm are called upon to adjust their leadership practices and capability to respond to the changing needs and expectations of stakeholders.

They should do this realistic developing steps, solve issues, communicate openly, and be supportive, as well as build accountability, among others.

Specific Steps

One of the steps taken to build trust in organizational change is by setting realistic expectations. Recognizing and building trust is not an easy task. Successful leaders should set realistic goals to attain, keep their promise, and align their behaviors with values to enable them to build trust during an organizational change process. The second is to address the concerning issues and make the workplace safe for everyone. Effective leaders should be honest and communicate facts while remaining considerate. They should also offer practical solutions to the problems in case they arise in the workplace. Thirdly, sharing information and admit when a problem arises is imperative. Organizational change must begin from effective sharing of information to all stakeholders since this will to help build trust but also address the challenges in the rapidly changing business world efficiently (Hussain et al., 2018). The last step is involving all stakeholders in the planning and implementation process. Involving everyone in the organization change will build trust and ultimately enable leaders to respond to the changing needs and expectations of shareholders.

Timing of Steps

The first step is recognizing that building trust demands hard work. Taking time to make decisions will help build trust. The psychology of decision-making is among the strategic leadership process that can help leaders to navigate through an uncertain future (Cutler, 2014). The second step is taking time to understand the needs of stakeholders and communicate facts while offering support to them. Understanding the team and offering support to them can help a leader to attain anticipated goals. Lastly, being consistent is a process that requires time, and this can help in building trust over time. Trust often evolves from consistency; thus, they need it slowly as time goes-by as this can lead to positive change.

Explanation of Trust Gaining

The greatest battle today is for the leader to gain trust from the stakeholders. One of the steps that will be taken to gain trust is to communicate often and openly while engaging stakeholders. While effective communications are critical to trust gaining, there is and a need to create value and build loyalty. Trust gaining is not easy, but daily commitment will be another step that can contribute to change. Building trust is a daily task that demands day-to-day devotion. A leader should not expect too much from the followers but instead, take the small steps and dedication. As trust grows, it will become easier to make and accept more significant challenges. Thus, a leader should show that he/she is there for the followers, and this will build strong trust.