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Leadership and Change Assignment Sample

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Leadership and Change Assignment Sample


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This report presents an overview of a critical analysis of a change process experienced in a banking firm where I worked and for the purpose of this report will be identified as company X, pointing out that if this change process is not appropriately managed, adopting a valid framework for change and a proper awareness communicating how the process will be implemented from the beginning to end, the change will fail. A brief history of the company would be mentioned to be able to analyse the issues and with a SWOT analysis to point out the change key drivers.

Lewin’s and Kotter’s change management models will be adopted for my critical analysis and the suitable recommendations for an effective change in the future.

Background of the Organization

I worked as a Team Lead Retail Sales in Nigeria. I lead a team of 10 who were target-driven. During the first phase of the pandemic and in a bid to bounce from all losses and disruptions caused to different organisations across the globe, many bank in Nigeria adopted different forms of change which company X is not excluded. Company X adopted an increment to target sets for it sales team in other to gain balance in its financials. ‘’The process of continually renewing an organisation’s direction, structure, and capabilities to serve the everchanging needs of external and internal switch its approach to tackling the pandemic by increasing sales team target even during the pandemic that affects the same market (customers) being targeted. “Since the need for change often is unpredictable, it tends to be reactive, discontinuous, ad hoc, and often triggered by a situation of organizational crisis” (Maison, 2020). Theories will be used to explain critical reflection to understand the company’s context, reasons for change, and proper recommendations for successful change implementation in the future.

Change Recognition

According to Paolo Quattrone, ‘’change is an ever-present feature of organizational life, both at an operational and strategic level’’. It could be argued that effective change management is essential for any organization to survive and thrive in today’s highly competitive and ever-changing business environment (Quattrone, 2001).

With the SWOT analysis below, company X has a strategic drift and has ignored changes in the external environment. in a situation like this, it is important to consider environmental factors before implementing a drastic change. The change adopted by company X forced the sales team out during the pandemic in other to meet the target. Unfortunately, more than 85% of the team tested positive in the process which forced them out of work and cost company X even more financial damage. Due to the lack of a well-defined change management model, 70% of all change initiatives fail (GÜREL, 2017).

Swot Analysis

Company X is aware that adjustments must be made to address the financial erosion brought on by the epidemic, but that hasn't been done properly; in fact, the strategy taken has been harmful. In the name of hitting the target to fit the current state of the business, Company X subjected its entire sales crew to convection.

In this case, where all banks were compelled to close locations owing to the lockdown, the introduction of banking services would have been beneficial. Customers view agency banking agents, which operate like brand representatives from banks' stations at all street intersections during a lockdown, as a small bank where they may deposit cash and access their funds.

Typology of Change and Model of Change

As stated by Lewis, intermittent transformation is the transformation which is idealised by fast changes in policies, frameworks or culture or comprising the entire three elements. This might be generated by both inner and outer ecology shock that generates a call for fast modification. Considering the situation of X firm, although at the time the entire of the other business segments were still facing the challenges to deal with the Covid-19 situation, the company introduced as well as imposed an augmentation the target for both Sales and HR team. The implementation of the new change has been failed miserably and there were zero employees to operate the sales and hiring work as most of them were infected with the virus. Now in order to deal with this change within the bank it will be feasible to use “Punctuated Equilibrium” as it will facilitate the company with long time span of inferior-intensity frequent modification interspersed with trust (Hussain, 2016).

Change Model: Lewin’s and Kotter’s

Kurt Lewin's model is one of the earliest key arranged change models, making sense of the contradicting powers competing to uphold the state of affairs and encouraging modifications. Since the plane is ever-changing so rapidly, associations should adjust to develop and sustain. As indicated by Lewin, this change cycle should be visible from three distinct stages: Unfreezing, movement (change), and yet again freezing.




Unfreezing that is identified as the principal phase in the place of a change specialist. At the point when Covid-19 began along with the entire organization was shut down, organization X recognized the requirement for a change to the new ordinary that likewise attracts to income creation for the financial institution to expand its misfortunes and invigorate the individual from employees for transformation.

The 2nd phase that is focused on development is the phase where there is a consultation on in what manner as well as what transformation to be embraced. A superior activity plan is expected in the movement phase to actually take a look at the intended transformation and to assist individuals with understanding what the change involves and that it is so useful to handle what is happening and to stay away from panics by staff which can prompt missing the ideal objective, which is a superior new reality

Refreezing that is identified to be the last phase of Lewin's hypothesis demands dependability in the direction of the transformation in order that it might be coordinated into the association's way of life, approaches, and systems (Ting, 2021).

Organization X overlooked this phase of unfreezing since there was no work to invigorate the outreach group and hiring team towards the new objective.

Organization X additionally failed attaining this phase also as the progressions made toward the target of the deal were not spoken with the outreach group and hiring team prior to being carried out.

Notwithstanding, this model has drawn a few reactions for neglecting to think about human sentiments and feelings within company X.


However, the change administration model that was coined by Kotter was ideally created for business, it has earlier been used to amenities that was rendered by humans as well as companies that deals into education. The situation of X organization can be diagnosed using Kotter’s change management model which is described below:

  • Considering the first step of creating urgency this pivotal was missed by both sales and hiring team as both the department was not entailed the transformation plan.
  • The 2nd phase of forming an influential coalition was also missing since it needs persuading the work that the transformation is important.
  • At the time of creating long term objective for change, various notions in addition to prospective resolution arrives in minds, these needs a connection for the workers to be competent to comprehend the fresh objectives which was seemingly not considered in the process of change in the bank.
  • In the case of our financial institution, it has been seen that, the modification in the direction of the sales, as well as HR target, was not imparted until the worker got to be aware of it.
  • If the above mentioned phase has been incorporated by the bank then the workers devoid of any sort of confusion will be eager to make payment as well as be a segment of the transformation process that will discourage any sort of obstacles.
  • Creating short term wins helps a company in commanding the failure. Since the new target was huge the sale and the HR teams were pushed them all out which in response led to failure.
  • This phase involves uniting gains as well as creating additional transformation, although likewise perceiving early accomplishment to empower more change in the upcoming times.
  • The final phase of Kotter's model focuses on carrying modifications to the way of life of the association. Put forth a nonstop attempt to see that the change is found in each part of the association as it will assist with giving a b spot in the association's way of life(Pollack, 2014).

Conclusion and recommendation

So, it can be identified from the above done study that in what manner a company manage the change process inefficiently as well as failed to go after any proper model of change that created demotivation within the entire HR and sales team as well as end of the branch due to coronavirus. Now using a SMART objective model recommendation will be provided to deal with the changes.

  • 1st recommendation for the X Organization will be focus on to get better the communicating the long term objective particularly via the sales as well as the hiring unit.
  • 2nd recommendation will be propose to create mission stamen for win.






Creating a proper agenda for the employees and asking them to share their view points on the proposed change

Based on the employee response rewards will be given to the best response

Will be achieved by using a sales target tracker

This is an pivotal objective as it will help the employees to see as well as increase their performance

Early phase planning


GÜREL, E., 2017. SWOT ANALYSIS: A THEORETICAL REVIEW. Journal of International Social Research, 10(51), pp.994-1006.

Hussain, S.T., 2016. Kurt Lewin's process model for organizational change: The role of leadership and employee involvement: A critical review. Journal of Innovation & Knowledge.

Maison, D., 2020. The challenges arising from the COVID-19 pandemic and the way people deal with them. A qualitative longitudinal study. University of Warsaw.

Pollack, J., 2014. Using Kotter’s Eight Stage Process to Manage an Organisational Change Program: Presentation and Practice. Systemic Practice and Action Research, 28(1).

Quattrone, P., 2001. What Does Organisational Change Mean? Speculations on a Taken for Granted Category. Management Accounting Research, 12(4), pp.03-435.

Ting, G., 2021. Kurt Lewin’s Change Model: Trends and Issues in Human Resources Management & Development. Human Resources Management and Development.

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