Defining and describing what it means to lead change, discussion help

Defining and describing what it means to lead change, discussion help

Need a 100-135 word reply  to the discussion:

Defining and describing what it means to lead change.

Leading change is an essential part of any leadership role. Organizations are rarely static; instead, they are almost certainly in some phase of change at any given time. One of the most important steps to leading change is transparency through communication (Mollica, n.d.). Communicating what changes are occurring, how changes are occurring, and when changes are occurring can help followers be more adaptable and willing to make the changes required (Goman, 2013). Leading change also means developing and implementing an effective strategy (Llopis, 2014). Strategy will play an important role when it comes to actually communicating what is needed. Leading change means motivating, building a team, and following through (Mollica, n.d.).

Defining and describing what it means to lead diversity.

Diversity plays a key role in ensuring an organization is able to enhance creativity, employee development, and organizational culture (Rice, n.d.). Leading diversity means identifying differences and working them into the desired values and culture of an organization (Rice, n.d.). A leader has the challenge of allowing differences to interact with each other in an appropriate way to create one team and one mission (Rice, n.d.).

Defining and describing what it means to lead knowledge.

Leading knowledge means facilitating learning, encouraging creativity, and using available information to make informed decisions (Quast, 2012). Knowledge is something that is abundant in most organizations, but not always discovered unless a good leader is on the lookout for it. Knowledge can come from studies, employees, or past experiences among other things (“Importance”, n.d.). An individual in charge of leading knowledge should always be trying to gain more knowledge through customer relations, employee relations, research, and reflection of past events (“Importance”, n.d.). Leading knowledge also means knowing what to do with the information that is retrieved. Leaders know when to share information and when to keep something private; they protect what information they have (“Importance”, n.d.).

Defining and describing what it means to lead innovation.

Leading innovation can be difficult simply because of the nature of innovation. Innovation is tough because it means creating something unknown (Doss, 2014). Leading innovation means taking on risk, setting standards for yourself and followers, develop a culture conducive to innovation, and encourage individuals to create new things (Doss, 2014). An innovation leader is a tough job, but being flexible and developing a culture that allows for creativity and reflection are highly necessary for success.

Defining and describing what it means to lead sustainability.

Sustainability encompasses many areas of an organization to include people, strategies, finances, and products (“Organizational”, n.d.). Leading sustainability really means knowing an organizations vision and needs and using that information to motivate others to reach those goals (Hargreaves & Fink, 2004). Someone who is a good sustainability leader is likely planning for the future, thinking ahead, and focusing on results (Hargreaves & Fink, 2004).

 Describing three reasons why leading diversity and sustainability are more important than leading innovation and change

1. Diversity and sustainability have more of an internal focus. Diversity encourages creativity and allows new ideas to be incorporated into the organization (Maddux, 2013). Along with the desire for sustainability and an organization that keeps on going well into the future, diversity and sustainability are what allows an organization to take an inward reflection and develop a plan. Encouraging diversity will eventually allow for innovation (Hewlett, 2013), so it is better for an organization to embrace diversity and sustainability and the innovation and change will come later.

2. Diversity and sustainability revolve more around culture. Culture plays a crucial role in organizations for many different reasons (Lowe, n.d.), and diversity and sustainability both support organizational culture because both involve decisions that affect people and people are a critical part of an organization’s culture (Lowe, n.d.). Because of the importance of culture and the way both diversity and sustainability interact with culture, these two things would be more important than innovation and change.

3. Diversity and sustainability are based more on people. Diversity encourages opportunity and collaboration among peers and sustainability encourages out-of-the box thinking for future products and processes. Sustainability is focused on people because it means creating relationships that allow for more predictability in the future (Wookey, 2014). Because of an organizations dedication to sustainability and diversity, people become the focal point, which improves reputation as well as services and competitive advantage (Roberson & Park, 2006).


Doss, H. (2014). How to lead a culture of innovation. Retrieved from

Goman, C. (2013). Communicating change: What people want to hear and what they need to see. Retrieved from

Hargreaves, A. & Fink, D. (2004). The seven principles of sustainable leadership. Retrieved from

Hewlett, S. (2013). How diversity can drive innovation. Retrieved from

Importance of knowledge to a growing business. (n.d.). Retrieved from

Llopis, G. (2014). Every leader must be a change agent or face extinction. Retrieved from

Lowe, K. (n.d.). The importance of culture in organizations. Retrieved from

Maddux, W. (2013). Multicultural experiences: Making the world creative, innovative…and flat! Retrieved from

Mollica, K. (n.d.). Organizational change: What effective leaders do. Retrieved from

Organizational sustainability. (n.d.). Retrieved from

Quast, L. (2012). Why knowledge management is important to the success of your company. Retrieved from

Rice, K. (n.d.). Leading diversity: A comparative analysis. Retrieved from

Roberson, Q. & Park, H. (2006). Examining the link between diversity and firm performance: The effects of diversity reputation and leader racial diversity. Retrieved from

Wookey, C. (2014). The future of business lies in people, not profit. Retrieved from