Model Leadership - HR-Facilitated Change Memo.

Memo on Model Leadership Behavior and Role of HR as a Facilitator of Change

Your efforts at finalizing the Change Management toolkit are appreciated by the vice president (VP) and management team of the U.S. branch of the Singaporean software solutions provider. The earlier submissions you shared, including a change readiness report presentation on employee engagement and a report on change management models, have convinced leadership about your expertise at planning the required organizational change.

You also shared the change management plan last week, which identifies stakeholders of significance, outlines strategic goals, and recommends steps and strategies to implement the organizational changes required. While the VP applauded the details of the plan, members of the leadership team have been sending you questions about their role in change implementation.

As an experienced HR consultant, you decide it’s best to collate your responses to their queries. You decide to send a memo with some model leadership behaviors expected during change implementation. You will also emphasize that the leadership team needs to own the change management plan and the role of HR is that of a facilitator rather than a leader of change.

-Write a memo to the company leadership. In your memo, emphasize the need for model leadership behavior, especially during crisis or times of significant change. Also, emphasize that the role of HR is that of a change facilitator, as opposed to a change leader.

-Specifically, you must address the following criteria:

-Describe the need for model leadership behavior during times of organizational change.

-What are model leadership behaviors that should be encouraged across the organization at any time?

-How should leaders inspire the workforce to cultivate an environment that encourages knowledge sharing?

-Explain how leaders should coach and mentor employees as the workforce transitions through change.

-How is a change leader different from a stakeholder of change?

-How can change leaders coach and mentor the workforce to deal with change?

-Describe the role of HR as a facilitator of change.

-How correct is it to expect HR to lead rather than facilitate change?

-How exactly is a change facilitator different from a change leader?

Submit a 2- to 3-page Word document using double spacing, 12-point Times New Roman font, and one-inch margins. Include references cited in APA format. Consult the Shapiro Library APA Style Guide for more information on citations.


Model Leadership Behavior	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Describes clearly the need for model leadership behavior during crisis; explains that leaders should inspire the workforce to cultivate an environment that allows knowledge sharing	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include providing at least one reason why leaders should inspire the workforce to cultivate an environment that allows knowledge sharing	Does not attempt criterion	45
Leader as a Mentor or Coach	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Explains how leaders should coach and mentor employees, especially during times of change	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include providing at least one example of leadership mentoring employees during times of change	Does not attempt criterion	15
Role of HR as a Facilitator of Change	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Describes the role of HR as a facilitator of change; differentiates between a change facilitator and a change leader	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include providing clear differences between the roles of a change facilitator and a change leader, and how HR should act as a facilitator and not a leader of change	Does not attempt criterion	30
Articulation of Response	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Clearly conveys meaning with correct grammar, sentence structure, and spelling	Shows progress toward proficiency, but with errors in grammar, sentence structure, and spelling	Submission has critical errors in grammar, sentence structure, and spelling	5
Citations and Attributions	Uses citations for ideas requiring attribution, with few or no minor errors	Uses citations for ideas requiring attribution, with consistent minor errors	Uses citations for ideas requiring attribution, with major errors	Does not use citations for ideas requiring attribution	5
Total:					100%