Solved! Describe how a change leader can increase stakeholder support and create momentum for a change initiative to be successful
Describe how a change leader can increase stakeholder support and create momentum for a change initiative to be successful Describe how a change leader can increase stakeholder support and create momentum for a change initiative to be successful. If you were leading change in your organization, how would you encourage collaboration with your team and encourage their buy-in to the change? Why might you want to consider including the most vocal critic of the change initiative in your guiding team? Sample Expert Answer Change leader can increase the support of a change through clear communication, engagement and providing a clear path. Followers or employees are usually keen on the type of communication, given that it influences their level of attention to what is communicated (Decuypere & Pircher Verdorfer, 2022). By displaying clear communication, change leader will not only attract the attention of the followers but also build their trust as they know the direction required to achieve the ultimate goal (Amir, 2022). Besides, engaging all stakeholders can increase stakeholder support and create momentum for a change initiative to be successful. This assertion is because followers are likely to support the initiative, especially when they know their opinion counts. If I am a change leader in my organization, collaboration with my team and encouraging their buy-in to the change will be my top-most priorities. My focus would be to incorporate the opinion of every member including critics as a way of fostering ownership of the change. However, encouraging stakeholders’ buy-in to the change will require techniques such as connecting the change to personal and professional benefits, ensuring training and resources are provided, and recognizing those who champion and adapt positively to the new direction. Additionally, focus would also be on addressing concerns to show that change is a shared journey instead of a top-down directive. My other tactic would be the inclusion of the most vocal critic to the team. The goal of introducing these individuals is so that they can highlight blind spots in the change process, which the rest of team members could be reluctant to communicate. The goal would be to bring on board critics, listen to their opinion, build trust and relevance, and then convert them to be advocates for the change process (Tam et al., 2023). The rest of the followers are likely to follow the process, especially when it is clear that critics are now supporting the change process. References Amir, M. T. (2022). Role of leaders’ positive communication in facilitating change. Journal of Business and Behavioural Entrepreneurship, 6(1), 87–96. https://core.ac.uk/download/pdf/541444321.pdf Decuypere, A., & Pircher Verdorfer, A. (2022). Leader attentive communication: A new communication concept, validation, and scale development. Journal of Leadership & Organizational Studies, 29(4), 424–442. https://doi.org/10.1177/15480518221100922
Solved! Define the traits and behaviors that make change agents and guiding teams successful. What is the purpose of each?
Define the traits and behaviors that make change agents and guiding teams successful. What is the purpose of each? Define the traits and behaviors that make change agents and guiding teams successful. What is the purpose of each? Provide an example of how change leaders in your organization can leverage a guiding team or change agent’s talents to increase change success. Sample Expert Answer Change agents and Guiding Teams have specific traits that make them crucial during any change process. Change agents are individuals who actively promote, support, and facilitate change (Brown et al., 2023). These individuals have specific traits vital during the transformation period. Some of these common characteristics include adaptability, resilience, strong communication, credibility, and the ability to influence others. Accordingly, organizations utilize these traits to assist with the introduction of desired change, enhancing trust and addressing resistance that could happen during change period. Organizations specifically use these change agents as a bridge between leadership and workers. These individuals are incorporated to inspire others, reduce uncertainty, and encourage adoption of new practices. On the other hand, guiding teams are group of individuals who collectively execute the change effort. Organizations incorporate their services because they are renowned for engaging in open dialogue, problem-solving, aligning strategies across departments, and monitoring progress (Ahmad et al., 2023). The purpose of guiding teams is providing direction, alignment, and sustaining momentum, especially in large scale transformations that demand the collaboration of the management, facilitators and the rest of the staff. In my organization, the management could utilize change agents and guiding teams to achieve positive outcome. A good example is during the introduction of a new administrative system. The management would have to bring together a guiding team comprising of individuals drawn from each department. At the same time, to accelerate the change, the management would have to identify respected individuals in each department to act as change agent and assist in the actualization of the plan through inspiring others, reducing uncertainty, and encouraging adoption of new practices. The combination of these guiding teams and change agents would assist subordinates in trusting the change process and engaging in actions that would accelerate positive outcomes. References Ahmad, T., Boit, J., & Aakula, A. (2023). The role of cross-functional collaboration in digital transformation. Journal of Computational Intelligence and Robotics, 3(1), 205-42. https://www.researchgate.net/profile/Tanzeem-Ahmad-3/publication/389744145_The_Role_of_Cross-Functional_Collaboration_in_Digital_Transformation/links/67d098b3d7597000650803c2/The-Role-of-Cross-Functional-Collaboration-in-Digital-Transformation.pdf Brown, C., White, R., & Kelly, A. (2023). Teachers as educational change agents: What do we currently know? Findings from a systematic review. Emerald Open Research, 1(3). https://doi.org/10.1108/EOR-03-2023-0012
Solved! Why is effective and frequent communication so critical to a successful change effort? Describe either a good or a bad example of this from your organization
Why is effective and frequent communication so critical to a successful change effort? Why is effective and frequent communication so critical to a successful change effort? Describe either a good or a bad example of this from your organization or one that you have studied. How did the communication strategy affect the various internal and external stakeholders impacted by the change effort? Sample Expert Answer Effective communication is critical, especially during organizational change. Firstly, effective communication is crucial in decreasing uncertainties about the proposed changes. Given that human beings are naturally fearful of any changes, early communication and assurances boosts overall outcome. Additionally, effective communication helps aligns efforts in an organization. Employees in an organization are likely to perform well when changes are communicated easily. Moreover, communication is critical in the establishment of relationship with external stakeholders (Hall et al., 2023). External stakeholders require constant communication with the organization to understand new changes. Lastly, effective communication boosts trust and engagement as stakeholders know that their interests are taken care by the organization. Microsoft is a model example of effectiveness of organizational communication. The company shifted from a software licensing model to a cloud-first, mobile-first strategy with the leadership employing effective communication practices to ensure both internal and external stakeholders were in support of the change (Ahmadi, 2023). The company ensured frequent internal communication via outlets such as blogs and newsletters. The resultant effect of the communication is that Employees gained a clear understanding of the company’s new priorities. On the other hand, external stakeholders received consistent messaging about Microsoft’s future direction, which reassured them of the company’s stability and long-term value. The communication practice was critical in boosting growth mindset among workers, in addition to equipping them with new skills through retraining and reskilling on cloud services and AI development. As a result, Microsoft successfully transitioned from stagnating PC software sales to becoming a leader in cloud computing, showing how transparent, ongoing communication can accelerate cultural and strategic transformation. References Ahmadi, A. (2023). Microsoft customer relationship management for small and medium-sized enterprises: challenges and opportunities. Asian Journal of Computer Science and Technology, 12(1), 1-6. https://doi.org/10.51983/ajcst-2023.12.1.3505 Hall, K. R., Harrison, D. E., & Obilo, O. O. (2023). Building positive internal and external stakeholder perceptions through CSR storytelling. Journal of Strategic Marketing, 31(7), 1317-1338. https://doi.org/10.1080/0965254X.2021.1895289
Solved! Select an organization you are familiar with that is in the process of implementing a new change initiative
Select an organization you are familiar with that is in the process of implementing a new change initiative Select an organization you are familiar with that is in the process of implementing a new change initiative. Explain how successful communication is used throughout the change process within the organization to convey its vision and strategies to its internal stakeholders. What modifications would you make when communicating the intended change to the organization’s external stakeholders? Sample Expert Answer One of the organizations that have been undergoing organizational changes that require effective communication is Microsoft Inc. Under CEO Satya Nadella, the business has been witnessing changes in cloud computing, AI integration, and a growth mindset culture. These changes affect its employees, managers, and executives demanding proper communication to boost overall outcome. Microsoft is renowned for its use of multilayered communication and digital platforms to communicate change to its internal stakeholders. The multilayered communication has been paramount in ensuring clarity, consistency, and engagement throughout the change process. For instance, under the leadership of Nadella, Microsoft has been running a “Ask Me Anything” session, where employees could air their concerns and opinions, making their presence felt (Sun et al., 2023). The communication approach not only allows free-flowing information between the management and the lower-ranked workers but also motivates them. Besides, Microsoft also takes advantage of digital platforms to communicate change to its internal stakeholders. Notably, the organization uses Teams and Yammer to ensure the timely dissemination of information to employees and managers. For instance, the company’s employees understand and know about potential changes through these platforms. These workers know when, how, and why the organization is making these changes, to not only support them but also prevent resistance to change that could happen when they lack information about these transformations. However, I could make some changes to Microsoft’s communication, especially when dealing with external stakeholders. The most significant change would be the incorporation of less technical language. The current communication about change or anything concerning Microsoft is technical and only understood by internal stakeholders (Sehgal et al., 2020). Effecting these changes will boost the understanding of organizational change. Other modifications will involve highlighting how the change enhances product reliability, security, and innovation. External stakeholders require clarity regarding any changes made by an organization to facilitate full adoption. References Sehgal, G., Kee, D. M. H., Low, A. R., Chin, Y. S., Woo, E. M. Y., Lee, P. F., & Almutairi, F. (2020). Corporate social responsibility: A case study of Microsoft Corporation. Asia Pacific Journal of Management and Education, 3(1), 63-71. Sun, Z., Shen, Y., Zhou, Q., Zhang, H., Chen, Z., Cox, D., … & Gan, C. (2023). Principle-driven self-alignment of language models from scratch with minimal human supervision. Advances in Neural Information Processing Systems, 36, 2511-2565.
Solved! Define disruptive change and how it differs from incremental change. How does disruptive change affect an organization? Provide an example of disruptive change
Define disruptive change and how it differs from incremental change. How does disruptive change affect an organization? Define disruptive change and how it differs from incremental change. How does disruptive change affect an organization? Provide an example of disruptive change, how an organization responded, and an analysis of that response. Did the organization successfully navigate the challenges inherent to the disruptive change? Sample Expert Answer Change in organizations can come in various forms, depending on the cause or forces behind the change. One of the forms of change is disruptive change. This is a sudden and often unpredictable shift that significantly alters an industry, market, or organization (Li & Huang, 2019). It is commonly driven by technological breakthroughs, innovative business models, or shifts in consumer behavior. Another form of change is incremental change, which is a systematic and gradual shift, through small and continuous adjustments to an existing system, product, or process over time (Li & Huang, 2019). This incremental approach seeks to improve or enhance the current state by implementing small, manageable changes, step by step, resulting in overall improvements and refinements while preserving the organization’s core structure. One of the ways disruptive change affects an organization is by forcing organizations to adapt quickly, which can lead to initial resistance due to the stress involved, but ultimately drives innovation, requiring leadership to foster a culture of flexibility and resilience (Khaw et al., 2022). Another way disruptive change can affect the organization is by creating a significant shift in market dynamics as new competitors or technologies emerge, requiring organizations to rethink their strategies. One great impact is on organizational culture, where employees may be required to embrace new ways of working or a behavioral shift across the entire organization. While this can create uncertainty, it also opens opportunities for growth and development through continuous learning. An example of disruptive change is digital banking, where the rise of FinTech companies like Stripe and Square revolutionized payment processing, offering simpler, faster, and more affordable alternatives to traditional banking services (Bhattacharjee et al., 2024). The traditional financial institutions, like the Bank of America, responded by developing their own digital payment platforms and investing in mobile banking technologies. This response enabled them to stay competitive in an increasingly tech-driven financial landscape. However, the challenge remained in updating legacy systems and addressing regulatory concerns, which took time and significant investment. References Bhattacharjee, I., Srivastava, N., Mishra, A., Adhav, S., & Singh, M. N. (2024). The rise of FinTech: Disrupting traditional financial services. Educational Administration: Theory and Practice, 30(4), 89–97. Khaw, K. W., Alnoor, A., AL-Abrrow, H., Tiberius, V., Ganesan, Y., & Atshan, N. A. (2022). Reactions towards organizational change: A systematic literature review. Current Psychology, 1. https://doi.org/10.1007/s12144-022-03070-6 Li, B., & Huang, L. (2019). The effect of incremental innovation and disruptive innovation on the sustainable development of manufacturing in China. SAGE Open. https://doi.org/10.1177/2158244019832700
Solved! Compare two different change models. Which one most aligns with your organization and internal stakeholder needs during times of change?
Compare two different change models. Which one most aligns with your organization and internal stakeholder needs during times of change? Compare two different change models. Which one most aligns with your organization and internal stakeholder needs during times of change? What leadership approach would you use to implement that preferred model? Why is that approach most likely to support the stakeholders through the challenges of implementing change? When responding to your peers, evaluate their leadership approach from the perspective of an internal stakeholder. Do you find it effective? Would you suggest additional steps or adjustments to encourage success? Why or why not? Sample Expert Answer My two selected change models are Kotter’s change model and Lewis’s change model. Kotter’s Change Model consists of 8 stages focused on leadership and engaging people through the change process. It emphasizes creating urgency, forming coalitions, and communicating a vision, aiming to address both emotional and practical aspects of change (Miles et al., 2023). This model is more detailed and tackles most of the hurdles that come with the change process. In contrast, Lewin’s Change Model is simpler, with 3 stages: unfreeze, change, and refreeze. The model focuses on creating a stable environment for change and is more flexible, suitable for incremental or smaller changes. Lewin’s model emphasizes overcoming resistance through systematic transformation from old behaviors to stabilizing new behaviors (Bakari et al., 2017). Kotter’s model involves active leadership and engagement throughout the process. Kotter’s is more comprehensive, while Lewin’s is adaptable to various contexts. Given my current context, Kotter’s change model is more ideal during times of change due to its detailed, systematic approach and emphasis on stakeholder engagement (Miles et al., 2023). The model’s emphasis on forming coalitions and clear communication aligns well with the need to manage the organizational, regulatory, or technological complexities that come with the change process. With the steps involved in the model, it is easy to secure stakeholder buy-in, making it well-suited to navigate complex transformations in the organization. The leadership approach that would be most appropriate to implement the preferred model is the transformational leadership approach. Transformational leadership style, from research, has been proven to encourage motivation from employees and alignment with the organization’s vision (Jun & Lee, 2023). By encouraging innovation and actively engaging employees, transformational leaders can create urgency and a sense of ownership in the change process. Transformational leaders embrace clear communication, empowering individuals, and building coalitions to drive organizational change. Transformational leadership is likely to support stakeholders through change by motivating the stakeholders, specifically internal stakeholders, and aligning the change with the organization’s vision. By actively engaging stakeholders, providing clear communication, and empowering individuals, transformational leaders can reduce resistance, address concerns, and create a sense of shared purpose, helping stakeholders navigate the challenges of change more effectively and ensuring long-term commitment to the transformation (Jun & Lee, 2023). References Bakari, H., Hunjra, A. I., & Niazi, G. S. K. (2017). How does authentic leadership influence planned organizational change? The role of employees’ perceptions: Integration of the theory of planned behavior and Lewin’s three-step model. Journal of Change Management, 17(2), 155-187. Jun, K., & Lee, J. (2023). Transformational leadership and followers’ Innovative behavior: Roles of commitment to change and organizational support for creativity. Behavioral Sciences, 13(4), 320. https://doi.org/10.3390/bs13040320 Miles, M. C., Richardson, K. M., Wolfe, R., Hairston, K., Cleveland, M., Kelly, C., Lippert, J., Mastandrea, N., & Pruitt, Z. (2023). Using Kotter’s change management framework to redesign departmental GME recruitment. Journal of Graduate Medical Education, 15(1), 98. https://doi.org/10.4300/JGME-D-22-00191.1
Solved! Discuss how leaders can use data-driven insights to formulate cost-effective solutions that are in harmony with organizational missions and ethical standards.
Discuss how leaders can use data-driven insights to formulate cost-effective solutions that are in harmony with organizational missions and ethical standards. Discuss how leaders can use data-driven insights to formulate cost-effective solutions that are in harmony with organizational missions and ethical standards. Provide an example from your own experiences or knowledge of a leader that used data driven insights to formulate cost effectively solutions that are in harmony with their organizations mission and ethical standards. Expert Answer and Explanation Leaders today are increasingly relying on data-driven insights to make informed, cost-effective decisions that align with organizational missions and ethical standards. By leveraging data analytics, leaders can optimize resource allocation, ensure financial efficiency, and maintain a commitment to ethical practices, ultimately driving long-term success while staying true to organizational values. Using data-driven insights, leaders can derive evidence-based decisions that aim to reduce wastage or inefficiencies, enabling reallocation of resources in areas that are most impactful (Rahman, 2025). This ensures that the organization remains on track in achieving its sustainability goals, which include ensuring that the organization remains cost-effective. In a field like healthcare, leaders can also use data-driven insights to ensure there is proper and equitable allocation of resources, ensuring that all patients receive the required level of service. By modeling different scenarios, leaders can select solutions that enhance efficiency in resource allocation and improve efficiency, without compromising ethical standards, quality of care, or equity. Leveraging data also provides measurable evidence that decisions are grounded in facts rather than assumptions. This allows leaders to be transparent in the decisions they make, which helps to strengthen accountability, helping them to justify cost-effective solutions that remain consistent with organizational values, long-term goals, and ethical obligations (Oluoha et al., 2022). I once served a leader in one of the financial institutions I worked for who used data-driven insights to formulate cost-effective solutions while maintaining alignment with their organization’s mission and ethical standards. Under his leadership, he managed to use data analytics to streamline operations, reduce costs, and improve decision-making processes. One significant example was their investment in artificial intelligence (AI) and machine learning to automate back-office operations, which significantly cut costs and improved efficiency. The bank used data-driven insights to identify redundant processes, automate transactions, and optimize resource allocation. The leader ensured that these cost-saving initiatives were in harmony with the bank’s mission of helping individuals and businesses grow, remaining committed to ethical lending practices and providing financial services to underserved communities. Even as the bank pursued technological efficiencies, it prioritized customer trust and maintained a focus on promoting financial inclusion. His approach created a balance between cost reduction and ethical obligations. References Rahman, M. M. (2025). Data analytics for strategic business development: A systematic review analyzing its role in informing decisions, optimizing processes, And Driving Growth. Journal of Sustainable Development and Policy, 1(01), 285-314. Oluoha, O., Odeshina, A., Reis, O., Okpeke, F., Attipoe, V., & Orieno, O. (2022). Optimizing business decision-making with advanced data analytics techniques. Iconic Res Eng J, 6(5), 184-203.
Solved! Identify and discuss common external and internal drivers of change within your industry.
Identify and discuss common external and internal drivers of change within your industry Identify and discuss common external and internal drivers of change within your industry. Discuss how these drivers challenge existing organizational structures and necessitate adaptation while adhering to core values. Sample Expert Answer The finance industry is one that is prone to changes in internal and external organizational dynamics that have a far-reaching impact. One of the external factors that brings change to the industry is regulatory changes, such as Basel III or Dodd-Frank, which can impose stricter compliance standards, forcing financial institutions to adapt their operations and strategies to match the changes. Another external factor is changes in technology, for example, the advent of blockchain technology, which has transformed how financial services are delivered, leading to greater efficiency, automation, and customer-centric solutions (Javaid et al., 2022). Market dynamics, for example, economic recessions or booms, interest rate changes, or global trade disruptions, are also noteworthy drivers of change that force financial institutions to adjust their risk management and investment strategies. From internal forces, we have changes in leadership or organization culture, including shifts toward more agile or innovative business practices, that can drive internal transformations in how financial firms operate. Another internal driver is the desire to achieve cost and operational efficiency, which often leads financial firms to adopt new technologies, restructure, or streamline processes. The listed drivers challenge existing organizational structures in various ways, necessitating adoption. For example, changes in technology like the introduction of blockchain have disrupted the products offered by financial institutions, necessitating a shift from traditional products to more tech-driven models, often requiring a rethinking of marketing and customer engagement strategies. Another example is the new regulatory frameworks, which often demand structural changes, such as the implementation of new compliance departments or adjustments to risk management processes, which may clash with existing organizational hierarchies. However, firms must incorporate regulatory compliance into their operations without compromising their core values like trust and transparency (Graham et al., 2022). References Graham, J. R., Grennan, J., Harvey, C. R., & Rajgopal, S. (2022). Corporate culture: Evidence from the field. Journal of Financial Economics, 146(2), 552-593. https://doi.org/10.1016/j.jfineco.2022.07.008 Javaid, M., Haleem, A., Singh, R. P., Suman, R., & Khan, S. (2022). A review of Blockchain Technology applications for financial services. BenchCouncil Transactions on Benchmarks, Standards and Evaluations, 2(3), 100073. https://doi.org/10.1016/j.tbench.2022.100073
Solved! Describe an ethical dilemma that you experienced or have witnessed when a change leader was attempting to initiate change
Describe an ethical dilemma that you experienced or have witnessed when a change leader was attempting to initiate change Describe an ethical dilemma that you experienced or have witnessed when a change leader was attempting to initiate change. How was the ethical dilemma resolved? Describe the approach the change leader used to guide the decision-making process to resolve the ethical dilemma. Sample Expert Answer Working in a financial institution, one of the ethical dilemmas that arose was when we introduced a new performance-based compensation system that aimed at helping the company’s profitability. The new model linked employee bonuses and job security directly to the number of loans processed, new clients brought in, and overall sales targets; generally, employee performance. While this approach was intended to drive growth, it created an ethical dilemma as it disproportionately affected employees in customer service roles, particularly those working in departments that focused on maintaining relationships with existing clients or handling complex cases like loan modifications. These employees, often with long tenure and specialized knowledge, were less likely to meet the quantitative targets set by the new model. This was in line with evidence that suggests that change resistance sometimes comes due to inadequate participation and fear of the restructuring of the process that would have a negative impact on the employees’ well-being (Cheraghi et al., 2023) To resolve the dilemma, the change team led by the project leader held meetings with affected employees to listen to their concerns and gather input on how the performance targets could be adjusted. The change leader also worked closely with HR and senior management to create a more inclusive evaluation system that included both quantitative and qualitative measures, such as customer satisfaction scores, retention rates, and the value of maintaining long-term client relationships. The performance-based compensation model was adjusted to ensure that employees who had deep industry knowledge or provided critical services that were not immediately quantifiable by sales or loan volume metrics were still rewarded fairly. The change leader guided the decision-making process by ensuring that the resolution was both ethical and in line with the institution’s values of employee well-being and fairness. The change team also implemented a phased approach, with active participation from the employees in the new compensation system, providing training and transition support who might be struggling to adapt to the new expectations. Involving the employees and introducing a phased approach to the change helped create a smooth transition to the change process (Khaw et al., 2022). References Cheraghi, R., Ebrahimi, H., Kheibar, N., & Sahebihagh, M. H. (2023). Reasons for resistance to change in nursing: An integrative review. BMC Nursing, 22(1), 310. https://doi.org/10.1186/s12912-023-01460-0 Khaw, K. W., Alnoor, A., Al-Abrrow, H., Tiberius, V., Ganesan, Y., & Atshan, N. A. (2022). Reactions towards organizational change: A systematic literature review. Current Psychology, 1–24. https://doi.org/10.1007/s12144-022-03070-6
Solved! Evaluate the role of organizational development in ethical decision-making during change processes, from a Christian worldview
Evaluate the role of organizational development in ethical decision-making during change processes, from a Christian worldview Evaluate the role of organizational development in ethical decision-making during change processes, from a Christian worldview. Provide an example, either real or hypothetical, where development tools facilitated navigating ethical dilemmas while promoting ethical leadership. Relate your evaluation to principles from “Moral Complexity in Leadership: Loyalty and the Cost of Excellence,” located in topic Resources. Sample Expert Answer Organizational Development (OD) is a planned, systematic approach to improving an organization’s effectiveness, adaptability, and culture. It uses behavioral science, change management, and leadership development tools to align people, processes, and structures (Azeem et al., 2021). OD emphasizes continuous learning, ethical practices, collaboration, and innovation to achieve sustainable growth and positive transformation. OD plays a critical role in guiding ethical decision-making during the change process. The first role it plays is to guide the process towards a higher purpose, which does not solely focus on profit-making, but one that also ensures value to the community. OD also provides a framework that promotes transparency through feedback loops and communication strategies, which ensure openness and honesty during the change process (Lacey, 2021). Most importantly, OD plays a critical role in enhancing ethical leadership during change management, where leaders are guided to be fair and stewards of positive change that will benefit all stakeholders. One hypothetical scenario is for a hospital that plans to cut costs by outsourcing its cleaning and catering services. While financially sound, this decision raises ethical concerns: many long-term staff risk losing jobs, and patient care quality could be compromised due to differences in quality standards. Some of the OD interventions could include implementing open dialogue sessions between the concerned parties and the leadership to ensure transparency and fairness, introducing a proper change management plan that will ensure the entire process is smoothly implemented, and conducting an ethical impact assessment on the pros and cons of the decision. From the process, instead of outsourcing, the hospital may opt to implement efficiency improvements and retraining programs with the intention of retaining the current staff. This will help build loyalty, enhance patient care standards, and ensure that financial goals are still met. In connection with the article, I would consider my principles to be ideal first in helping the leadership navigate the tension by providing a structured framework of dialogue to help in collaborative decision-making that respects all parties involved while achieving organizational goals (Vuckovic & Talbot, 2023). By retaining the employees instead of letting them go, leaders show loyalty to their workforce, while still embracing organizational excellence that advances healthcare delivery. This is in line with the Christian worldview, where Christ modeled loyalty to His disciples and mission while pursuing the higher call of God’s Kingdom, showing leaders how to uphold both care for people and the pursuit of a higher purpose. References Azeem, M., Ahmed, M., Haider, S., & Sajjad, M. (2021). Expanding competitive advantage through organizational culture, knowledge sharing, and organizational innovation. Technology in Society, 66, 101635. Lacey, G. A. (2023). The Role of Transparency in Times of Change. Organization Development Journal, 41(2). Vuckovic, B., & Talbot, R. (2023). Moral Complexity in Leadership: Loyalty and the Cost of Excellence. The Remains of the Day, by Kazuo Ishiguro. Kellogg School of Management Cases, 1–7.
