Change Management: CrysTel
Leadership as defined by Robert J. Shiver, chairman and CEO of New York City – based Aewav Holdings, Inc. is “the ability to motivate and guide people toward a goal.” Leadership includes influencing and enabling others to contribute to the successes of the company or team to which one belongs. A major trait of leadership involves competency. The competency trait includes knowledge, skills, abilities, and values. (McShane & Glinow 2005, p. 4)
A recently viewed simulation involved a telecommunications company named CrysTel which is based in Illinois. CrysTel employs 2,500 people and has annual revenue of $200 million. Their products include data cables, wireless solutions, and network development. The simulation required identifying strong and weak areas of the organization and applying behavioral change to build a culture that can sustain change.
When faced with the challenge of adding new products to the portfolio in an effort to keep up with the demands of the market, it was imperative to evaluate the areas that were not ready to handle this constant change. Aspects to consider in making these decisions were leadership quality, communication, and motivation. After the evaluation, we realized that the performance of any department has a direct relation to the flow of communication, the type of leadership, and the level at which the employees are motivated. Once we had identified the weaknesses in each department, we had to initiate activities that will help the departments change weaknesses into strengths. When determining those activities, we had to consider the department’s resistance factors. Activities that were implemented included: constant communication and listening to employees, creating a training calendar and appoint mentors, create conflict resolution forum, empower teams to decide on targets and leaders, etc.
“All organizational structures include two fundamental requirements: the division of labor...