A framework for leadership ( Fullan 2001)

What can we learn from this framework?

What are the implications in our workplace?

(post by Leo)

From this framework, it gives me a clear concept of what role are the leaders and member in the change process. It is important for the leaders to communicate with the people and groups, accept others comments and seek for coherence. Hence, the change process will easily perform good results.

In my workplace, I think the key success in the change process is the leader’s performance. It is true that leaders act as important role to manage the change. They need to communicate with colleagues and principal, keep track on the process schedule, collect feedback from others and make sure the process is preform as what they expected.


(posted by Steffani)

Leaders need "energy, enthusiasm and hopefulness" which can help the staff in the organizations feel that they can tackle the problems even the problems are difficult. (Fullan, 2001, pp.5-6) Leaders take initiative to reform the organizations who should be able to make informed decision and build good relationship with their staff. Leaders should consider thoroughly how the reform should carry out, what will be the impacts, etc.

In my workplace, the leader is eager to change. He devoted many resources to upgrade the facilities in the organization. However, changes are often top-down. Various stakeholders are sometimes, but not often, invited to express their opinion towards the development of the organization. Therefore, members are sometimes not willing to follow the changes. Therefore, leader should communicate with the staff more often in order to reach consensus towards the changes.

(Posted by Angus)
From this framework, Prof. Fullan states that the successful implementation of change should include five elements and the leader should energy, enthusiasm and hopefulness. The success of the change is much depend on the human factors. It is important that the leader should help the member to understand the rationale of the change and help them to make the change happen by communication and sharing knowledge with member.  

In the workplace, the failure of change may be due to the lack of understanding about leader characteristics. As change in workplace always come from Top Management and they usually act as a Management rather than a Leader. They implement the change only by the Company Policy and the instructions without any communication to the staffs. If they can act as a leader or assign someone to act as a leader to implement the change, the result should be better. 

（posted by Marisa)
This frame clearly indicate the process of communication from leadership to members. It is vital role that the leader must give enthusiasm, hope and energy to motivate the employees focusing on what they plan to reach.Members should absorb the spirit and turn to explicit work. Therefore, the result came up a satisfied outcome.

In my workplace, the leaders' attitude and ways of communication impact on the workers. Leaders should accept other's opinions and talk to their members to make a better decision.The enthusiasm and personal characteristic of leaders ensure that the members' enfficiency and devotion.


(Posted by Cyrus)
In this framework, I have learnt 5 components of effective leadership which will possibly bring about members' commitment internally and externally, and more potential good results. It's a top-down influence to effectuate a change or a project and especially emphasizes importance on leadership's effort on passing the work to the members with enthusiasm, hope and energy.

With regard to those 5 components, the leader in my organization (marketing team of a health-care firm) performs particularly good at relationship building and coherence making. We often have formal and informal dialogue throughout the team. It helps make the working process smoothly and build a strong team spirit. The leader is also passionate about his work and so he understands very well about the moral purpose and each change in the organization. He can present and spread the message well to the team. However, knowledge creation and sharing is paid less attention by him. New ideas rarely come up and sometimes information sharing is hindered.