Abstract
Abstract: The purpose of this research is to investigate the function of leadership in organizational change. A leader acts as a change agent who can effectively manage organizational processes. To comprehend, accept, and execute changes in their business model, firms must continually assess and reevaluate current technological breakthroughs and client expectations. Organizations must now better comprehend the importance of change and prepare themselves to accept not just current but also future trends in order to achieve long-term success. According to many studies, 70 percent of organizational transformation fails to achieve its goals due to inadequate leadership style, despite the fact that leaders play a critical role in a company. As a result, the process of change need effective and highly qualified leadership capable of identifying the most desirable features and addressing challenges in the most suitable manner. According to the examination of literature and the outcomes of real-life case studies studied for this research paper, a leader with the competences "Visionary," "Democratic," and "Transformational," as well as a "Innovative Approach," may ensure more successful organizational change with success. As a consequence, this study offered a model derived from leadership competences, including organizational change, long-term success, and innovation, that express the link between effective organizational change and the function of leadership.
Published Version
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