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  3. Leading the Strategic Changes The leader is the change strategist, whose role is to lead, to champion the changes, to promot

Leading the Strategic Changes The leader is the change strategist, whose role is to lead, to champion the changes, to promot

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问题                     Leading the Strategic Changes
    The leader is the change strategist, whose role is to lead, to champion the changes, to promote the vision, to keep the organisation travelling in the chosen direction, and to ensure that all those involved in implementing the changes, the strategies, perform to the best of their ability. There are a range of leadership styles that could be drawn on. Some would argue that certain changes need an autocratic, aggressive style of leadership, and, whilst there may be the need for an element of this approach, if used as a single style it rarely results in a positive post-change environment. This is the flaw in this approach, for, after the changes have been implemented, and the strategies are in place, the managers, specialists, operational employees, and all contributing stakeholders, must work together in a harmonious, positive, manner to make the desired progress and achieve the objectives. If the leadership style during the change has been harsh, unforgiving, and aggressive, it may take many months, even years, to re-establish a positive environment, a healthy, goals focused, teamwork driven culture. The only logical choice of leadership style in any major change is one that combines all the styles, but leans heavily to those which focus on a team approach. The leader adopts a flexible, responsive style, that is a blend of the consultative, participative, and democratic, leaving room for an occasional, sparing touch of the autocratic to be employed if absolutely necessary. This style will then be the foundation on which the "new", changed, organisation is built on.
    Performance at the strategic, corporate level must be monitored by the leader. Changing strategic direction, no matter how thorough the preparation and planning, entails taking the organisation into uncharted territory. The leader is the guide, the expert, the most high profile member of the team embarking on this journey, and as such must be constantly aware of how much progress is being made and, when required, able to adjust the pace of progress and degree of activity to ensure that progress is satisfactory. To be successful in this the leader must carry out monitoring and evaluation activity on a regular basis, demanding timely and accurate information with which to make the assessment. In turn, the senior management team must show that they are successfully cascading this review and evaluation process down into the operational activity areas. The leader must set evidence of achievement of this task as one of the performance appraisal criteria for the senior managers, and they in turn must apply this approach to the operational managers and teams, as discussed below.
All the statements are correct concerning the autocratic style of leadership except
选项 A、it involves being harsh and unforgiving.
B、it requires a lot of time to recreate a harmonious environment after change.
C、it ensures an organisation to sail through change successfully.
答案C
解析 题干意为：关于独断专行的领导风格的叙述，不正确的是?A项意为：它是严苛、不宽容的；B项意为：它需要长时间来建立转变后的和谐氛围；C项意为：它确保组织成功渡过转变。原文提到：“如果转变期的领导风格是严苛、不宽容和充满攻击性的，它将需要好几个月，甚至几年来重新建立一种积极的环境氛围和一种健康、目标明确而富有团队精神的文化。”A项和B项的内容与原文符合。而对于C项，原文仅提到转变中可能会需要这种领导风格中的某些要素，但是没有说它能否保证组织成功转变，所以不正确，故答案为C。
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