Implementation of strategies is the most important phase in bringing change in the organization.

This phase is considered most critical in the change process. If this fails, it can harm the
organization both internally and externally (Finkelstein and Hambrick et al., 2009). Talking
about Strategic Leadership, it gives direction of growth and success in an organization (Adair,
2010). Leaders in an organization need to show a sense of direction to their followers and build
ownership in order to implement change in the organization (Adair, 2010).
CHANGE IN LEADERSHIP
When implementing the change and strategy, the executives of the organization need to play a
vital role as leaders. They need to act as trainer, mentor, and coach in order make the
environment conducive of implementing change. Various leadership theories and practices can
be performed in order to successfully implement the change.
SITUATIONAL AND PARTICIPATIVE THEORY OF LEADERSHIP
While implementing this particular change in Disney, the executives of the company must follow
Situational Theory of Leadership and Participative Theory of Leadership. With the help of these
theories executives plays a role of leader by welcoming the thoughts and ideas of others for
implementing the strategy (Armenakis and Bedeian, 1999, pp. 293-315).
TRAINING EMPLOYEES BY LEADING THEM WITH EXAMPLES
Most important characteristic of any leader is that they lead by examples. Instead of asking
others to change them, they first change themselves and show how to cope up with the change.
The employees of Media Networks departments can be sent to work in any institution that is
offering schooling, coaching, and training of special children. By working in such institutes they

will get to know about the problems such people face, the way how they overcome on such
problems, and their habits which are different from ordinary human beings. Through this
exercise the employees will bring new ideas that how implement this new strategy by targeting
special segment of the market, people who are disabled autism, moderate hearing and visual
disabilities. Training the employees is one of the best tools for implementing new strategies
(Allen and Jimmieson et al., 2007, pp. 187-210).
Internal training programs can be run within the organization to make the employees understand
the new strategy. These new training programs may include on-the-job training, apprenticeship,
and training seminars.
COLLABORATION IN CULTURE WITH WELCOMING NEW IDEAS
Democratic style of Situational Theory of Leadership can be adopted by the executives in order
to welcome the ideas of experts in the companys department. Participating the team
COLLABORATING WITH INSTITUTES OFFERING SPECIAL EDUCATION
Disney can offer their new programs in collaboration with institutes that are offering various
services for such special persons. Schools and colleges providing education can be asked to send
their talented students in the company, Disney, for some internship work. In this way ordinary
employees will get a chance to work with such people. This will put a positive impact in the
companys culture and will help the company to implement its new strategy for such special
persons.

INCREASING THE SPEED OF CHANGE WITH AUTHORITARIAN STYLE

With implementing the above mentioned methods, the leaders must increase the speed of change
gradually. If the speed of change will be low and just constant, it will not output the desired
results. The process of change must be kept as short as possible. Leaders can use Authoritarian
Style in order to accelerate the speed of change.
ALIGNING CHANGE WITH ORGANIZATIONAL GOALS
In order to align the departments operations with the companys objective, leaders must play a
vital role. The Disneys objective is to become one of the top companies of the world offering
entertainment services. So the Disney must attract more and more of special persons in the target
market, so that it helps the company achieve its goals (Bordia and Hunt et al., 2004, pp. 345365).
OWNERSHIP
Leaders can make the employees understand about taking the ownership of change. The best way
to reduce the barriers to change is to make the employees fee that they own this change. For
example the freedom of sharing new ideas about the implementation of new strategy will allow
the employees to feel free with the new strategy. They will think that they are being taken on
board when it comes to the implementation of strategy (Huber, 2011).
EMPOWERING THE PROJECT TEAMS
This again talks about the Participative Leadership Style. Let the teams work independently on
implementing the new strategy. Let them throw new ideas and work on them. Leaders must
watch their activity and performance and only participate when they are asked or when leaders

think that they must interfere. This empowerment gives the ownership sense to the teams and
creates good results in the end.
CHANGE IN THE ORGANIZATIONAL CULTURE
Implementing change is backed not only with suitable leadership style, but with the conducive
culture too. Organizations that manage their culture with regard to strategy implementation get
positive and better results compared to those which do not give much importance to culture
(Ford, 2008).
ENHANCING EMPLOYEE RELATIONSHIPS
Although this can be difficult for employees to work on projects related to people with such
disabilities, enhancing the employees relationship with such persons will help them to adopt this
new strategy. Employee relationships is an important part of organizational culture, thus it helps
to the successful implementation of the strategy (Pfister, 2009).
CELEBRATING ACHIEVEMENTS AND COMPLETION ENHANCES THE CORPORATE CULTURE
This is another best way to implement the new strategy and change. Set small goals of a new
strategy, and let the employees enjoy the little celebrations for those goals. This will motivate
them to work efficiently for next coming short goal. And thus time will come when the whole
process of change will be completed effectively. This brings a positive impact on the
organizational internal culture (Pfister, 2009).
IMPLEMENTING NEW VALUES, BELIEFS, AND BEHAVIORS
In order to make the culture welcome new strategy, new values, behaviors and beliefs needed to
be introduced in the company. Values like care for special people with minor disabilities and

behaviors like will to help such people should be introduced. With the introduction of such
beliefs and values, company can implement the strategy in a positive way (Pettigrew, 1979, pp.
570-581).
All the above tools and tactics can be used to effectively implement the new strategy in the
business unit. The main focus of the leader must be to take the employees in the confidence in
order to make them feel comfortable with the change processes. All in all its human being who
has to implement the change or build barriers to the change. Situational style of leadership helps
the executives of company to manage the style of implementing the change according to
situation, thus leading to effective delivery of work (Bass, 1999, pp. 9--32).
The more you empower your employee in the change process, the lighter the environment and
culture of the environment of the company. If the change and implementation of new strategy
looks very hard and challenging to the employees, they will never become part of it and thus will
not accept the new concept in the organization. Disney, being a giant in the world of
entertainment, must implement the change process in a way that should meet the companys
objective by its new plan of targeting new market segment. By ensuring the correct
implementation of the strategy, the company can significantly acquire a big market share with
this newly identified market segment.

REFERENCES
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research in the 1990s. Journal of management, 25 (3), pp. 293--315.
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