下一个计划是创造一种真正的领导风格。Authentic leadership可以解释为一种需要通过与追随者建立诚实的关系来创造合法性的领导方式(Anderson and Anderson, 2010)。这些改变不可能在一夜之间实现。它们需要建立在道德基础上。一般来说，真正的领导者都是那些积极的人，他们想要确保事情的公开性和透明度。在以前，约翰在行动中不是很透明。由于这一点，必须集中注意发展行动的公开性。
公司需要关注更改请求。这些更改请求需要提交给管理协调器。必须有一个既定的变更请求，包含时间和数据(Cameron and Green, 2015)。
Any change management strategy must include documentation. There must be clear explanation of the changes that need to be created. Every change needs to be documented so that you have a written record of what was done. Added to this, there must be communication between all the stakeholders. Clear need for the changes needs to be explored.
As an initial step, the redundancy in the operation needs to be documented. The people involved in the paradigm need to explain the reasons as to what changes they need to bring in the companies.
The next plan is creation of an authentic leadership style. Authentic leadership can be explaining as the kind of leadership where the legitimacy of the operation needs to be created by the formation of honest relationship with the followers (Anderson and Anderson, 2010). These changes cannot be implemented in the companies overnight. They need to be built on an ethical foundation. In general, the authentic leaders are the positive people who want to ensure that there is openness and transparency. In the previous times, John was not very transparent in the operation. Owing to this, there must be focus on the development of the openness of the operation.
The companies need to focus on the change requests. These change requests need to be given to the management coordinator. There must be an established change request that contains both the times and the data (Cameron and Green, 2015).
There must be implementation of the change management strategy and there should be back-out strategies that need to be taking place to ensure that the change is effective.
The change coordinator needs to be making sure that the change was effective. These are found to be effective as a whole (Karp and Helg⊘, 2008). There can be changes made to the change management plan. There must be continual evaluation of the ways in which there can be successful.
There must be continual process development and tangents must be in place to ensure that there is cohesive flow of operations.
Retrospection meetings must be conducted to evaluate the performance with the requirements of the company.
In this paradigm, there must be development of individual parameters. These need to be elucidated in the following.