A leader would like to use employee participation in change initiatives to increase employee commitment. How can a leadership strategy be used to meet this goal?

While contingency plans are essential for managing potential risks and ensuring business continuity, they do not directly engage employees in the change process. These plans focus on preparedness rather than fostering participation and commitment among employees, which is vital for successful change initiatives.

Developing metrics is crucial for evaluating the effectiveness of change initiatives, but it is a more analytical approach that does not inherently involve employee participation. Metrics can measure outcomes but do not actively engage employees in the change process, which is necessary to enhance commitment.

Encouraging mental maps involves aiding employees in visualizing and understanding their roles within the organization. However, this strategy primarily focuses on individual cognition rather than collaborative participation. While helpful in understanding change, it does not directly promote employee involvement in decision-making or initiatives.