Feb 23, 2024 DQ Discuss two strategies that can be used for leading change.
LDR 615 Topic 4 DQ 2
Discuss two strategies that can be used for leading change. How do these strategies increase stakeholder support and create momentum for a change initiative to be successful? Why might you want to consider including the most vocal critic of the change initiative in your guiding team?
I will outline two methods for bringing about change that can be implemented, engagement & Communication Strategy: Throughout the transformation endeavor, this strategy places a strong emphasis on engaging stakeholders and maintaining excellent communication. It entails openly communicating the change’s vision, goal, and advantages while also actively incorporating stakeholders in the decision-making process. Clear communication, as well as clearly stating the justifications for the change, the desired results, and the procedures involved, should always be a key component of this strategy. This aids stakeholders in aligning their support and understanding the need for change (entrepreneur, 2015). For the change initiative to actively involve stakeholders in the change process this should be done by seeking their input, and addressing their concerns, even incorporating their ideas. This will foster a sense of ownership and increases stakeholder support. Education and training also offer tools, instruction, and assistance to assist stakeholders in acquiring the abilities and information required to adjust to the shift. As a result, resistance declines and support for the change initiative rises. Stakeholders can voice their issues, make suggestions, and share their experiences through feedback mechanisms. This fosters two-way dialogue and shows them that their perspectives are appreciated.
When considering the reasons why, you might want to think about including the change initiative’s loudest detractor in your steering team. The inclusion of a vocal critic, in my opinion, benefits the steering team by bringing varied opinions to the table. They can challenge presumptions and make sure that all factors are carefully considered by applying their critical perspective to identify any potential weaknesses or blind spots in the change endeavor. This variety of viewpoints can result in more sound judgment and a stronger overall transformation approach.
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When Leading Through Change, Adopt These 4 Strategies
Entrepreneur https://www.entrepreneur.com › … › Making a Change Oct 30, 2015 — 1. Stay purpose driven. · 2. Communication must be constant.
Leading change within an organization is most successful when it involves leadership and a team of people. The team should include those within the organization starting from the bottom up. Two strategies from Blanchard (2010) that are beneficial for leading an effective change include selecting and aligning the leadership team and envisioning the future by creating a clear vision.
The first strategy of choosing and aligning a leadership team involves teamwork. Those chosen must include formal and informal leaders (Blanchard, 2010, p. 46). For example, in a hospital healthcare system, the team would include employees from facilities, environmental services, staff, providers, managers, directors, and the chief nursing officer who can represent a winning team. Creating a team will give all members a voice of thoughts and comments about the proposed change. Each team member will have an opportunity to find out how the change impacts them and the overall outcome for the hospital system. Choosing a range of members or stakeholders to be on the team will support the change and create momentum for successful outcomes.
A second strategy for leading change is to envision the future by creating a clear vision among all stakeholders. An organizational vision must be shared by leaders and followers (Nadim & Singh, 2019). A successful guiding team provides communication along with a well-defined and planned direction. When there is positive momentum in stakeholder support, the collaborative team it will operate with trust and emotional commitment (Kotter & Cohen, 2002).
Considering to include the most vocal critic among the guiding team can also be seen as a strategy for success. Often critics need a voice so their thoughts and opinions are heard. As a critic they may recognize problems from their point of view or the view of other employees who also share apprehensions. Ways of facilitating trust and reducing change aversion shared by Hubbard, (2023), include providing clear and consistent communication, transparency, active listening, responding to feedback, increased awareness and accountability, and encouraging employee motivation. Critics who ask the “why” provide conversation among the guiding team and clarity on a clear vision and the path to success. They are asking why to increase awareness, collaboration, and appreciation for other team members while also reducing team conflicts (Kohli, 2020).
References:
Blanchard, K. (2010). Mastering the art of change. Training Journal, 44-47. ISSN: 1465-6523
Hubbard, J. (2023). Organizational change: the challenge of change aversion. Administrative sciences, 13(162), 1-9. https://doi-org.lopes.idm.oclc.org/10.3390/admsci13070162
Kohli, N. (2020, February 1). Seeing the bigger picture: A willingness to ask “why” is essential to fully appreciating our purpose in the organization. Internal Auditor, 77(1), 64. ISSN: 0020-5745
Kotter, P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change their organizations. Boston, MA: Harvard Business Press. ISBN-13: 978-1422187333
Nadim, A., & Singh, P. (2019). Leading change for success: embracing resistance. European Business Review, 31(4), 512-523. https://doi.org/10.1108/EBR-06-2018-0119
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