Feb 23, 2024 LDR 615 Topic 4 DQ 2 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
LDR 615 Topic 4 DQ 2 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
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?
Companies often undergo changes to grow and ensure their success in the market. This often includes introducing new processes and procedures which can increase efficiency. Before any new changes are implemented, management must decide on which strategies to use. The two strategies that are best for leading change initiatives are organization development and involving every layer. Organization development consists of changing an organization’s structure, culture, systems, and processes. It is a long-planned process that involves employees identifying problems and solutions and managing and implementing changes (Cunliffe & Luhman, 2013). The process is not only aimed at improving effectiveness and efficiency but to build open communication and effective problem solving (Cunliffe & Luhman, 2013). When leading change efforts, another strategy involves every layer of the organization. Often when new processes and procedures are introduced to the organization, planners often fail to consider the effect front line workers will have during the transition. Front line people are more knowledgeable about what technical and logical issues need to be addressed and how consumers may react to the new changes (Aguirre & Alpern, 2014). Mid and lower staff are often ignored because some companies feel like the less people the better but involving these persons highlights the true problem areas and encourages them to embrace the new changes more instead of resisting.
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Topic 4 Summary
Hi Class,
Congratulations on making it through the 4th topic of the course! I enjoyed our discussions about traits and skills of successful change agents and dilemmas that are oftentimes experienced by change leaders.
I hope that you found the assignment/presentation involving the creation of an effective change model for your organization to be a valuable activity which reinforced the key learning objectives and better prepared you for the final benchmark assignment in Week 8. I look forward to reviewing your models and presentations and to the remaining 4 weeks of the course.
Replies
Skills Needed to Impact Change
Hello Class,
In your opinion and based upon what you’ve learned this week, how can a lack of needed skills impact a change agent’s actions?
Dr. E,
As leaders we must ensure that our selected change agents have the necessary skills to properly implement the changes. Lack of needed skills can impact a change agent’s actions by not being fully prepared to ensure the vision comes to fruition. If the change agents have an understanding of the vision but not the proper tools to get there that would be a major barrier in the change process. Even if the change agent acts with the best of intentions their actions are not supported by best practice. Therefore, their actions could be detrimental to the entire change process.
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A change agent lacking needed skills would have a tremendous impact, which would not be positive. I hate to bring my organization up again, but we are the perfect example of a leader without the needed skills and how that impacted the organization. Our leader has been trying to force change, and the results are alarming; There is a failure to design a vision, a plan, create a sense of urgency, and
LDR 615 Topic 4 DQ 2 Discuss two strategies that can be used for leading change
build a guiding coalition. Leadership has terrible communication. The lack of effective communication had an impact on the way the stakeholders received the new vision. They rejected the new vision; they denied support and did not get involved with it; since nobody cared to ask for their input, and they knew that the leader would go on with the vision whether they liked it or not. There are issues with diagnosing the root of the problems ( Leadership keeps blaming Covid instead of acknowledging that stakeholders left because they disagreed with the change). There is a lack of emotional intelligence, and the list can go and go; it is clear that the outcome is not what the organization expected, nor what they desired, since they are not making any adjustments, the organization keeps going full force in the wrong direction. It is just a matter of time before we will crash. In this Church “Industry,” when events like this happen, and the organization hits rock bottom, they usually end up being absorbed by a larger organization or a larger Church; they will lose their name and become another organization, and they will become a good memory of the past.
Hello
I am adamant that communication is needed in any relationship (personal and or professional). It is unfortunate that many “leaders” do not have the necessary knowledge/ training to fathom the need for effective communication. I also experienced “leaders” who were oblivious to their leadership roles. I often think they forget they were not always in a leadership position. Many tend to bark orders at their followers without thinking about the bashlash or if that individual had the resources, knowledge or skillset to complete the task(s) successfully. Leaders must be clear and concise when communication. Clear communications lead to less mishap(s).
I am adamant that communication is needed in any relationship (personal and or professional). It is unfortunate that many “leaders” do not have the necessary knowledge/ training to fathom the need for effective communication. I also experienced “leaders” who were oblivious to their leadership roles. I often think they forget they were not always in a leadership position. Many tend to bark orders at their followers without thinking about the bashlash or if that individual had the resources, knowledge or skillset to complete the task(s) successfully. Leaders must be clear and concise when communication. Clear communications lead to less mishap(s).
Change is difficult to manage for oneself, managing change for an organization is even more difficult and requires finesse and technique.
Change management requires clear concise communication as a required skill, if one cannot communicate the vision, steps and change process the change will fail or go array. I also learned skills needed in organization, leadership and the ability to understand how to sustain change. Understanding the skills is one thing but developing and implementing the skills and another skill set that requires training. If a leader is to lead a change and does not posses these skills I believe the leader can learn them if they have the desire. The lack of leadership training in my organization is minimal but I was able to find areas to learn. I believe that with desire and the ability any leader can obtain the skills to lead, but without the skills, change management will definitely be more difficult or fail completely.
A lack of skills makes a significant impact to change. I have seen over the last year through this pandemic those most resistant to change was because they did not feel that they had the skillset, or the necessary equipment needed to safely perform their job. As we have learned fear is one of the biggest obstacles to embracing change (Kotter & Cohen 2002). In the healthcare setting we see this often. When policies are changed and more responsibilities are placed on nursing units, it is almost always met with resistance. We have just changed our payroll system and I have been one of the managers most resistant to the change. It is a system I have never used, and we had a very short tutorial. This has created added time to complete this task that is limited to start. I have been very vocal that a change this important requires proper education. We need to make sure that our staff has all the skills and education they need prior to implementing the change or we are simply setting them up to fail.
Two strategies that can be used to lead change are removing barriers to change and ensuring that there is an effective communication plan in place (Kotter & Cohen, 2002). Removing barriers such as ensuring all employees have a good understanding of the change to come and that they have the confidence that is needed to succeed. Story telling of experiences that have led others to success can assist in this. Effective communication is also key in leading change. The communication must start from day one and be continuous. Communicating to the team in many different platforms will effectively disseminate information that is needed to keep everyone on the same page.
Including a vocal critic on a change initiative can help bring differing opinions to the team, keeping conversation going and making sure the team keeps an open mind to all ideas. Once everyone is working together, the vocal critic will end up being a key component of communicating the change to the teams and can talk about how the decision was made.
Kotter, P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change their organizations. Boston, MA: Harvard Business Press.
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