Comparison's The Heart Of Change

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which consists of unfreezing the old ways of doing things, moving employees to learn new behaviors, and then refreezing and reinforcing the new behaviors.” (as cited in Ivanccevich, Konopaske, & Matteson, 2014, p. 506) Both examples are centered on a similar notion of changing the attitudes and behaviors of individuals, thus countering possible resistance, and allowing change to take place. Both theories focus on a process outlined in The Heart of Change consisting of a conscious approach to seeing, feeling, and changing. First, individuals must see the need for the change before they truly get on board with the process, after employees see the need for change they will gain a sense of resolve, thus creating motivation, momentum, and reducing the original resistance and fear, and finally change happens. Change is not the final step however; the final step is making the change a new cultural norm, to prevent processes from backsliding into old and comfortable ways. …show more content…

One way to create urgency is to involve everyone necessary because the use of a surprise attack to change is likely to be derailed before it begins. Often times only senior leadership, or those with perceived power are involved in the initial change efforts, but it is the employees, the ones that need to take action to make change happen that really need the motivation and urgency to begin the process. If employees do not truly understand the importance and the magnitude of needed change they will not be on board for the long haul, which is why when creating urgency it must be done in a way that is shocking, visible, and

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