Implementing Change

Implementing Change

Organizations do not change, people do (Sullivan and Decker, 2009). A manager’s responsibility is to manage people. Change is difficult for most people and managing through the change process is not an easy task. Many theories on managing change exist, but they basically have four elements: assessment, planning, implementation, and evaluation (Sullivan & Decker, 2009). A manager’s role is to examine each of these elements and apply them to the people that he or she leads.

Addresses the Manager’s Role and Responsibility In Implementing Change

According to Sullivan and Decker there is a ten-step process to implement change (Sullivan & Decker, 2009). In the first three steps the manager must identify the problem or opportunity, collect the necessary data and information and analyze that data. The purpose of collecting and analyzing the data is to identify potential solutions and consequences of the change (Sullivan and Decker). After the data is analyzed the manager should develop a plan for change. This plan should include the time frame in which the change will take place and also the resources the manager has available and ones that are needed (Sullivan & Decker). The next step is to identify the supporters and opposers of the change. This is an important step because the enthusiasm of supporters can be contagious. When key supporters are given authority to make changes, they can be effective in leading others to support the change, and the change is more likely to succeed (Sullivan & Decker). Some people are very resistant to change. By identifying those who oppose the change it will give the management to work with those people or have them leave the organization. Change is...

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...is natural but how a manager manages the resistance will determine how successful he or she is. Change cannot be successful, unless there is support for the change. Most leaders can manage the actual change in an organization. A good leader does not just plan and act on the change plans, but listens and guides, his or her employees through the process. Managing the people through the change is the most difficult part.

Works Cited

Goman, C. K. (2000, December). The biggest mistakes in managing change. Retrieved May 13, 2011, from http://www.winstonbrill.com/bril001/html/article_index/articles/501-550/article506_body.html

Sullivan, E. J., & Decker, P. J. (2009). Effective leadership and management in nursing (7th ed.).

Themanager.org (2010, January 5). Change management. Retrieved May 16, 2011, from http://themanager.org/Knowledgebase/Management/Change.htm