When we talk about change, there are a lot of things that need to be examined throughout the entire process. Through the chapters that we read this week, we studied the many traits that make an effective change leader. There are a lot of theories and practices that have been discussed, and this paper is going to explore just some of them. I will also share some experiences of when a change manager was not effective and when a change leader was effective. Change is always difficult but the theories discussed this week can help make the experience much more successful.
There are several theories that can help create or promote change within an organization. The three that I have identified and will discuss further are; enable upward communication,
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A great change leader is someone that has an inspiring vision, possesses integrity and honesty, they learn from others, they are open to new ideas, they are willing to take risks, and they can adaptable and flexible during the change process. It is probably very difficult to find someone that possesses each of these traits. You can also look at this list and say that some are more important than others. But there is one common theme with each of these traits that are that the change leaders has integrity and is an effective communicator; that they are a true team player. A good change leader needs to have a clear vision of where an organization is at and where he wants to take the organization. They need to be open to listening to their team members and to truly take the things that they recommend into consideration. In my opinion, if you want the changes that are being implemented to be successful, you need to have a leader that is willing to work with their team and be flexible to altering some of the changes if necessary. It should come down to the success of the team and make sure that everything that is done is for the best of the team, the department or the organization as a …show more content…
She was new to our department and the operations that we performed. When she first started, she spends the first couple weeks getting to know each one of us and what each one of us did in the department. She also took the time to learn all of the process and procedures that we performed on a daily basis. She was open to listening to us and she showed a true desire to learn what each one of us did. She asked our opinions as well when it came to things that we felt needed to be changed and ask us how we would change them. It was this willingness to ask us those questions and to listen to our suggestions, which made her a very good change leader. When it came time to make some changes, there was very little resistance from all of us, the changes that she proposed were from many of the suggestions that we had made and the team was ready to help her make the changes happen. The results were so much different. In one case a supervisor came in wanting to change a large number of things without consulting with the team and listening to their suggestions and in the other case you have a supervisor that came in and listened to her team and implemented changes that truly helped our team be
Leading Change was named the top management book of the year by Management General. There are three major sections in this book. The first section is ¡§the change of problem and its solution¡¨ ; which discusses why firms fail. The second one is ¡§the eight-stage process¡¨ that deals with methods of performing changes. Lastly, ¡§implications for the twenty-first century¡¨ is discussed as the conclusion. The eight stages of process are as followed: (1) Establishing a sense of urgency. (2) Creating the guiding coalition. (3) Developing a vision and a strategy. (4) Communicating the change of vision. (5) Empowering employees for broad-based action. (6) Generating short-term wins. (7) Consolidating gains and producing more changes. (8) Anchoring new approaches in the culture.
Transformational leaders exhibit personal and professional qualities that other want to emulate and follow. These leaders advance the mission in combative environments. Transformational leaders propel the growth of the team through communication. Finally, transformational leaders leave a legacy that instills pride, moral, and determination for future success.
In Leadership Theory, Application & Skill Development, transformational leadership is defined as “seeking to change the status quo by articulating to followers the problems in the current system and presenting a compelling vision of what a new organization could be” (Lussier & Achua, 2013, p.331). This theory, in combination with the exercise regimen, CrossFit, is the focus of the book Transformational Leadership and High-Intensity Interval Training by Carol R. Himelhoch, PhD. Himelhoch illustrates a correlation between a leader’s ability to tap into the transformational leadership style and their consistent participation in intense workout sessions. A transformational leadership style benefits from High-Intensity Interval Training (HIIT) via challenging the participant, which imparts a sense of achievement when they complete a demanding Workout of the Day (WOD). HIIT encourages the individual to push themselves and take risks, not only during the workout, but also in their leadership roles at work.
Change is a double-edged sword (Fullan, 2001). Change is a word that might inspire or put fear into people. Leadership is challenging when it comes to dealing with change and how individuals react within the organization to the change. Marzano, McNulty, and Waters (2005) discuss two orders of change in their book School Leadership that Works; first and second. Fullan (2001) also adds to the discussion in his book Leading in a Culture of Change, with regard to understanding change. In Change Leadership, Keagan and Wagner (2006) discuss many factors of change and the systematic approach to change. Change affects people in different ways. Leaders need to be able to respond to the individuals throughout the change process.
Change is when a person does not follow their everyday routine. They may want to try something different, or be forced to. Change can be for the good and the bad. Places can deal with change ranging from the weather, to the animals present, or the seasons changing. Also, objects can deal with change too. Objects like an iceberg can start to melt, or a forest fire can kill many trees in an area. As a human, we are the ones deciding on change. We are in a position to make big decisions and possibly even become a leader in order for change to happen. If one person starts to change, others will follow and hopefully, the change benefits all.
Change is inevitable and bound to happen in all aspects of life including business. Although change is important in an organization, it can also be seen as a strength and weakness. Effective leadership is about mastering change. One must be willing to change in order to grow and be successful. This paper will compare and contrast Kotter and Kurt Lewin step in their change management models. Furthermore, it will elaborate on the concepts and explain whether these methods can be used at the same time. In addition, this paper will include a Christian worldview of the information discussed and how it relates to the change management models.
In today’s ever changing world people must adapt to change. If an organization wants to be successful or remain successful they must embrace change. This book helps us identify why people succeed and or fail at large scale change. A lot of companies have a problem with integrating change, The Heart of Change, outlines ways a company can integrate change. The text book Ivanceich’s Organizational Behavior and Kotter and Cohen’s The Heart of Change outlines how change can be a good thing within an organization. The Heart of Change introduces its readers to eight steps the authors feel are important in introducing a large scale organizational change. Today’s organizations have to deal with leadership change, change in the economy,
Leaders benefit from building a team to create and implement change, this is a key theme in the Kotter model of change. This teambuilding engages employees throughout the process. Allowing employees to be a part of the change process gives them the opportunity and trust to be creative moving toward the future (Cochrane, 2002). Leaders can create opportunity for employees and leaders to dialogue about the change, which can help troubleshoot the process. Leaders who engage employees throughout the organization from various levels of the organization will receive perspectives from the entire organization helping them make better-informed decisions. Employees want to be allowed the opportunity to help an organization they believe in, in a way that enhances the
“Leading Change: Why Transformation Efforts Fail” is an article written by John P. Kotter in the Harvard Business Review, which outlines eight critical factors to help leaders successfully transform a business. Since leading requires the ability to influence other people to reach a goal, the leadership needs to take steps to cope with a new, more challenging global market environment. Kotter emphasizes the mistakes corporations make when implementing change and why those efforts create failure; therefore, it is essential that leaders learn to apply change effectively in order for it to be beneficial in the long-term (Kotter).
Organizational change is a very big risk for organizations. The process of change can be very difficult for employees as well as the leaders implementing the changes. The changes are usually planned to improve the company. However, sometimes change can destroy a company when things don’t go as planned. From a change in management to a change in the company structure, or way of doing daily task, organizations must carefully execute the process of change and use change strategies that will ensure success.
Transformational leadership is one of the most popular leadership styles. According to Kendrick (2011), “Transformational leadership involves four factors: 1. idealized influence, 2. inspirational motivation, 3. intellectual stimulation, and 4. individual consideration.” These four factors make transformational leadership have an impact on followers. The goal of transformational leadership is to cause a positive change in individuals, help motivate them, and develop a leader within each individual.
It is therefore important to include various perspectives in approaching the change in an organization: bottom-up, top-down and peer-to-peer approaches will intersect and interact to create profound change – or the change will not be sustained.
The change process within any organization can prove to be difficult and very stressful, not only for the employees but also for the management team. Hayes (2014), highlights seven core activities that must take place in order for change to be effective: recognizing the need for change, diagnosing the change and formulating a future state, planning the desired change, implementing the strategies, sustaining the implemented change, managing all those involved and learning from the change. Individually, these steps are comprised of key actions and decisions that must be properly addressed in order to move on to the next step. This paper is going to examine how change managers manage the implementation of change and strategies used
While working in a group if you have ever noticed a situation where a person or an individual emerges as a leader and inspires others with his clear vision of the goals and with his passion towards work and due to which his/her team members feel a boost in their motivation than this person can be termed as a transformational leader. The business dictionary defines transformational leadership as a form of leadership style in which the leader recognizes the desired change and then crafts a vision to steer the change using inspiration, and carries out that change with the dedication and fidelity of the members of the group. The transformational leader arouses a positive change in his disciple as not only he himself is generally vigorous, passionate, and fanatical but also because he inculcates these qualities in his followers. These leaders are not only paying attention on their goals but are also very much concerned in helping each and every member of the group for ensuring his/her individual success.
Change Management is not impossibly difficult. It need detailed planning, including everyone affected, frequent interaction, accomplish a perspicuous target for the change and a method of measuring success, complete the plan, and strengthen the change once it is in place.