When attempting to bring about change, some people are more successful at it than others. Some people find it relatively easy to change something while for others it is very difficult. One of the reasons that occurs is because the successful people enhance and utilize their skills in order to bring about change. In the book Insight Out by Tina Seelig, four main skills are discussed in a hierarchal and cyclic system. Seelig then highlights each skill in turn and includes projects for the reader to do in order to enhance that particular skill. These skills include imagination, creativity, innovation, and entrepreneurship.
First on the hierarchal chain and the cyclic system that Seelig dubs the Invention Cycle, imagination is envisioning things
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People use many tactics to try and get people to change yet some are more effective than others. In the book Change or Die by Alan Deutschmann, he discusses three tactics that work when someone is trying to change someone or something and three tactics that do work. The three tactics that Deutschmann state are ineffective are facts, fear, and force. On the other hand, the three tactics that do work are relate, repeat, and reframe. Facts do not work because they are just numbers and statistics. They do not inspire people to change. Similarly, fear does not work because if anything the person you are trying to fear will go in the opposite direction. Fear rarely produces the outcome required. Force does not work because why would anyone do something against their will? They would be hesitant if not hostile to perform anything they were forced to do. The reason the relate tactic is effective is because you form a tangible relationship with that person and therefore they know you genuinely care about them leading them to be more likely to change. The repeat tactic works because the relationship helps you practice to improve your skills and the reframe tactic works due to you learning new ways of thinking about the situation and …show more content…
I performed mainly behind the scenes tasks such as making boxes and packing food. While I did not deal with feeding the hungry directly, I still learned and observed many lessons that were reflected in class. One thing I observed that we discussed in Reconciling All Things is people ignoring and crossing divides to help those in need. The people at the food bank did not care what the person’s socioeconomic status was, they still served and helped them. A lesson that became more solidified through this project was the fact that everyone’s job at the food bank, no matter how big or small, is important to getting to overall mission completed. Whether it was someone like me making boxes or someone serving food in the kitchen, we all played a role to end hunger. Another thing that I noticed through this project was that some problems are easier, maybe not by much but still nonetheless, to solve than we make them out to be. Hunger is probably the easiest social problem that can be solved in America due to the excessive amount of food wasted every year. I thoroughly enjoyed this project and watched things that were discussed in class come to
...opportunity to use critical thinking skills and learn more about theories on government and society. The number one thing I took away from this project is that in order for a government to be successful, it needs to meet the needs of the people, not major corporations or organizations.
The Myths of Innovation by Scott Berkun completely changed the way I view creativity. I noticed that we all have creativity inside of us; it is by means of expressing our deepest desires and ideas that we display our creativity to others. Burkun destroys myth after myth about innovation, which had me ready to start inventing my first million dollar idea! Berkun outlines ways to tap into innovation and pulls from history to guide us into the future. His simple and common prose gave me courage to tackle the tough problems. I now feel as though I have a firm grasp on what it means to be an effective creator.
This requires a structured approach to execute such plans. Mitchell (2013) identifies different types of change theories that can be utilized in an organization to affect changes. Such as (1) Levin change theory (1951) this comprise of unfreezing, moving and refreezing, (2) Roger change theory involves awareness, interest evaluation trial and Adoption, and (3) Lippitt’s theories. This theory is mostly used by nursing, it has four distinct stages; the assessment, planning, implementation and evaluation. The use of any of these theories is dependent of the type of leadership style and leaders, and the leaders have to evaluate their skill strengths and weaknesses prior to initiating changes in the organization. This is because skills are required aspects that have a great consequence on the change project outcome (Mitchell,
Another area of improvement is not allowing people a great deal of freedom and choice in deciding how to do their work, which falls under the “Enable Others to Act” section of the model. One method of improving this section is by asking people more questions starting with phrases like, “how do you see…?” or “what do you think about…?” By seeking their input I can see where my influence is too great and not permitting them leeway to do the work. Additionally, I need to recognize when I am intervening in the process too much. Recently my two First Class Petty Officers and I had a discussion on how we can improve the way we are doing business. They confronted me on this specific topic and I have taken strides to improve. I will sit down with them again and check my progress and solicit feedback on how to improve the current processes
It takes those who have innovation in their hearts to drive them towards this goal. It is important that staff on the units take time to assess innovators and brain storm areas in which they can empower and motivate the others to follow. The culture and environment of units must be that of being willing to be open to change and new ideas so they can be assessed during initial meetings.
The 7 Levels of Change provides a different way of thinking to enhance behaviors and processes. The author demonstrates throughout the book a seven process of change that builds upon the next. He believes that by thinking differently, being creative and stepping out of the norm is the catalyst to solutions and results beyond one’s expectations. Although the author uses the analogy of a new work environment to expound on the level of changes, the fundamentals can be used in both your personal and professional life.
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
Williams, C., & McWillams, A. (2010). Innovation and change. In MGMT(1st ed.). South Melbourne, Australia: Cengage Learning.
There should be Innovative:- there should be a goal for achieving there should be good and positive ideas it helps us to achieve a goal as faster as we can.
A theoretical framework provides guidance as a project evolves. The end results will determine whether the knowledge learned from implementing a project should create a change in practice (Sinclair, 2007). In this project is relied on the Kurt Lewin’s Change Theory. Burnes (2004) states that despite the fact that Lewin built up this three-step model more than 60 years prior, it keeps on being a commonly referred framework to support effective change projects. The three steps are unfreezing, moving and refreezing. Lewin decided in Step 1, unfreezing, that human conduct is held in balance by driving and limiting powers. He trusted this equilibrium should be disrupted with the end goal for change to happen (Burnes, 2004). Step 2 or moving, includes learning. Learning incorporates knowledge of what the conceivable alternatives are and proceeding onward from past practices to new practices which will...
When I think about the person I want to become I think about a kind person who wants to make a difference in the world. I want to help and Inspire others and In general just make this world a more positive and loving place. The personal project was an opportunity to not only do something for myself but for others. By doing this I would be able to reach my goal of being the person I wish to become someday by helping others and spreading my positivity. I decided on feeding the homeless because with this I would be able to help others in need and hopefully inspire or make them happy. Feeding the homeless won 't necessarily change the world, but small acts of kindness like this might inspire other people to do them too and If everyone decided to
The key to success in any venture is the ability to communicate with others, to inspire them to share your vision and goals, and to provide clear direction and
The social worker sets to the side the form of oppression, so it focuses on the need of social advocacy and social action. Also, coming from a low-income family I had suffer first hand hunger. My parent were poor that there were times we would eat a piece of bread and water. This event motivate me to help other people in need to provide resources that they need to better their well-being.
Over the course of this class I have learned how important it is to be creative and innovative in the way that businesses are conducted within the organizations. The ability to innovate is the “secret sauce” of business success (Dyer, et al., 2009). However, creativity and innovation cannot take place if the leaders are not willing to foster a culture of innovation within the organization. Amabile & Khaire (2008) asserted that, it is essential to motivate people to contribute ideas by making it safe to fail. Stress that the goal is to experiment constantly, fail early and often—and learn as much as possible in the process. Convince people that they won’t be punished or humiliated if they speak up or make mistakes (Amabile & Khaire, 2008).
The third theory that elaborates on this topic is opportunity-based entrepreneurship theory is associated by names such ad Peter Drucker and Howard Stevenson. According to Drucker and Stevenson, entrepreneurs exploit the opportunities before them, be it in technology or new markets, and create transform lives through them (Teece 2013). This assumption contradicts Schumpeter’s premise that entrepreneurs are not responsible for change though their innovation. In this case, it would be safe to point out that both the ability to cause change and notice situations that require change is part of the ‘process’ of entrepreneurship. Schmitz provides similar notion of opportunity-based entrepreneurship when he notes that entrepreneurship promotes social-economic transformation because of “imitative activities of entrepreneurs” (Schmitz, 1989, p. 721). Schmitz’s model argues that it is the imitating entrepreneur, rather than the innovative entrepreneur who promotes growth in the economy (Schmitz, 1989). Imitating entrepreneurs are those who emulate or duplicate existing innovative ideas of original entrepreneurs and puts them into use.