Unit 7 Discussion

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Apr 3, 2024

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Unit 7 Discussion Question Part I In order to help employees alter their frame of mind and actions throughout organizational change initiatives it is essential for leaders to have strong communication skills and to show empathy. One of the eight steps in Kotter's change model is effective communication, which is crucial for explaining the change's purpose, reasoning, and anticipated outcomes. According to Neck et al. (2019, p. 445), employees are more inclined to embrace change when they have a hand contributing to it. Leaders can reduce opposition and uncertainty by repeatedly and explicitly stating the need for change. In my role as a Managing Ombudsman, it is essential to actively listen to staff and clients alike in order to build trust and engagement. This is crucial while dealing with the complexities of change. By communicating with empathy, leaders show that they understand their employees' issues and validate their points of view. By making people feel heard and appreciated, we may encourage their commitment to the change process, which is in line with Kotter's phases of building a guiding coalition and facilitating action (Neck et al., 2019, pg. 442). It is critical for any organization's new initiatives to be implemented smoothly by reducing resistance to change. Among the most recommended approaches that I have come across are the following: promoting open lines of communication, cultivating an environment of honesty, and incorporating employees into the transformation process. In my experience, the most effective methods for dealing with employee resistance include holding frequent unit and division meetings, conducting individual discussions, and attending change management training so everyone has the understanding why the change is happening. These resources allow individuals to express their thoughts, voice their concerns, and find common ground with the organization's goals. Having said that, I have also seen situations when top-down directives and one-size-fits-all training programs failed to reduce resistance, which underlines the necessity for customized strategies that connect with the unique dynamics and needs of people in my organization. Part II My score for the self-assessment, 16, means I possess a low level of change resistance, indicating a commendable openness to new ways of doing things (Neck et al., 2019, pg. 462). The assessment is really accurate in my opinion. I believe that being open to change is a great quality to have since it can help you advance in your career and life. My ability to adjust to changing circumstances is a direct result of my openness to new ideas and methods, which demonstrates a constructive attitude. I won't pretend that every change is beneficial and goes according to plan or that I have never fought against it in my professional life; I certainly have. While some may welcome change, others may find it difficult to adapt. How you deal with it and respond to it is what matters, in my opinion. Rather than outright opposing change, I like to take a step back and observe how things develop to see if there are any opportunities for repurposing or reinvention.

Neck, C. P., Houghton, J. D., & Murray, E. L. (2019). Organizational behavior: A Skill-Building Approach . SAGE Publications, Incorporated. Response to Peers :  Brandon - It seems like you had a rough go of it during your time in the Air Force with the shift to the Platform1/JIRA cloud platform. Yes, change is daunting, and embracing new technology is no exception. When there is an absence of resources to help employees learn and adapt to new processes, team dynamics, or software, such as onboarding, upskill training, and end-user support, resistance to change is likely to emerge (Olmstead, 2023). You have demonstrated the significance of good communication and training in implementing such changes by expressing your unhappiness with the user interface and the difficulty of making pages for your projects. Although it's reasonable to rely on people with more platform knowledge, the shift may have gone more smoothly if everyone had received better instructions and support. If you want to embrace change, you need the right instruments, but you also need the right kind of support and training to use them effectively. Great post this week! Olmstead, L. (2023, December 21). Resistance to change: 7 causes & How to Overcome them (2024) . The Whatfix Blog | Drive Digital Adoption. https://whatfix.com/blog/causes-of- resistance-to-change/  Kaitlyn – It seems like your experiences may align with the idea that you have a moderate amount of resistance to change, and I respect that you were able to express it. You should be proud of yourself for being self-aware and admitting that you like stability in personal plans but can be flexible at work, especially when it helps the organization succeed. Various forms of resistance to change necessitate different approaches, and there is no silver bullet. However, the change leader should believes that the best way to ensure the change's success and reduce resistance is to use a variety of tools and appropriate change models (Assem, 2022). Your adaptability and dedication to enhancing work procedures for the collective benefit are evident in your readiness to eventually support changes, even when first hesitant. While you may encounter some changes as difficult at first, this balanced approach will keep your focus on creating a more efficient and pleasant workplace for everyone. Great post!

Assem, D. (2022, May 24). Employee resistance to change: Reasons, tools and application . https://www.linkedin.com/pulse/employee-resistance-change-reasons-tools-application- deena-assem/

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Unit 7 Discussion

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