Assessing Dying For Change

Strong leadership is needed during times of change. For the proposed change to be successful, a clear vision of the proposed change needs to be

I believe the average American’s view of death and the dying process has slowly changed throughout time. The slow change in our population’s view of death can partially be contributed to the negative view the media often casts on death and the dying process, as well as the lack of the connection many American’s have with their aging family members. In the past, family was often present during the aging and dying process. However, families are often nuclear units currently, and are not as involved as they once were. Rather than having a personal experience with death and the dying process and truly having a personal view, many individual’s views regarding death are often influenced by the negative portrayal in the media.

When initiating change, the role of top level leadership is vital and can be one of the most demanding elements of leadership. Leading change entails directing,

This assignment will critically evaluate change models and strategies with reference their effectiveness when implementing a change in an organisation. Justify and design an intervention which demonstrates how a leader can initiate this change. In order to address the subject of change one must grasp a full understanding of what it is change, change can be defined as "a necessity to adapt, stay relevant & survive" (Hayes, 2010).

John Kotter is the Konosuke Matsushita professor of Leadership at Harvard Business School and the founder and a principal of Kotter Associates in Cambridge, Massachusetts. Professor Kotter is the author of the General Managers (1982): The leadership Factor (1987) Leading Change (1995) etc. He is the best sellers among business books in the United States. Professor Kotter is also a frequent speaker at top management meetings around the world. Know days there are many different tools for leaders to use and create successful changes in today’s ever shifting environment. However, the economic and social changes force the need for major changes in organizations. Leaders are facing the need for change in transition to be successful, market changes and competition increase the need for transformation with specific strategies leaders and organization are looking for ways to keep up with the increasing change. This book titled “Leading Change (1995) by Kotter outlines an

There are many different strategies of change for the different organizations of today. Initiating changes to an organization, whether it’s a small change or a system wide change it can make many feel uncomfortable. There are many theories about how to complete the change. Some begin with leadership and change management. In addition, you can follow eight steps for leading change that will guide the leader on how to go about delivering it. These steps are create urgency, form a powerful coalition, create a vision for change, communicate the vision, remove obstacles, create short-term wins, and build on the change (Thompson, 2012). I like the eight-step process that was introduced by John Kotter in the book Leading Change in his 1995 book.

By studying the change management theories, techniques, and leadership styles to make managing changes successfully, it is necessary to attend to the wider impacts of the change.

A change in management according to a survey conducted a few years ago remains one of the biggest challenge facing firms (Bohlander and Snell, 2009). In my case, I was replacing an individual with whom team members had already established close rapport. Matters were further complicated by the fact that our leadership abilities were not identical. Our priorities could not also match. During the very first days, I had to contend with significant resistance to change. To ensure that the team did not fall apart, I had to develop strategies for dealing with the said resistance to change. I learnt that to effectively manage such resistance, one has to first identify and address the reason(s) for the said resistance. Next, I also learnt that the relevance

Editor’s Note: Guiding change may be the ultimate test of a leader – no business survives over the long term if it can’t reinvent itself. But, human nature being what it is, fundamental change is often resisted mightily by the people it most affects: those in the trenches of the business. Thus, leading change is both absolutely essential and incredibly difficult. Perhaps nobody understands the anatomy of organizational change better than retired Harvard Business School professor John P Kotter. This article, . originally published in the spring of 1995, previewed Kotter’s 1996 book Leading Change. It outlines eight critical success factors – from establishing a sense of extraordinary

In order to improve in this area, you may want to get some advice on: • the main models and methods for leading organisational change and their strengths and weaknesses • principles and application of risk assessment • how to use different leadership styles and behaviours for different circumstances • the political, bureaucratic and resource barriers to change, and the techniques for dealing with these • how to use different methods of communication in various circumstances •

Objective: The objective of this document is to provide a guideline to implementing procedural or organizational change. This document addresses the different types of change and how to address possible resistance. Depending on the type of change, each will have its own different type of resistance. This document should be used as a guideline to address the necessary steps required to ensure a seamless transition to organizational change. It should also be used to address any issues or concerns that may occur during the organizational change.

A second important aspect of a change leader’s style is how they are inclined to think and act during the change process. De Caluwé & Vermaak (2004) present five different ways of approaching change.

As an incoming leader to an organization that is in a state of stagnation, decisive and informed decision making needs to take place. One of the first things that will be looked at in this scenario is the different theories/change strategies that exists. The second thing we will be evaluated is how successful these change strategies are. The third and final thing we will look at is how different leadership styles effect the change strategy.

When incorporating change in an organization, it is useful for transition leaders to understand how change impacts people and how to minimize the negative reactions to change. All successful change initiatives follow a similar pattern or sequence. The first step consists of “unfreezing” the current way of doing things. This is the phase in the project where the burning platform for change is realized and the vision for a new way of operating is created. The second phase of change begins when it is time to begin energizing the workforce by involving more and more people in the change process so as to begin building ownership over the final outcome. This is also the point where it is critical to identify and secure early project wins. Ensuring that the right resources are provided for achieving early milestones will ensure that the project is perceived as a success.

Change is often seen as a destabilizing element, but it is necessary for a company to change since it enables to adapt to the environment and its evolutions. But before applying any change, the company needs to strategically reflect on the change management and implement a management team that will be able to support the contributors in order to anticipate and then fight the resistance to change.