Change In Leadership Research Paper

This idea is to abandon perfection in favor of action. By forcing a decision-making process within a reasonable time frame, this allows the firm to “release the ship from the pier.” Riskin also correlates this rule to having a positive impact on the esprit de corps of the firm. This rule in particular allows firms that are struggling with introducing change to overcome this resistance. Another valid rule of Riskin’s seven is to “ask for commitment – not agreement” (Riskin, 2006, p. 30). This rule displays the need that not everyone in the firm has to be 100% on board with the impending change, but everyone has to be committed enough to the firm to go along with the change. This is invaluable advice for legal firms (such that I have experienced) which struggle to achieve change buy-in from select partners. With emphasizing the fact that everyone must be on board for what is best for the firm, it allows the reduction – or elimination – of possible sabotage efforts from people who are resistant to change. Riskin concludes, “fostering change in a law firm seems impossible because most Managing Partners treat the activities associated with such change as if they were component piece of a legal transaction.” All of these resistances can be overcome by following the rules outlined by Riskin.

The author’s key message. “The world moves at lightning speed these days, and we have to keep up as everything evolves around us: technology, culture, consumer preferences, the regulatory environment, societal values— even the climate. As the landscape changes outside of our organizations, we all have to be able to effect change within them.”(Clark, 2015, Kindle Location 110)

A fear of change blocks our minds to receive it when we have to, his

One of the main reasons people do not respond to change well is because it ushers in a plethora of unknowns. People tend to fear the unknown since they do not know how it will affect their lives. Will I need to change jobs? Will I be required to move? Will I have to provide and care for someone? These

One might say and rightfully so, that change is difficult to sustain. Yes, it is!

Change is a concept that many people in the world are uncertain about. The dictionary defines change as when something becomes different, it can be abrupt or gradual. Everyone experiences change, but more often than not people fear change rather than welcome it. In my opinion, change shouldn’t be feared or resisted but should be prepared for and embraced.

Changes that are described as rapid, abrupt and volatile are often termed as discontinuous changes because they result in sudden and overwhelming changes in the world (Wilson 1976; Pullen, 1993). Discontinuities are the product of discontinuous change and create products that are obsolete because they no longer fit in with the expectation of the world and the consumers that purchase them, or it can create them, as there is a pragmatic switch to the requirements of society (Deeg, 2007). Discontinuities

Change is very personal and if different for each person. Some people embrace change and are willing to move forward with the times, while other may feel too comfortable to move on.

You need these people on your side. It is important to get them to understand how this change will eventually help them better perform their job or how it benefits them.

I know that many people struggle with change, including me. Change often comes without a warning and catches you off guard, but it is not always a bad thing. Change can make things exciting and test your limits.

People resist change for a good reason. Everyone is under great pressure to meet targets and, to be

It is in human nature to abhor boredom and predictability that result from daily routine .Yet , when it comes to making changes and venturing out of one ‘s comfort zone , most people will feel inclined to resist change, despite their prodigious desire to implement it .So why do we resist change ?

Individuals resist change because the change may threaten their economic security, they fear the unknown, the change threatens their social relationships, they are comfortable in the current way of doing things, and they fail to recognize the need for change.

Kevin’s experience is a microcosm of the experiences many people and organizations go through and must adapt to. Over the past several hundred years, humanity has lived in a changing world. And the rate of change itself is accelerating. In the sphere of human knowledge alone, there has been an exponential growth in technology. Overlay on to that the major social and legislative changes and it is no wonder that change is occurring at dizzying rates (McConnell, 2014). Given this reality, who is best able to adapt, innovate and manage change? Leaders

1. James O.Keener at his book (10 Good reasons why people resist change: And practical strategies that win the day) wrote that people in general have 10 different reasons to resist any changes these reasons are