Our Time Here at Berks

People generally like to stay in their comfort zone, they do not like changes. However, change is a necessary part of life, we see change in nature every day. Change can be positive or negative. We can choose to embrace the change or reject it, we also can choose to allow the change to have a negative or positive impact on our lives. Helmstetter lists six steps when dealing with change. First to recognize the change, then to decide if you are going to accept or reject the change. The next step is to choose your attitude toward the change, then choose how you are going to deal with it and what actions you are going to take. The last step is to evaluate your progress of accepting the change (Lamberton and Minor, 2012)

Change should be seen as a challenge and embraced with enthusiasm (Marquis & Huston, 2012). In my professional and personal life, I view and respond to change as a way to make improvements to existing regulations and circumstances. I embark upon the quest with determination to succeed at whatever task is presented to me. Life without change can become unchallenging and stagnant (Marquis & Huston, 2012). As society and technology advance, you must incorporate the necessary transformations that arise with it.

“The images, metaphors, or frames that we hold, both of managing and of change, influence our ideas of what we think managing change is all about” (Palmer, Dunford, & Akin, 2009). As people we all see through our own eyes, we call see a different perspective and have a different reaction to what is coming next. As human beings we react differently to situations. Situations of change are transitions that some are able to adapt to quickly while others have a hard time. Being the leader of that change can be difficult and helping make a change does not come easily or effectively. Keep and Newcomer (2008)

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)

Part three of the book “Beyond the Wall of Resistance” has two chapters and the title of part three is, “Narrowing the Gap the Next Time”. The first nine chapters of this book gave information on planning and implementing successful change. The final two chapters expand the information on change as it relates to hiring, monitoring the work of consultants, and selecting people to lead within the organization. Chapter ten, entitled “Expanding Your Ability to Apply What You’ve Learned”, gives a range of ways to apply the Cycle of Change and the three levels of support and resistance.

Change can be unnerving for everyone, but how one approaches it determines an ultimate outcome. Growing up in a society filled with opportunity and acceptance is an eye opener to how I can be a helping factor to a completely new atmosphere. Every community has its own unique characteristics, and being able to add to them helps improve the unity as a whole. These positive aspects require the acceptance of change and diversity, as well as commitment.

In regards to outstanding projects I’ve been working on, many of these are with people I’ve established relationships with and my reputation is involved. I will work to bring them to a close and/or provide a clean transition to

I know that time is of the essence for all of you, so after our time together yesterday I spent some time talking with some of our staff and key leadership, filling them in on our conversation. After thinking and considering further overnight, we touched base again this morning with the same consensus.

Being ready for the resistance and making sure the solutions fit the existing culture are the keys to making change work. It’s important that the new way

Dan Heath and Chip Heath in this book are addressing what should be done to make the needed switch to accept the desired or needed change. The authors used a nice metaphor illustrating the brain as the Rider and the emotions as the Elephant, while the Rider and the Elephant are in consistent conflict to pick or accept the right direction for the change journey to make it to the final destination. The battel between the two is mainly whether we can make the journey or it’s not worth the efforts and stay where you are just live with the status quo because your team, the community is unable to try the new journey. The authors are providing some guidance to mitigate this vital conflict, to balance and compromise the needs and the fears of the Riders

In this week’s discussion forum, the topic is dealing with change. Consequently, the older I have become, I have learned to accept the facts that changes will come and it's often necessary for growth, healing notwithstanding, for forthcoming success. When the demand for changes arrives in the professional world, I really don’t have any problems dealing with changes, because of my earlier, educational background in Human Services, I have identified and accepted my core purpose as being an agent of change. Accordingly, upon graduation, I was empowered with the vision and drive that lead me to believe that ‘I MUST BE THE CHANGE’ that I wish to see in this world, per Gandhi. Nevertheless, when I work in the corporate world, giving an order, or following one, is a mandate, and compliance of my work practices and responsibly.

The need for each individual to recognizing and accepting change has in fact become such a mantra, and been given so much lip service within the organization, in recent years, that it has nearly lost its meaning from over exposure. This may be due in part to the fact that many of the leaders feel the need to affect changes simply for the sake of making changes. Things that they can then lay claim to and take credit and receive potential recognition for. Every leader in turn steps in to affect their own series of changes during their short tinier in change, with little thought to the long term effects on those who must live through all this unnecessary and relatively disruptive turmoil. This is because few of these leaders have taken the time to identify and exact meaningful, necessary and therefore truly lasting positive changes. No, instead the vast majority is change simply for the sake of change and the turmoil that accompanies

I continue to give updates on the “Moving Up” report and help leadership with any questions related to this report. The report is highly successful and is a great tool for leadership, Patient Experience consultants, and the participants of the program. This report will be vital towards leaderships of the department and the participants to monitor their improvement. Working with the Patient Experience department, the participants have action plans that will hopefully help their respective areas see improvement in their satisfaction scores.

From the issues raised in the section above, it can be seen that change is complex and there is not a single solution. However, a number of key areas of focus emerge.

With change comes challenges and those challenges usually scared people and make them resistant to change. Change is uncomfortable to many people because it makes them feel vulnerable regarding being in control and uncertain about their future (Lussier, 2015). Change can interfere with people’s autonomy and lead people wondering and assuming the worst. The challenges change brings is not only for the employees but for management. Management has the challenge of trying to get the employees to buy-in to the changes and