Rider And The Rider Book Review

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 first step of changing the mind-set is about intellect the power and limits of mental models. The second step consist of testing the importance of people's mental models opposed to changing environment, create new models, and develop an integrated portfolio of models. The third step is overcoming obstacles to change by transforming infrastructure as well as people's thinking. The last step involves transforming one's life by immediately acting upon the new models within experimenting continuously, applying a process for assessing and strengthening one's models. These four steps will help Vernon and Bud feel more comfortable with the new changes. First, Vernon and Bud have to be concerned of their mindsets that are retaining them back once they achieved that then they can be tested on the new changes. Through reshaping their way of thinking they can achieve their impediments of change. Once they changed their old way of thinking and seeing the world, now they can rapidly act upon their new mindsets on how they see the new change. (Rowe, 2004).

We all recognize that change comes at a cost and that at each crossroad we have the opportunity to determine which road to follow. We can accept challenges, making them work to our benefit, or we can resist progress.

Deputy Superintendent Hayashi challenged the leaders to “Embrace change as an opportunity,” however, change is challenging because it requires changing people’s behavior. In Switch, the authors share the following three-part framework to guide us in situation where we need to change behavior: Direct the Rider, Motivate the Elephant, and Shape the Path.

In the book, Switch by Chip Heath and Dan Heath, the authors guide the reader through various difficult scenarios. In these scenarios, there was generally a person/or a group of people that needed to make a change in their professions or personal life. While each scenario varied in complexity, the authors assured the readers that their where steps anyone could take in order to analyze the problem and make a change. These steps included “guiding the rider”, “motivating the elephant”, and “shaping the path”. To guide the rider (the analytical part of a person), an individual needs to look for a bright spot (the positives in a generally negative situation), script clear-cut critical moves to change the situation, and make the goals is clear and

Change is difficult. Walking with people through change can be challenging and often draining. Bringing change, that persists is even harder. Most people resist even when they see the need for change and believe that it has to occur (p. 52).

The authors Dan Health and Chip heath has wrote this book “Switch How to change things when change is hard “ .This book helps you understand how we can make changes at every level, Individual, organizational, societal .It also talks about how we balance our rational and emotional mind in making decisions and categorize them in to small steps down to a path to attain a goal.

According, to text “The Other Riders” there were more riders like Paul Revere, Dawes, and Prescott. They were the ones that warned New England and more. Dawes visited these town to warn Dedham, Needham, Framingham, Newton, and Watertown. In the “Paul Revere's Ride”, Paul was the only one that alerted the town. He warned Lexington, and Concord. The riders used lanterns so they could know where they were coming from The signal was one by land, two by sea depending if the British were coming by sea or land. These are the differences and facts from the passages.

The chapter “Three Surprises About Change” excerpted from Cheap Heath and Dan Heath’s book Switch: How to Change Things When Change is Hard introduces the three components of change: situational, rational, and emotional. The authors use a Rider-and-Elephant metaphor to illustrate these components.

Some individuals embrace change while others resist even a slightest change. But this change is very important and it requires interventions for a successful

Resolutions are rarely adhered too. Even when the need for change is glaringly obvious most people give up early on in the game. The book Switch by Chip and Dan Heath acknowledges this difficulty in their subtitle ‘How to change things when change is hard.” Why do people find resolutions difficult to keep? How can they overcome the obstacles that block change? The book takes a good look at factors which sabotage change and successfully develops the science behind what leads to lasting change

Why are change initiatives so difficult. Many times People 's reaction to change relies upon their understanding or idea about change . Furthermore, according to their perception it is in their advantage they do not have any problems with accepting it . If it is unimportant or irrelevant to them, they have an attitude of unbiased towards change. If they tend to believe there is some kind of loss to them, they react to it. Moreover, the loss can be concerning their direct value or it can be concerning them having to make some changes in the way they tend to work or adjusting/adapting a different technique of doing the same. Hence, change initiatives are at times

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.

According to Palmer, Dunford, and Akin (2009) there are six different approaches to managing resistance to change which are, situational, let nature take its course, thought self-leadership, creative counters, tinkering, kludging, and pacing approach, and finally the power of resistance approach. While all of these different methods or approaches for dealing with change have positives and negatives, some are better than others. For example, Kotter and Schlesinger’s situational method is great in that it recognizes some situations need to be treated differently than others. However, they suggest that manipulation could be used and while they explain the dangers of this approach, its application is very limited and the rewards don’t outweigh the risks.

It is generally noted that Albert Einstein once said, “the measure of intelligence is the ability to change”. John Kotter embedded this mindset that continually adapting and evolving can lead to success within the novel Our Iceberg is Melting: Changing and Succeeding Under Any Condition. Kotter’s and Rathgeber structural organization allows change management to be introduced through a relatable fable highlighting the needed steps to properly manage a group dealing with change. Tone, approach, and mood management are amongst the areas defined as crucial in managing change and making it acceptable. Kotter also introduces what he defines as The Eight Step Process of Successful Change that are surrounded by the themes of Setting the stage, Deciding what to do, Making it happen, and Making it stick. This novel is the example of how to effectively manage change within an organization as well as individually.