Why should resistance to change be welcomed by leaders and not squashed? Why is it important that the resistant voices should be heard and not automatically squashed?
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Why should resistance to change be welcomed by leaders and not squashed?
Why is it important that the resistant voices should be heard and not automatically squashed?
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- Evaluating Change Leadership Your reading for this week provides an overview of the process for effectively leading and managing change. Consider your experience with an organizational change. The change may involve an organization in which you currently work or worked in the past or it may involve an organization other than a workplace. Select one of these two options: Option 1: Evaluate leadership effectiveness in Motivating Change and/or creating a Vision. What worked? What did not? What would you recommend?What can leaders do to prepare their organization to deal with unplanned change? What experienced change within organization can one expect? How can leaders prepare their employees?When organizational change is implemented by the organization and higher-level executives to lower-level leadership and/or management, why leaders should not reject resistance to change from employees? What several factors should influence someone decision that leaders should accept resistance to change and not reject it?
- Some people resist change, whereas others welcome it enthusiastically. To deal with the first group, one needs to overcome resistance to change; to deal with the second, one needs to overcome resistance to stability. What advice can you give a manager facing the latter situation? Please discuss completely. Make sure to discuss the items that make individuals resistant to change.Focusing on one of the examples you described in Question 1 identify the key stakeholders. How might senior management have identified the main areas of support or resistance to any planned change? Discuss how resistance to change should have been ideally managedInvolving Allies and Advocates at Levi’s Like Rakefet, Chip embarked on the change process with no illusions about the challenges of leading change and the work involved in engaging people in those efforts. In the following videos, Chip and his team walk us through the methodical work they did to engage people who were often hesitant and skeptical so they could mobilize the company to change. What might the impact on the organization be by not allowing excuses, not accepting even extenuating circumstances, and instead focusing on whether sales and profit were growing?
- Select the best answer from below. According to William Bridges, to deal with non-stop change leaders should: Sell solutions, not just problems. Learn about history to prepare for the future. Help people develop the mindset that change is the new norm. Align their identity with organizational objectives. Remember the past so you don’t repeat it.Imagine that you’re a manager who is preparing to advise your department of some upcoming changes. How would you deal with resistance to change when you suspect that employees’ fears of job loss are well founded?In general, a one-size-fits-all approach will not work when executing change within an organization. please share an example of a time a leader ignored a potential solution due to ego or pride.
- Use of Self is an OD concept designed to bring your whole self to the process of working with organizational change. The practice is designed to create greater self-awareness, recognize blind spots that may hinder effectiveness and allow intuition and perspectives to surface to guide and lead change. This concept, while personal in nature, is an essential component of organizational development and leadership development work. McKnight (2022) shares her experience of working in OD and being told that everything she needs to know is inside, her internal wisdom. Long (2020) believes combining self-awareness with mindfulness increases the effectiveness of use of self in OD work. Similarly, Moore Griffin (2021) offers a deeper purpose for heightened self-awareness and practical ways to develop use of self as life-long learning. After reading the articles and watching the video, respond to the following questions: What patterns of thought emerged from three different authors in…How can an understanding of change assist a leader?Illustrate your answer with a change model.As a manager, how would you deal with resistance to change when you suspect that employees’ fears of job loss are well founded? To tap into the experience of battle-tested soldiers, the U.S. Army began encouraging personnel from all ranks to go online and collaboratively rewrite some of the Army’s field manuals in a Wikipedia-like fashion. When the rank and file showed little interest, one retired colonel suggested that top leaders should make soldiers participate. Does coercion seem like a good way to implement this type of change? Discuss.