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Read the article, “Are You Managing Change Or Leading It? (Links to an external site.)Links to an external site.” Based on the information in the article, the author explains that change is inevitable. Which of the four things suggested to create a culture that is compatible with change do you believe is the most important and why? The author explained the importance of having a vision. How have your past leaders shared their vision for change with you? What could they have done differently to be more proactive to change? Respond to at least two of your classmates’ posts.

Your initial post should be at least 200 words in length. Support your claims with examples from required material(s) and/or other scholarly resources, and properly cite any references

 

http://www.forbes.com/sites/jimblasingame/2013/06/05/are-you-managing-change-or-leading-it/print/

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Response 1Ver

The article offered insight that organizations that are consistently successful will revamp to maintain a culture compatible to change.  I believe that establishing a vision is the most important for organizations. I also believe it to be the drafting stage of such changes, because it allows executives to make plans, set goals; focus on objectives, thoroughly analyzing the “change, ” and creating a vision. Although, making a strong case is the initial step, but determining how to get there can be tricky without blueprints. Establishing the vision can promote understanding and long-term benefits of change, a process in which you can envision (Blasingame, 2013).

I hear about organizational or culture changes through the mouth of my boss. (That’s only because we’re friends). Executives typically don’t address changes with management unless it directly impacts my department. The last change consisted of the purchase of new development and partnership with a large home improvement corporation. It wasn’t until a year later when I was made aware that the partnership was in negotiations and didn’t appear solid. I think inviting employees to brainstorm with upper management would promote a healthier culture in the work place. Although, I am not invested financially in the firm, I would be the individual who interacts with the potential partner on a consistent basis. I believe that when working in businesses it’s always important to connect with employees by way of an open door policy, regular meetings and offering council.

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Reference:

Blasingame, Jim. (June 5, 2013) Are You Managing Change Or Leading it? Forbes Business. Retrieved from: https://www.forbes.com/sites/jimblasingame/2013/06/05/are-you-managing-change-or-leading-it/#d36fcff23c23 (Links to an external site.)Links to an external site.

 

Response 2. Mich

Of the four things mentioned needed to make change, I feel making a strong case is the most important. “Change must be accompanied by evidence of its importance”(Blasingame, J., 2013). When employees understand why the change is needed and agree with what management has planned, the other steps are easier to follow. In section 2.3 of the text, we read that understanding the trigger question is one of the first steps in identifying the changes that need to happen(Weiss, 2016, sec.2.3). By doing this, management also prepares themselves for possible questions from employees when they announce the changes.

In addition, having the right research completed prior to the change announcement allows management to have a stronger case to bring forward to the team. In this case, Action Research as discussed in 2.5 of the text is a good strategy to follow. The development consultant, whether internal or external, will follow the steps to present to the leadership of the organization which can then be shared with the rest of the organization(Weiss, 2016, sec.2.5). Being transparent as possible with employees helps with earning their trust and buy-in.

Trust is part of building a good culture within organizations. In previous companies, I have experienced changes where very little was shared prior to the changes happening, which made us question the change as a whole. A vision wasn’t created so nobody knew what we were shooting for. Morale was not good so the culture wasn’t there. Completing thorough research about how employees felt and wanted to be heard would have been a good step in being proactive in their actions.

In my current company, everything is about our culture and changes that are implemented keep us on track with our vision. The “open door” policy is in full effect and people feel value and heard throughout the organization. You could imagine that the culture is strong so when changes are made, most people jump on board rather quickly.

References

Blasingame, J. (2013). Are you managing change or leading it? Retrieved from: http://www.forbes.com/sites/jimblasingame/2013/06/05/are-you-managing-change-or-leading-it/print/

Weiss, J.W. (2016). Organizational Change (2nd ed.) [Electronic version]. Retrieved from https://content.ashford.edu/

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