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understanding and coping with change
understanding and coping with change
understanding and coping with change
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“Thought processes and relationship dynamics are fundamental if change is to be successful.” (Lynco Assoc.) People fear change because it pushes them out of their comfort zone. One of the greatest fears in the world is the fear of the unknown. Although fear can create a large amount of energy in a person, you can choose to use that energy in a positive manner and take control of the situation. Focus on your convictions; be confident in your abilities and be proud of the work that you do. Do not allow insecurities to damage your focus. Only you can set your moral compass.
Make an effort to see change as an opportunity to grow in a different direction and develop new strengths and insights regardless of external influences.
Although it is easier to react negatively and feel inadequate and to listen to negative comments from others, you have the power to change your perspective and so will your attitude change. Your new attitude will become contagious and you will have a positive influence on those around you (Richard. n.d.).
“Trust is earned by those who demonstrate consi...
For many, change is a cause for ignorance. Most of us fear the idea of change. When one is faced to deal with c...
Change is a double-edged sword (Fullan, 2001). Change is a word that might inspire or put fear into people. Leadership is challenging when it comes to dealing with change and how individuals react within the organization to the change. Marzano, McNulty, and Waters (2005) discuss two orders of change in their book School Leadership that Works; first and second. Fullan (2001) also adds to the discussion in his book Leading in a Culture of Change, with regard to understanding change. In Change Leadership, Keagan and Wagner (2006) discuss many factors of change and the systematic approach to change. Change affects people in different ways. Leaders need to be able to respond to the individuals throughout the change process.
As a person one might find that we follow a specific routine on the day to day basis. Sudden changes to these routines feels weird and out of place. In William Faulkner’s “A Rose For Emily” based in a fictional town called Jefferson taking place during the twentieth century. The time period is indeed an important factor because southern tradition was above all of the highest importance. This short story gives the audience details of life during that time in which they followed the values of southern tradition and the importance to never stray away from those traditions. The context of the story is laced with subliminal messages of humanities resistance to change.
Change is an inevitable process of life and often it can be extremely difficult to deal with. A change can be as small and insignificant as changing a habit, or maybe even as huge as switching schools or death. The Catcher in the Rye is a novel about the main character’s, Holden’s, journey of growing up. He experiences many varying types of changes. Holden is afraid of change and in many situations throughout the novel, he resists both change and the process of maturity. In J.D. Salinger’s The Catcher in the Rye, the motif of the Museum of Natural History is the main object that helps to develop the theme of Holden’s fear of change, and it is obvious that he fears change and complexity more and more as the story progresses, eventually resulting in him becoming irritated by even the slightest of changes.
Kegan, R. & L. Laskow Lahey. (2009). Immunity to Change: How to overcome it and unlock potential in yourself and your organization. Boston, MA: Harvard Business Press.
In today’s ever changing world people must adapt to change. If an organization wants to be successful or remain successful they must embrace change. This book helps us identify why people succeed and or fail at large scale change. A lot of companies have a problem with integrating change, The Heart of Change, outlines ways a company can integrate change. The text book Ivanceich’s Organizational Behavior and Kotter and Cohen’s The Heart of Change outlines how change can be a good thing within an organization. The Heart of Change introduces its readers to eight steps the authors feel are important in introducing a large scale organizational change. Today’s organizations have to deal with leadership change, change in the economy,
Unfortunately, most change managers may feel reluctant in sharing information with employees as they fear the unexpected events that may occur and threaten outcomes. Change managers are also apprehensive in communicating as they are scared their competitions be on alert or employees may leave due to fear. Hayes (2014), advises change managers to develop a communication strategy in order to better communication with employees. He identifies steps to take in order to create a communication
As a person who is for the most part uncomfortable with change, it is important that I find ways be a leader in a world that is ever changing. In order to be the best and most prepared leader as possible, it is necessary to be aware of one’s core identity and the values, talents, and strengths that are included in this. Consistent with the indications of Vaill’s term, “permanent white water”, the tendency of the world to change is unavoidable and “continual”. We as leaders must find ways to adapt and acclimate ourselves to these situations. Through the discovery of my core values, talents, leadership style, I will be able to develop an action plan to transform my talents into strengths and use leadership techniques to best accommodate my ambitions.
Graetz, F., & Smith, A. C. T. (June 2010). Managing organizational change: A philosophies of change approach. Journal of Change Management 10(2), 135–154.
Prevention of resistance is most effective when implementing change. Preventing the weight of inertia in a workplace allows the change to happen in a timely manner with minimal problems. As Lee (2004) emphasizes, leaders have the ability to effect change and performance. If someone is accountable for outcomes and poor habits, outcomes will improve. The manager must show a caring attitude over the process of change and welcome any positive innovation. This caring attitude will become contagious to the employees working under him and become a priority to them as well. Approaching the change in an accepting, open-minded manner can decrease the vulnerability and frustration associated with change. How the change is presented can make the biggest difference in the outcome of the change. The manager must show that blaming will be avoided at all costs. One will only ask why, not who, to avoid the feeling of belittlement. This can allow employees to become comfortable with voicing their opinions and mistakes, which can allow an even greater range of improvement. The manager must also encourage...
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.
Individuals when faced with any major change will be inevitably resistant and will want to preserve the status quo, especially if they think their status or security within the organization is in danger (Bolognese, 2010). Folger and Skarlicki believe that organizational change produces skepticism in employees which make it problematic and possibly even impossible to contrive improvements within the organization (as cited in Bolognese, 2010) Therefore, management must understand, accept and make an effort to work with resistance, since it can undermine even the most well-conceived change efforts (Bolognese, 2010). Furthermore, Coetsee states for organizations to achieve the maximum benefits from change they must effectively create and maintain a climate and culture that does not support resistance and rewards acceptance and support ( as cited in Bolognese, 2010).
I am the kind of person who likes to be in an environment that doesn’t change to often. I’m not a fan of jumping into something new. Adapting to change is one of the hardest things for me and it is the one thing that I need to work on the most. Change happens all around us every day and I need to learn how to deal with it. Change can be good. Change can be bad. It’s just what I’m going to have to work on to become a better leader.
Fear is usually the only thing stopping a person from changing. Whether it's fear of ridicule or judgment (usually from well meaning relatives who say things like, "Oh, what a nice idea, but you've never been much good at that sort of thing, dear"), or fear of failure (Why leave your boring steady job to start a business that might leave you bankrupt?), or simple fear of change itself (Things might be hard now, but at least you've learned to cope with this problem... a new problem would require painful adaptation.), people are afraid of achieving the very things they swear they want.
There are many aspects in change leadership and people’s fear is one of them. Working as team member in a company takes a long time to adapt to other team members and work productively. Those employees who cannot accept changes fast and adapt to new team members may have troubles to work effectively and may be causing stagnation of other workers and a...