COMMUNITICATING CHANGE Discussion

Instructions I NEED TO RESPOND TO A CLASSMATE

THE POST BELOW IS A DISCUSSION POST WITH THE TOPIC OF THE WEEK. I WILL ATTACH THIS WEEK’S LESSON, LINKS, DOCUMENTS, SCREEN SHOTS. PLEASE REFERENCE THE BOOK, MOSTLY.

THIS WEEKS POST TO ANSWER:

Communicating change before and after implementation can be challenging for organizations and, in some cases, more complex than implementing the change itself (Palmer et al., 2022). The primary challenge centers around the level of involvement employees have prior, during, and after a change(s) has taken place in an organization. There is a difference between disgruntled staff who are disengaged and actively disengaged. Therefore, leaders must address employee concerns, and allow for employee engagement throughout the change process. Answer the following questions in your initial discussion post:

• How comfortable are you with accepting unanticipated organizational changes?
• How might leaders support employees in adopting new behaviors aligned with organizational change efforts?
• Share an example where embracing a growth mindset helped you adapt to an organizational change.

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CLASSMATE ANSWER AND WHAT NEEDS TO BE RESPONDED TO:

Hello class,

I find myself being comfortable with change to a certain extent. When change comes as a blind side or as a complete revision to my current responsibilities, then I find it very difficult to mentally adjust to the change. When change is gradual with a fair warning and a healthy dose of reasoning behind the change, I can adjust more easily with logic being applied.

Leaders can support the change and also support the organizational behavior by addressing the two concerns I made above which is the communication and the reasoning. Oftentimes, the change is already taking place before there is time to grasp what is really going on. A great leader can support the employees through this tumultuous period as well. According to the text, a transformational leader involves the four I’s: Intellectual stimulation, Idealized influence, individualized consideration, and inspirational motivation (Palmer, 2021). These concepts can help soften the blow and increase productivity through the principles on which they are based.

An example of a growht mindse tin my own experience comes from my current role in my company. We recently had a buy-out and we are goign through a merger with another company. Although this period was initially nerve-racking, there were underlying positives that came from combining the two companies. The most significant was the increase in product types we are now able to sell. This mindset reminds me of the phrase “adopting a positive lens” from the four connotations (Cameron and McNaughtan, 2014, as cited in Palmer, 2021). This mindset looks forward past the present change and helps me stay motivated through the turbulance as those factors are out of my control.

Reference:

Palmer, Ian. Managing Organizational Change: A Multiple Perspectives Approach. Available from: devry, (4th Edition). McGraw-Hill Higher Education (US), 2021.

THE BOOK IS Palmer, I., Dunford, R., & Buchanan, D. (2022). Managing Organizational Change: A Multiple Perspectives Approach (ISE). 4th Edition. McGraw-Hill.