Leading Change Paper

Leading Change Essay
Leading Change| | Mike DiBenedetto| The best way to summarize this book is to dissect it into three parts. In part one the book discusses the change
problem and its solution. This part focuses on two main topics; 1) Transforming organizations and why firms fail and 2) successful change and the
force that drives it. Part two discusses the eight stage process in transforming an organization. Finally, in part three the book discusses the implications
for the twenty –first century. Identifying the change problem can be difficult but driving solution is even more challenging. There are eight mistakes
that companies make when trying to change an organization; 1) Allowing too much complacency; 2) Failing to create a sufficiently... Show more
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They must understand their competition and how they fit into the market they are competing for. Management must also identify low hanging fruit
opportunities as it is a great way to strike quickly. Then they must move to step two quickly in order to put the plan in action. In step two, upper
management must identify the right personnel to drive the change. These individuals must have a high level of experience and be respected by the
people on the ground level. If approached by white collar corporate types far removed from the action, people will not feel motivated to put forth the
effort required to make the change. This group is referred to as the guiding coalition. With the team in place it is time to develop a vision and a
strategy. In step three the vision and strategy are developed. The vision is developed with the idea of where the company needs to go in order to
succeed. Management will use the identified issues and opportunities in order to determine what actions to take. After that the strategy is formed in
order to execute the vision. Now for the hard part, communicating the change vision. Step four is very difficult because people are resistant to change.
If the change vision is not communicated properly people will lose interest quickly. The guiding coalition must be very specific and honest in
communicating the vision. The communication must be repeated
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Leading Managing Change
Leading and Managing Change is important. Leaders should be always be prepared to address the changes when needed. Things can change any
second, people need a leader who can advocate change smoothly without any abruptions. Like said in (Lussier, R. N., & Achua, C. F. 2013 Chapter
11 Pg. 395) in this era where things are very competitive and complicated, strategist should respond quickly to the changing marketing needs. Mr.
Barack Obama as the president of United States keep himself well informed with the market situations and respond whenever needed. Like mentioned
in (Lussier, R. N., & Achua, C. F. 2013 Chapter 11 Pg. 395) leaders belonging to any organization of any part of the world have the responsibility to
...
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I could certainly put forward the plan to my managers and they can push it forward to the top management team. As a part of a cross functional team
this gives me more motivation to suggest a change and also see the change being implemented. Bringing this change will not only increase the sales
of our product but will also increase our market share, making us standout than our competitors. I really liked the idea of life long learner mentioned
in (Kotter, J. P. 2012 Chapter 12), it is important to be a lifelong learner. The qualities of a lifelong learners are the following:
1. Risk taking
2. Unbiased and honest assessment
3. Collection of information and knowledge
4. Good Listening Skills
5. Appreciates new ideas I would certainly like to apply all these qualities in myself. It is difficult to implement these qualities in real time scenarios
but like it is said practice makes man perfect and individuals can become good leaders with practicing these habits. Imbibing these qualities will not
only shape me as a good leader but will also make me a good human

Leading Innovation & Change
Leading Innovation and Change
Final–term essay
March 15th, 2012
Effective words – 5262
Table of Contents Introduction3 1.Critical literature review of theories of innovation and change4 1.1.Why innovation is critical for an organization?4
1.1.1.Creativity4 1.1.2.Definition of invention5 1.1.3.Definition of innovation5 1.1.4.Why innovation matters7 1.1.5.The driver of innovation7 1.2.How
to innovate8 1.3.Moving from innovation to change8 1.3.1.What change is about9 1.3.2.Type of change9 1.3.3.Change management9 1.3.4.Resistance
to change12 1.3.5.Change – People impact12 1.4.Leadership skills for innovation and change13 2.Critical analysis of practical examples of changes15
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Goggin and Mitchell (2010) states that "Comparing the various definitions of innovation, it can be seen that there are several common elements what
is changed (such as product or process changes); how much is changed (whether it is completely new or only perceived as such); the source of the
change (sometimes technology); the influence of the change (for example, its social or commercial value)"
Elster (1983) defines innovation as "the production of new technical knowledge"
Innovation is normally used to denote the process that takes place when a product or a process is developed, from idea to market; the concept of
invention only denotes the process that takes place when new ideas or solutions are generated. Baumol (2002) argues "is it possible to have lots of
inventions and still lack innovations. Nevertheless, inventions are a necessary precondition for innovation".
2.2.4. Why innovation matters
As Albert Einstein said, "If you always do what you always did, you will always get what you always got." This quote is applicable for organisation
and fully underpins the value of having a culture of innovation in order to meet short, medium and long term objectives.
Tidd and Bessant (2009) argued that "Unless an organization is able to move into further innovation, it risks being left behind as others take the lead in
changing their offerings, their operational processes or the underlying models that drive their business".
The aim for an organisation to innovate

Leading Change Paper
University of Phoenix
A manager needs to understand the interdependency of departments, internal partnerships, and the influence of power and politics to effectively
manage across the organization. Effective managers use various political tactics to increase their power within the organization to coordinate and
support the work of their peers and subordinates to meet company objectives. Managers regularly acquire and use power. Power–oriented behavior has
an impact on managerial career progress, on job performance, on organizational effectiveness, and on the personal lives of employees (Obholzer, 1995).
It involves the combined topics of power, influence, authority, and organizational politics. When running an organization, all these... Show more
In case of Good Sport it restructured the organization, established formal channels for information sharing, granted flexibility and increased budget
setting authority. The company also uses the organic structure for ensuring that the resistance from sales and production that is seen in the simulation
of Managing across the Organizations is overcome. The production and sales responsibility is not given to the company workers from the top they
come from the different project leaders. Organizational culture is the personality of the organization. Culture is comprised of the assumptions, values,
norms and tangible signs (artifacts) of organization members and their behaviors. Members of an organization soon come to sense the particular culture
of an organization. Culture is one of those terms that are difficult to express distinctly, but everyone knows it when they sense it. For example, the
culture of a large, for–profit corporation is quite different than that of a hospital which is quite different that that of a university. You can tell the culture
of an organization by looking at the arrangement of furniture, what they brag about, what members wear. Typically, the concept of organizational
change is in regard to organization change, as opposed to smaller changes such as adding a new person, modifying a program, etc. Examples of
organization–wide change might include a change in

Dr. John Kotter's Leading Change
In 1995, Dr. John Kotter introduced his vision for effective change management in his bestseller, Leading Change. Since then, Kotter's 8 Step Change
Model has become the definitive tool for leaders wanting to effectively introduce new ideas and innovations into their business model.
Change management within an organization can be difficult, many employees will be reluctant or outright belligerent towards any change to their
status quo. Kotter's technique aims to transform a controversial or radial change, into a positive outcome for employees and employers. The 8 Step
Change Model involves:
1.Creating urgency
2.Forming a powerful coalition
3.Create a vision for change
4.Communicate a vision
5.Remove obstacles
6.Create short term

Leading Strategies Change at Davita
Project: Leading Strategies change at DaVita: The Integration of the Gambro Acquisition Course: MGT 215 Submitted: 7thDecember, 2011
Acknowledgement ......................................................7 Introduction.................................................................8
Synopsis..................................................................9–20 Conclusion.....................................................................23
Bibliography...................................................................24
Acknowledgement
I would like to thank God for the strength he gave me to do this course. It was a challenge but through it all he brought me to the end of twelve weeks
of studies. I would like to thank Mr. Veron Johnson for the patience and time he took to impart his knowledge to... Show more content on
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He recruited Harlan clever, to be the chief technology officer, David Barry to be COO (chief operating officer) and Doug Vlchek to lead the
organizational change and culture building efforts. When he came to lead the company October of 1999, the organization was in a mess. It had
financial operational regulatory and moral difficulties." They were technically bankrupt, and being investigated by SEC, they were sued by
shareholders, had turnovers at twice our current level, was almost out of cash and in general, wasn't the happiest of place."(Thiry)
Thiry and his colleagues begin assessing the talent in the company, moving people who could not perform and hiring people who could "get stuff
done" (GSD remained a popular acronym in the company; being considered "good at GSD" was the highest compliment a teammate could receive)
persons were sent to the billing office, to work on collections and to fix the cash flow problem. In May 2000 more than 400 clinic managers, plus
people from corporate headquarters assembled in Phoenix Arizona, for the first of what has become an annual ,corporate–wide meeting. At this first
meeting suggestions for a new name for the company were presented. The company's teammates, the board of directors and senior management
collectively voted to chose the new name "DaVita" which in Italian phrase which means "to give life or he/she gives life." At this

Kotter's 8-Step Process For Leading Change
Introduction It is a difficult task when soliciting buy–in from subordinates in an organizational change initiative due to an inherent resistance to change.
This synopsis will present three change tactics that are commonly used to engage employees in the change process and they are: Kotter's 8–step
Process for Leading Change, the Change Management Foundation Model, and Deming's Plan–Do–Check–Act model. It will also discuss why
organizations should use benchmarks in the change process. This document will conclude with a summary of this discussion.
Change Tactics There are various tactics that are used to get engage employees in the change process. Presented are three of the most common tactics
used in the engagement process. It must be noted ... Show more content on Helpwriting.net ...
(2015). Using kotter's eight stage process to manage an organisational change program: Presentation and practice. Systemic Practice and Action
Research, 28(1), 51–66. doi:http://dx.doi.org.lopes.idm.oclc.org/10.1007/s11213–014–9317–0
Kinney, R. M. (1992). Leadership through vision. The Journal for Quality and Participation, 15(4),12. Retrieved from https://lopes.idm.oclc.org
/login?url=http://search.proquest.com.lopes.idm.oclc.org/docview/219170178?accountid=7374
Bushell, S. (1992). Implementing plan, do, check and act. The Journal for Quality and Participation,15(5), 58. Retrieved from https://lopes.idm.oclc.org
/login?url=http://search.proquest.com.lopes.idm.oclc.org/docview/219169994?accountid=7374
Boxwell, R. J. (1994). Benchmarking for Competitive Advantage. New York: McGraw–Hill.
Fifer, R. M. (1989). Cost benchmarking functions in the value chain. Strategy & Leadership, 17(3),

Case Study Of Mullen Rhoadsrmgt7110-4 : Assess Leading...
Mullen–RhoadsRMGT7110–4: Assess Leading Change, Groups, and Teams
Organizations frequently experience change for a variety of factors including consumer demands, competition, technological advances, a desire for
organizational growth, to improve processes, and government regulations (Langley, Smallman, Tsoukas, & van de Ven, 2013). Organizations that
endure and prosper are often the ones that easily adapt to change. Leaders can facilitate change at the organizational level as well as within group and
teams (Langley et al., 2013).
The Importance of Top Level Leadership When initiating change, the role of top level leadership is vital and can be one of the most demanding
elements of leadership. Leading change entails directing, ... Show more content on Helpwriting.net ...
When the goal of change is to modify attitudes and values, rhetoric for transformation, training curriculums, team–building endeavors, and cultural
changes are often implemented. Research has suggested that when roles, attitudes, or values are being modified fairness and ethical behaviors on the
part of upper level management are keys to successful change (Marzucco et al., 2014; Shin, Sung, Choi, & Kim, 2015).
Technology
Frequently, organizational leaders introduce technology as a method to improve overall performance (Kapoor & Lee, 2013; Yukl, 2013). Technological
changes are often seen in areas such as information systems, inventory and order processing, sales, and workstations. Although technology may be
necessary for an organization to remain competitive, without modifications to the roles, attitudes, and values held by members of the organization the
introduction of technology can be challenging and offer limited success (Kapoor & Lee, 2013; Yukl, 2013).
Strategy
Organizational changes are often initiated because of an adjustment in strategy (Yukl, 2013). Examples of strategic changes include the introduction of
new products or services, entering new markets, or changing or adding partners, suppliers, or distributors. Because strategic changes often require
multiple changes in roles, attitudes, values, and technologies, this type of organizational modification can be especially difficult to implement and
sustain (Szabla, 2007; Yukl,

"Leading Change" Simulation
Organizational Leadership and Change Management LDR/515 "Leading Change" Simulation
By:
Angela Cassidy, Carl V. Gibson, Angela Hairston,
Trey LaRoe, and Troy Neumann
Mentor: Mr. Bruce W. Webb
Date: June 4, 2007
Week Four Leading Change
"Leading Change" Simulation Exercise
Run the "Leading Change" simulation found on your rEsourceSM course page as an individual before meeting with your Learning Team. Then, as a
team, complete the following assignment.
Cultural barriers to change can cause the most well–planned change management process to fail. This 1,250–1,500–word paper will focus on
recommending what management strategies are necessary to identify and overcome commitment barriers. You will... Show more content on
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Hiring a consultant to determine which departments have the greatest resistance to change will allow for CrysTel 's leadership to address specific
behavioral indicators in order to successfully implement organizational change as needed.
In Workplace Change: Managing Workplace Change, Becker, Tennessen, and Dahl state that some implications to organizational change are:
"В…addressing concerns about job security and the workplace, increasing change acceptance, identifying the benefits of the change and create
incentives for acceptance, perceive management commitment for satisfaction and commitment to the new workplace strategy, broadcast information
through interactive dialogue, explain broad goals, and discuss personal implications" (1997).
These implications can result in both positive and negative effects within an organization depending on the way change is handled in an organization.
Becker et al, also state that the most common question employees will have, when it comes to change, will be, "How does this affect me?"
(Workplace Change: Managing Workplace Change, 1997). In order for employees to feel as if management has considered the implications of
organizational change on employees, leaders and managers should avoid the following common mistakes when managing workplace change:

"В…do not rely on formal presentations and written materials; do not assume that since you 've "told them already," you don 't need to tell them again;
don 't assume that change

Personal Narrative-The Tower Of Terror
It was around 5 in the afternoon. The air was crisp, we sat on a bench in front of a contraption full of screaming children and blaring calliope music.
The sight of all the lights around me was overwhelming, I had to squint to prevent myself from going insane. Something about it was enjoyable, in
its own twisted way. Along the streets beside us we saw giant mice marching around and being followed by hoards of tiny humans. All of the
aspects this estate had in store were beautifully put together. I had spent hours wandering around the vast lands of Disney with my brethren beside
me. We had gone through all of its obstacles. All of its obstacles but one. The tallest spectacle of them all. A towering attraction known to induce
horror inside of anyone who dares to enter its grasp. It is widely known among the public, but only few are fearless enough are fearless enough to
face the dangers of: The Tower of Terror. My company was exhausted. Having been awakened in the wee hours of morning took a toll on everyone
involved. We had... Show more content on Helpwriting.net ...
I sauntered down Main Street U.S.A, greeting the gentle giants that walked my way and maneuvering through the dense crowds of people. Eventually I
made it out the border belonging the Land of Disney and got to the gates leading to California's Adventure, that also happened to be owned by
Disney. Upon my arrival, I was greeted by an American soldier clad in blue protective gear, wielding a silver and rouge shield with a star in the
middle. I took this as an omen that would protect me on the rest of my journey. I could now see the tower clearly. I was less than half a mile away. I
trudged on, until I finally made it to my destination. There it stood, the ginormous building greeted me with its cold arms with the help of a man
attired with clothes that resembled those of a bellhop. The man asked how many people were in my party, to which I gallantly responded with a single

Leading Through Change
Leading Through and Beyond Change | L7451 A01
There are many reasons that change can or must occur within and organization. The key will be in understanding the organization and the prospective
change. According to Mangundjaya (2015) "there are many variables that can influence the success of organizational change, such as the content of the
change, the process of the change, individual characteristics, leadership, external environment and organizational context" (p. 67). Organizational
change has the potential to successfully align an organization with its goals or completely derail any future success and progress. It is important that
the organization takes the proper steps to prepare for, implement, and evaluate change.
I believe that a key to leading through, and accepting, change can be effective communication. Although everyone may not be able to accept change,
they should make that decision with proper information on hand. Fullan (2015) stated that "Consistent communication during implementation is
essential to getting the collective clarity and energy necessary for success. Communication sticks best when it is close to action in time and place and
is frequently ... Show more content on Helpwriting.net ...
The company itself has implemented change on all levels in the recent years, the perception of change has been to consider it whenever necessary or
obligatory through federal guidelines. The organization justifies many of the changes as a way to improve the service provided to the students, and
with many of the changes implemented, it does just that. One of the changes that is currently happening is the change from a private organization into
a non profit. This change is going to be good for the organization, especially with the issues that for–profit higher education schools are facing, and also
for the students as they may be able to have access to more resources for

Student #: 110098988 Leading Innovation and Change Assignment 1 (Draft) October 27, 2011 I confirm I have read the University regulations on
plagiarism, and that this assignment is my own work. Word Count: 2536 TABLE OF CONTENTS
Introduction:.........................................................................................Error!Bookmarknotdefined.Whatarechange,creativityandinnovation:..........................E
Thus, the challenge for all organizations today is to develop systems and/or strategies that will enable them to become even more innovative
around the issues of creativity, change and innovation. How well they do this will determine how well and how far the organization evolves in
the future. What are innovation, change and creativity? Wikipedia simple definition of innovation is "to renew or change." The Shorter Oxford
Dictionary (cited in Hayes, 2002) defines change as the "substitution or succession of one thing in place of another." Von Stamm (2008, p. 1)
posits that "creativity and innovation are [often] used interchangeably." Von Stamm (2008 p. 2) goes on further to say that "creativity is an
essential part of innovation." Innovation has been described by Boak citing West et al (2003, p17) as "the introduction of new and improved ways
of doing things at work" and the process of "applying ideas, processes, products, or procedures, which are new to the people and places where you
are introducing them (Boak 2010). Adair (2007, p. x) ups the ante when he states that "innovation calls for a special form of creativity." Adair (2009,
p. 17) states "to innovate means . . . to bring in or introduce something new." Adair (2007, p .x) points out that innovation is the key to winning and
keeping leadership in world markets." Von Stamm (2008, p. xi) posits "innovation, creativity and design are . . . amongst the most frequently used
words in business

Leading A Team Into Change Essay
ESSAY LEADING A TEAM INTO CHANGE SUBMITTED BY BHARATH KUMAR CIB0000243 2A, DHSM LV7 TO KAYLENE TRIBE DUE
DATE– 12/12/14 I would like to start by defining the leadership, which I believe is a quality or discipline that a leader should possess in order to
guide people or organisation towards goal setting, maximise their efforts and achieve the proposed goals. A leader is an ideal mentor or pioneer
who leads by examples. Leader encourages, promotes and strengthens the qualities of the followers, so that they can perform with their maximum
potential. . Successful leaders have the ability to set and accomplish testing objectives, to make quick and definitive move even in difficult
circumstances, to outflank their competitions, to go out on a limb and to persist despite failures. Clinical leadership (Barr & Dowding, 2008) is a
whole new concept which can be implied to an action by a leader which is intended towards the well being of the patient and better healthcare. This
can be achieved by encouraging and educating the staff and designing quality service plan for the clients. I am the leader of a team which is the part of
the Aged–care health provider

Leading Effective Change
Drawing on theory and practice from the programme on leading effective change, critically review your style of working with others, and consider
how your approach to thinking and acting has affected your impact in your work. What have you learned about leading effective change? "The real
voyage of discovery consists not in seeing new landscapes, but in having new eyes" [Proust, 1932] Introduction It is difficult to fully convey the
knowledge and skills I have acquired over the past 11 months, and the increase in awareness of both my strengths and weaknesses that I have gained.
Before participating in the Darzi Fellowship, my major focus was to fulfil the requirements for a good consultant post. My main motivation in applying
for the... Show more content on Helpwriting.net ...
Had I taken the time to consider all stakeholders, appreciate the value of their knowledge, and involve them in design and implementation of
innovations, there may have been a more positive environment for change, and enhanced ownership and sustainability of any new initiatives. "We have
no choice but to invite people into the process of rethinking, redesigning, restructuring the organization. We ignore people's need to participate at our
own peril. If they're involved, they will create a future that already has them in it. We won't have to engage in the impossible and exhausting tasks of
"selling" them the solution, getting them "to enroll," or figuring out the incentives that might bribe them into compliant behaviours." [Wheatley et al,
1996] Following these incidents I established a forum for all OPD staff members to discuss issues which they felt required change and that would
impact the operation of the department. There was a two way communication stream between this group and my subgroup, with different members
attending the meetings and feeding back each week. Increased involvement of all staff in the development of change made them feel more appreciated
by the organisation. This improved morale and providing an invaluable source of information regarding how we might further enhance OPD

John Kotter Leading Change
The 2012 edition of Leading Change by John Kotter is an expanded adaptation to his 1994 Harvard Business Review article, "Leading Change: Why
Transformation Efforts Fail." Dr. Kotter is well qualified in the field of change management. He has a MS in Management from MIT, a doctorate from
Harvard Business School, and was a full–time professor from Harvard. Furthermore, Dr. Kotter is a co–founder of Kotter International, which applies
his research and advisory services for clients. He has written several books and published numerous articles in professional journals (Kotter
International, 2015). Twenty–one respected scholars and professionals peer–reviewed Leading Change. This book is a culmination of decades of
research and experience on change efforts within a broad range of organizations. For each step, Dr. Kotter provides techniques, examples of failure in
change implementation, and examples of success (Kotter, 2012). Ultimately, it provides a framework for change as John Kotter's Eight Stage Change
Process.
The book has three parts. The first part discusses change as a necessary component for an organization to stay relevant. Handling initiatives rapidly are
necessary in unstable environments. Certainly, the provided common errors of change imply significant consequences (Kotter, 2012). Dr. Kotter defines
Considering the years of research and multiple peer–reviewed publications by the author, a reader can definitely accept the conclusions and techniques
provided. An excellent framework for change management is provided and is a great place to start considering the challenge and obscurity of the subject.
The methodologies for implementation are presented clearly. In addition, there are proven examples on successful implementation presented, albeit
anecdotally, and backed by solid research. Indeed, Dr. Kotter's research sets the foundation for further research on the

Leading Organizational Change At The Lao Tzu
LEADING ORGANIZATIONAL CHANGE
WONDIFRAW WOLDE
DR. DEBORAH HEDDERLY
MBA 610
ROSEMAN UNIVERSITY
06/09/2016
"There is nothing noble in being superior to your fellow men; true nobility is being superior to your former self." Lao Tzu
LEADING ORGANIZATIONAL CHANGE In my first yearleadership paper in which I was expected to reflect on the various ethical systems used
by a leader in decision making, I tried to explain how I got the inspiration to be a leader and hit on some important issues on how I could make better
decisions using the leadership skills that I learnt from my first MBA ... Show more content on Helpwriting.net ...
The team that I am leading needs to be energized by the feeling that change is needed right away. I will show them a good comparison of what the
organization is now and what it will be after I introduce the necessary changes. The changes will include bringing about new vision to the organization
which helps the organization to expand and be able to meet new set of goals making it more profitable than it was before, a plan to raise the bar for
quality of production and better services. I will make sure that the teams in that organization not only just see the changes, but also benefit from the
changes made.
I will also make sure that all the ideas of the change are well communicated and that a common understanding is reached before applying the change.
This is what creates the energy that empowers the team members to make a change and embrace the change as it is implemented.
The second step that I will follow will be to establish an effective guiding coalition to make sure that despite the various obstacles and resistances that
the change process might go through it will remain solid and that the change effort is well empowered and is kept on target through its various stages.
The guiding coalition will have the right mix of individuals from different levels of the organization are chosen by the different teams of the

organization and who are believed to have characteristics of credibility, leadership, and the necessary

The Perils And Pitfalls Of Leading Change Tma01
Question (1)
As Alan Murray write in his essay "Guide to Management" "The manager's job is to plan, organize and coordinate. The leader's job is to inspire and
motivate".
Ref: Adapted from "The Wall Street Journal Guide to Management" by Alan Murray, published by Harper Business.
Since leadership and management must go together all the way. They are not the same thing, but they are automatically allied, and harmonized.
Separating the two is likely to cause more problems than it solves.
The mission is to lead people. And the target is to make fruitful of the particular strengths and knowledge of every individual, while is linked with
taking an organization into the future, finding opportunities that are coming at it faster and faster and ... Show more content on Helpwriting.net ...
Managing people through change training courses equips leaders and managers with the essential skills to seamlessly implement change within their
organizations.
Daniel Oliveria is a new graduated twenty two years young man who finished his last year at business school in Sao Paulo, he looked for a perfect
job, a position in an extremely selective management training program at a leading fashion retail company Clothes and accessories. Oliveria was
awarded one of the twenty potions out of 10,000 applicants. He was assigned to a city in the northeast of Brazil called Recife.
Oliveira started his training for his career in the largest store of Clothes and Accessories in both range and income.
His success in organizing the store as a trainee, promoted him to a full time manager. Quite intentionally, the company had assigned him to run a small
but thriving business with a strong team.
The significant economic growth and evolution during 1990s seemed evident in Vitoria a mid–sized city in southeastern state of Espirito Santo, due to
the growing utilities of all city ports and large investments from major corporations which increased the population's buying power and demand for
consumer products and services. Never the less since the late 1990s Vitoria store located in the heart of downtown Vitoria had been steadily declining
in its performance and it had worsened in the last five years. This store which had been assigned to Daniel Oliveria to manage was the ninth

Case Study: Leading Organisational Change: Improving...
MSc in Health Care Management 2011 Royal College of Surgeons in Ireland, Dublin. Module 1 Student ID: 11110201 Date: 14.11.2011 Word Count:
2990 Managing People and Organisations Assignment: Case Study: Leading Organisational Change: Improving Hospital Performance Critically
discuss the sources of resistance encountered by Tracey Burns and her team? Support your discussion with evidence–based literature. Explore the
approaches they used to manage the resistance and critically evaluate the effectiveness of those approaches, drawing on your learning from the module
and key literature sources. 2 CONTENTS Topic Page No. Introduction 4 Resistance to change 5 Need for change... Show more content on
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General aim of organizational change is an adaptation to the environment (Barr, Stimpert and Huff, 1992; Child and Smith, 1987; Leana and Barry,
2000) or an improvement in performance (Boeker, 1997; Keck and Tushman, 1993). On one hand, resistance is a phenomenon that affects the change
process, delaying or slowing down its beginning, obstructing or hindering its implementation, and increasing its costs (Ansoff, 1990). On the other
hand, resistance is any conduct that tries to keep the status quo, i.e., resistance is equivalent to inertia, as the persistence to avoid change (Maurer,
1996; Rumelt, 1995; Zaltman and Duncan, 1977). So, inertia and thus resistance are not negative concepts in general, since change is not inherently
beneficial for organizations. Even more, resistance could show change agents certain aspects that are not properly considered in the change process
(Waddell and Sohal, 1998). NEED FOR CHANGE Change starts with the perception of its need, so a wrong initial perception can be the first barrier
to change. In March 2003, the main causes for the worsening performance of the King Edgar Hospitals Trust were found to be Increased trolley waits
in A&E Bottlenecks in the medical admission wards High admission rates Patients placed in wrong wards Increased

Leading Change In Health Care
Accordingly, transforming an organizational culture where developing a sense of creating a sanctuary of healing became not only a meaningful vision,
but a meaningful reality at Clarian West Medical Center, in Avon, Indiana. Considerably, through the eyes of Clarian West Medical Center's Chief
Executive Officer Al W. Gatmaitan, he strongly believes that when developing an organizational culture at thehospital, creating a sanctuary of healing
does not only assist in improving contemporary and common hospital concerns. To cite a reference, in Anthony J. Suchman's, David J. Sluyter's, and
Penelope R. Williamson's book titled, Leading Change in Healthcare: Transforming organizations using complexity, positive psychology, and
relationship–centered

Leading Innovation & Change
Final–term essay
March 15th, 2012
Effective words – 5262
Table of Contents Introduction3 1.Critical literature review of theories of innovation and change4 1.1.Why innovation is critical for an organization?4
1.1.1.Creativity4 1.1.2.Definition of invention5 1.1.3.Definition of innovation5 1.1.4.Why innovation matters7 1.1.5.The driver of innovation7 1.2.How
to innovate8 1.3.Moving from innovation to change8 1.3.1.What change is about9 1.3.2.Type of change9 1.3.3.Change management9 1.3.4.Resistance
to change12 1.3.5.Change – People impact12 1.4.Leadership skills for innovation and change13 2.Critical analysis of practical ... Show more content on
Helpwriting.net ...
The environment of an individual including culture of the company, management style, level of stress at work, etc...are also very important factors.
The nice part of Osborn model is the introduction of data collection and analysis phase on the creativity process. I truly believe this important step can
oblige people to take the context / background into consideration. Having that said, it can also create barrier to their creativity so adequate proportion
should be allocated.
Another very importance aspect is the working environment at the office...it should be a relaxed and informal place where employee, team member
should have the time to think and explore new ideas. Mutual trust and respect where disagreement is based on issue rather than personalities in this
case conflict become productive to generate new ideas instead of causing problems.
2.2.2. Definition of invention
Barnet (1953) defines the invention as such "Any thought, behavior, or thing that is new because it is qualitatively different from existing forms.
...every invention is an idea, or constellation of ideas; but some inventions by their nature must remain mental organizations only, whereas others may
be given overt and tangible expression"
For Elster (1983) invention is "the generation of some scientific idea, theory or concept that may lead to an innovation when applied to a process of
production"
As we can see, definitions of invention are not delimited to technical novelties,

Leading Through Change Essay
Kenya Smith
Meredith College
In 2017 the team of individuals I manage changed 4 times. It felt as soon as I would develop a bond with an employee a change would occur. As a
leader, we struggle with developing ways to lead through change. I recognized early on that there is a difference between managing and leading. Prior
to all the changes I could use management skills to make sure my team members were meeting expectations. When changes begin to occur, I had to put
on my leadership skills hat to help my team cope with all the changes that were occurring. With each change that occurred I focused on the human side
of change, how teams are affected by changes, and developing ... Show more content on Helpwriting.net ...
Leaders are more adapt to change and must remember not to become desensitized to team members that are not as adapt to change. This is considered
narrow minded thinking and should be avoided. When we have concerns about change we should always remember not to be afraid of change, stay
calm, and articulate your concerns. John Henry Newman once said, "To be human is to change. To be perfect is to have changed often".
Change Model and Self–Assessment
In the technology industry change is inevitable. If change is planned and with the right tools individuals will accept change in a positive light. One
recommended tool to use to understand change and the stages associated with change is the Kubler–Ross Change Model. Kubler –Ross was a
psychiatrist that identified the five stages that most terminally ill pa0–tients experience they are: denial, frustration, depression, experiment, and
decision. We often use this tool to identify which stage our teams are in and to develop an action plan for moving them through the various stages.
With the denial stage, we recognize that most individuals are in disbelief of the change. During this stage leaders, must move quickly to create
alignment. This will provide structure during a chaotic period. Once things become stable, individuals can begin to feel frustration once they realize
that things are different. Leaders must maximize communication to

4mat Book Review Of John P. Kotter's Leading Change
4mat Book Review, Leading Change by John P. Kotter
Lisa B. Steele
Lipscomb University
Abstract
According to Greek philosopher Heraclitus (2009), "Change is the only constant". Understanding that change is going to happen and how to deal with
the change is essential for all leaders. John Kotter reviews an eight–stage process for creating major change in his book, Leading Change.
Understanding the difference between leading and managing is crucial for this process to have success. When one leads, instead of manages, change
takes place. Management is the processes of an organization. It is the day–to–day structure that produces products or services. Good management is
important for a business to succeed, but it is quite different from leadership. Good leadership produces useful change. It casts a vision and a buy–in that
I will tell the stories of our students. Their stories are powerful and inspiring. I will use them to show the need for increased services and expansion
of our department. I will also use them for educational purposes as I increase the cultural competency on campus. On paper, it can look like I am just
asking for more money for another program. However, when you put a face on a story, it becomes real. I plan to videotape intercultural students
telling their stories as well as creating print pieces. I believe that hearing or reading their story will give others a glimpse into the life of an
undocumented Latino student, an African–American student, or a student from another country. Their needs are different and so I need to effectively
communicate the new vision and strategy I have to enrich their futures through the Office of Intercultural Development. My ultimate goal is to increase
retention and graduate every student who enters as a freshman by giving them the encouragement and support that they need. I will complete the
interviews by May

Innovation and Leading Change
Module name: Leading Innovation and Change
Assignment title: A mid–term draft of the final essay
Effective word count (words used): 4,000 word
Outline
1–About the assignment :
Leading Innovation and change being part of managing human and organization behaviors is kind of a complex processes that include several
factors, stages, models, perceptions and definitely outcomes. In this paper I will get a deep dive and close up view stating the various definitions,
different related models, how they work in practical life and what kind of failures such models face in real life implementation; along with a self
reflection to the applied experiences of such ... Show more content on Helpwriting.net ...
Not only innovation lead to change inside organizations, but also some changes in side organizations can lead to innovation. Moreover, managing
innovation and change is not an absolute easy process as it seems, as it requires lots of human interaction with different backgrounds, contexts, cultures
that require aligning all your human resources to respond to new innovations, and related changes and this will only be done via good and efficient
leadership. Generally, innovations and related changes may include change in organization structure workforce planning, marketing strategy,
geographical distribution , culture, ...ect which directly impact human resources in any organization , therefore the role of the leader is so crucial to
manage tensions, conflicts, resistances, uneasiness and development areas that usually appear with new changes and innovations. Leading Innovation
and change being part of managing human and organization behaviors is kind of a complex processes that include several factors, stages, models,
perceptions and definitely outcomes. In this paper I will get a deep dive and close up view stating the various definitions, different related models,
how they work in practical life and what kind of failures such models face in real life implementation; along with a self reflection to the applied
experiences of such study and what will be the development plan leading to more successful practices in future.
Innovation:
Innovation is multi

Leading Positive Change
1. The TED talks videos of Simon Sinek and Rosabeth Moss Kanter provided me with valuable information when it comes to inspiring others to
follow your lead, as well as knowing the six important keys to leading positive change. From Simon Sinek's presentation, I learned that the best way to
inspire others is by understanding how we lead and communicate with one another by focusing on what others can believe in. Sinek made it clear in his
presentation that the "Golden Circle" of why, how, and what are what some organizations like Apple have mastered in inspired individuals to action.
Most organizations that fail to inspire others, like his example of TiVo, normally focus on telling individuals what their products do, but the organization
I do agree with this idea that if we are motivated by why we are doing something in particular for the greater good, our actions or products will be
more valuable to those around us. One of Kanter's keys to leading to positive change that stood out to me the most was to never give up. I tend to
be very hard on myself when I am faced with an obstacle that I would consider a failure, but according to Kanter's Law is only considered a failure
if you give up. It is important to remain engaged by pushing forward even if it takes longer than imagined because the mindset of not giving up is
what Kanter considers a "hallmark of leaders". This is an important key is many of us, including myself, tend to forget that not everything in life is
perfect so it is important for us to keeping working harder to reach our goals. Kanter's other key, which I believe is extremely important to
implement in our lives to lead positive change is to lift other up. By sharing success and credit is what helps any environment to have the ability to
be able to accomplish any task over and over successfully. I strongly agree with this idea because I have always felt that there is always power in
numbers, and if everyone is working together by supporting one another anything can be

Leading As Change Agents : Managing Change
DEACONS LEADING AS CHANGE AGENTS. Managing change .
If deacons are to be positive agents for change within the life of the church , they must learn to manage change. Change needs to be managed because it
strongly impacts the church. Change tests the fellowship of the church. Since change offers opportunity for disagreement, a church finds out the
strength of its fellowship when a proposed change comes up for discussion. This is the reason a building program is a dangerous time in the life of a
church. Change can impact the fellowship of our churches negatively unless the process of change received good guidance. Change also impacts
church growth. Growth in the church requires changes. If your church does not want to make the necessary changes, growth will be hindered. Since
most of us can take only so much change at one time, the process of change has to be well managed, permitting the congregation to accommodate the
changer.
The nature of change.
To lead through times of change, you can be helped by understanding the types and sources of change. The following remarks relate to change in all
situations and not just in a church setting. Types of changes
There are several types of change about which we should be aware. Lyle Schaller quotes Thomas R. Bennett in identifying four types of change.
1. Change in structure.
This change occurs within the organisation in

leading and managing changes Essay
1.0Introduction
1.1Background
The David Jones is iconic department store in Australian retail industry, but the net profit of David Jones has been decreasing because of the rapid retail
environmental changes, unhealthy cultures, and global online attack. The problems of declining net profit in David Jones are creating make it
essential to apply the most suitable change management for company.
1.2Aim The aim of this report is not only applying the change management theory, model, and style for David Jones and David Jones' CEO, Paul Zahra,
but also supporting the arguments through case studies in order to find practical solution.
1.3Scope
This report presents the view that a positive model, modular transformation and ... Show more content on Helpwriting.net ...
it is supported by case studies that the linkage between inability of identifying of retail environmental changes and Zahra's new rescue plan for
David Jones failed because after the new rescue plan of Zahra, net profit and share price continued to decrease. Moreover, the case study said that 'it
may be a good five years before strategy can be assessed properly' (Waddell Waddell, Cummings & Worley 2014).
On the other hand, Lewin's change model or action research model is not suitable for David Jones case because of focusing on more problems in the
organisation than concentrating on retail environmental changes. The result of implementation of Lewin's change model or action research model
would be led to the strategic failure. The possibility of positive model of planned change for David Jones makes it necessary for the company to use
positive model.
3. THE CURRENT RESTRUCTURE OF DAVID JONES
3.1 Current business restructure analysis
Even though this report agrees with the current restructure and rescue plan of David Jones, which were divided main three parts including eleven
subparts that are renovating store policies, focusing its core strengths, and transferring from traditional business to technologically oriented business, I
want to add two main parts that are sustainable training and focused marketing strategy.
3.2

John P. Kotter's Leading Change
In the first chapter Leading Change by John P. Kotter brought out the fact that all companies (large and small) go through changes. Some are to remain
competitive others are to keep up with the changing marketing tactics. "These efforts have gone under many banners: total quality management,
reengineering, rightsizing, restructuring, culturing, change, and turnaround" (Review, 2011, p. 1). Now to add another name, my company calls it
PEx (production excellence. It is really not looked at as a good thing. We have a separate PEx group. When a manager has a process that they want to
change (or update) they call the PEx team. After many (many many) meetings with core people changes are made. I have been through a few and
looking back, it was not enjoyable.
In this chapter step 1 of the 8 steps of transforming your organization is creating a sense of urgency. It stands to reason that error 1 of 8 is the
opposite or not a great enough sense of urgency. One of the statements that I hear often is 'Why change we have always done it this way'. Another one
is, 'If it is not broken don't fix it.'
The second chapter Change Through Persuasion by David A. Garvin and ... Show more content on Helpwriting.net ...
He spent about an hour hyping everyone up and even thronging little footballs into the audience. He has 'special' people statically placed throughout
the audience to keep the hype going. When he brought up the change people even cheered. When the hype died down I wondered if some regretted it.
However, at that point it was a done deal. Well, it was a done deal when uppermanagement approved it, but now almost everyone was behind it because
they felt that had a hand in it. "In a receptive environment, employees not only understand why change is necessary; they're also emotionally
committed to making it happen, and they faithfully execute the required steps" (Review, 2011, p.

Kotter
THE TESTS OF A LEADER
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BEST OF HBR
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1995
Editor's Note: Guiding change may be the ultimate test of a leader – no business survives over the long term if it can't reinvent itself. But, human nature
being what it is, fundamental change is often resisted mightily by the people it most affects: those in the trenches of the business. Thus, leading change
is both absolutely essential and incredibly difп¬Ѓcult. Perhaps nobody understands the anatomy of organizational change better than retired Harvard
Business School professor John P Kotter. This article, . originally published in the spring of 1995, previewed Kotter's 1996 book Leading Change. It
outlines eight critical success factors – from establishing a sense of extraordinary ... Show more content on Helpwriting.net ...
Sometimes executives underestimate how hard it can be to drive people out of their comfort zones. Sometimes they grossly overestimate how
successful they have already been in increasing urgency. Sometimes they lack patience: "Enough with the preliminaries; let's get on with it." In many
cases, executives become paralyzed by hbr.org |
the downside possibilities. They worry that employees with seniority will become defensive, that morale will drop, that events will spin out of control,
that short–term business results will be jeopardized, that the stock will sink, and that they will be blamed for creating a crisis. A paralyzed senior
management often comes from having too many managers and not enough leaders. Management's mandate is to minimize risk and to keep the current
system operating. Change, by deп¬Ѓnition, requires creating a new system, which in turn always demands leadership. Phase one in a renewal process
typically goes nowhere until enough real leaders are promoted or hired into senior–level jobs. Transformations often begin, and begin well, when an
organization has a new head who is a good leader and who sees the need for a major change. If the renewal target is the entire company, the CEO is
key. If change is needed in a division, the division general manager is key. When these individuals are not
|

Lawrence Zeegen
January 2007
Harvard Business Review 97
THE TESTS OF A LEADER
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BEST OF HBR
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Leading Change: Why

Leading Change
Leading Change
Introduction
By definition, change means transformation, modification or variation. Change entails the introduction of new ideas and or ways of doing things in the
organization. Mathis and Jackson argue that planning and the implementation of the same previous plans, is also a crucial ingredient to leading change
(36; ch. 2).
Change is also a shift to a new game with a new set of rules – an alteration of the status quo in an organization that impacts the work environment of an
individual or group. Other scholars perceive change as moving from an old state to a new state or moving from one solid state to another. Mathis and
Jackson, also recognize that there are some forces called facilitating forces, which could lead ... Show more content on Helpwriting.net ...
Creativity is ingenuity, resulting in a new approach to things or a unique solution to a problem. It is the power to develop new ideas.
Innovation is the process of taking a new idea and putting it into practice as part of the organization 's normal operating routine. It is the use of the
ideas created i.e. the transaction of the ideas into practical applications.
In leading change, leaders must take action to stimulate creativity and facilitate innovation (Gross 67). The management of Toyota Motor Corporation
achieves this through:
Encouraging interchange of criticisms, suggestions and ideas among organizational members.
Listening, trusting and respecting the dignity and creative potential of other people.
Engaging in frank and sincere communication.
Eliminating any blocks to creativity.
Promoting rather than resisting the challenges of change (Gross 67).
Because of incorporating creativity and innovativeness in its change management strategy, the company has achieved specific benefits. These are:
It has maintained a continuing influx of new ideas: – members are encouraged to scan the environment and watch for new ideas and developments of
potential merit to the organization.
It has been able to modify new ideas to fit company needs and circumstances. Members are left to freely discuss new ideas to establish their work,

decide on appropriate modifications and generate enthusiasm of the forth–coming change of practices. At this

Leading Change -Transactional vs Transformational Leadership
Running head: Leading Change Paper
Leading Change Paper: Managing Across the Organization
James Boyles
Leading Change Paper: Managing Across the Organization In the simulation, Managing across America the class explored the effects of power and
influence on a company 's growth and development. This paper will discuss the opportunities and challenges for the Good Sport Company. The Good
Sport Company is based in Coral Springs Florida .The company manufacturers fitness equipment such as treadmills, bikes, steppers and rowing
equipment. Jason Poole, ex–basketball super star formed the company over 15 years ago, Jason is currently the chairman of the board for his
company. Marvin Wallace has been... Show more content on Helpwriting.net ...
The power structure at Good Sport consisted of 4 tiers of management first starting with the chairmen of the board Jason Poole,owner.The 1st level
consist of Chief Executive officer. The 2nd level has four units each headed by a V.P. The first is the Production unit , second Research and Design ,
third Sales and finnally the Finance department.Management at Good Sport often used their positional power and politics to accomplish short term
gains and further support their agendas. As stated earlier the functional structure is not very adaptive and flexible, communications is not a very high
priority either.Under these conditions, when conflict arises or decisions have to be made management appeals to the various stakeholders short term
gain by using organizational politics and political tactics to accomplish their goal.The unfortunate thing is that the goal could be personal or
corporate.Employees since the desention and lack of unified leadership because of this poor environment employees mimic their leaders lack of style
and become very nonchalent,this in turn produces a poor company culture.When promoted to executive management one action item would have
included developing a new vision for Good Sport, and implementing strategies to bring some level of cohesiveness among the various units.The goal
would be to change the organization to have a more adaptive culture,then employees can focus on the

Leading Educational Change
LEADING EDUCATIONAL CHANGE Assignment 1 The purpose of this paper is to discuss the factors that have shaped my attitude and
involvement in leading educational change, and to investigate how my personal ability to manage change has shaped my leadership of educational
change. This discussion will be blended with examples of change in my personal life, my own leadership experience and references to the literature in
the field of leading educational change. "Status quo" has always been a term with negative connotations for me. There has always been a feeling that
without change, you stagnate and die, both personally and professionally. I 'm not sure whether this perspective is a personality trait, a learning style or
simply a... Show more content on Helpwriting.net ...
I have observed first hand the fight/flight responses when a long–standing principal retired and the new leader began a program of change. Many staff
became aggressively resistant to the change agenda, while others simply found positions at other schools. How then do those leading educational
change demonstrate understanding and encourage movement beyond these fears and this resistance? Fullan & Hargreaves (1998) have as one of
their guidelines for leading change, В‘move toward the danger in forming new alliances ', and Fullan (1993) has as one of his eight basic lessons
of the new paradigm of change, В‘ Problems are our Friends '. Clearly trying to ignore the fears and avoid the resistance will not create a healthy,
viable change. I have found that often people who resist or fear a change, when approached for their perspective and understanding on the proposed
innovation can begin to realign their position and become advocates for the change, when they sense a feeling of connectedness with the change.
Wheatley (1999:5) supports this when she says "To make a system healthier, we need simply to connect it to more of itself. This means meeting
together with those we have excluded or avoided, those we never dreamed were part of our system of shared interest." Change also brings hope and a
sense of renewal. It reinvigorates, it inspires and is emotional.

Leading Change by John P. Kotter
Leading Change by John P. Kotter Book review by Pat Naughtin Harvard–Professor John P. Kotter has been observing the process of change for 30
years. He believes that there are critical differences between change efforts that have been successful, and change efforts that have failed. What interests
him is why some people are able to get their organizations to change dramatically – while most do not. John P. Kotter writes: Over the past decade, I
have watched more than a hundred companies try to remake themselves into significantly better competitors. They have included large organizations
(Ford) and small ones (Landmark Communications), companies based in United States (General Motors) and elsewhere (British Airways), corporations
that... Show more content on Helpwriting.net ...
Plan for visible performance improvements. Create those improvements. Recognise and reward employees involved in the improvements.
Under–communicating the vision. Transformation is impossible unless hundreds or thousands of people are willing to help, often to the point of
making short–term sacrifices. Not removing obstacles to the new vision. Obstacles can be: the organizational structure, narrowly defined job categories,
compensation or performance–appraisal systems, and, worst of all, bosses who refuse to change and make demands that are inconsistent with the
overall change vision. Not systematically planning and creating short–term wins. Planning and creating short–term wins is different from hoping for
short–term wins. The former is active, the latter passive. Actively look for ways to obtain clear performance improvements, establish goals in the
yearly planning system, achieve the objectives, and reward the people involved with recognition, promotions, or money. Declaring victory too soon.
Instead of declaring victory, leaders of successful change efforts use the credibility afforded by the short–term wins to tackle even bigger problems. 2 7
Consolidate improvements and producing still more change. Use increased credibility to change systems, structures, and policies that don't fit the
vision. Hire, promote, and develop employees who can implement the vision. Reinvigorate the process with new projects, themes, and

Leading A Team Into Change
Change is unavoidable, it is a transformation of one thing into another. In the year 1990, Peter Senge said that we need to start acting like gardeners
and stop thinking like mechanics in order for big companies to change (Webber, A. 1999). As a leader of an inter
–disciplinary team, I am responsible
for the rehabilitation of clients into their homes. Our company have just secured a new contract from the Ministry of Health and needs to widen the
scope of its services. As of the moment, we have 12 staff and the management advised me that we can employ 8 more staff. Therefore, I need to
decide the health care services and the qualities of the new employees that we will hire. This paper will tackle about leading a team into change.
Rehabilitation as defined by World Health Organization (2014) is a process aimed at enabling the people with disabilities to maintain and reach their
optimal physical, intellectual, psychological, sensory and social functional levels. It provides people with disability the tools that they need in order for
them to have self–determination and independence. Moreover, this also includes the successful and productive interaction of many stakeholders such
as clients that includes Maori and the Pacific Islanders and family, therapists, doctors, nurses, caregivers, social support workers, psychologists,
dieticians and speech and language therapists. Our company is dedicated to enabling our clients enjoy greater quality of life, regardless of age,

Change: Leading Through Transition, Ambiguity and Uncertainty
CHANGE: LEADING THROUGH TRANSITION, AMBIGUITY AND UNCERTAINTY There are many metaphors for change. I had been
challenged one time at my church gathering to view change as a journey, from one place to another. It is easier to focus on where the journey
started, and finally where it ended and forget any lessons learned while travelling. I have often heard it said, "When one door closes, another one
opens". What they don't tell you, is that between the closed door and the open one is a long dark hallway. I think whether in an organization or in my
personal life, change can feel like stumbling around in the dark. The familiar is left behind, and we venture into the unfamiliar. I believe the biggest
challenge is not getting lost on this... Show more content on Helpwriting.net ...
Many employees are still at the resistance and conditional acceptance stages of transition. Firstly, I need to personally reach a state of buy–in before
attempting to win others. I can seek to re–open closed communication channels and ascertain all the benefits associated with the new modus operandi.
I particularly like the idea of having "transition forums" to drive consensus, and even now believe my team needs to be more engaged around a
clearly defined common goal. The MBTI assessment was an extremely useful tool in helping me to understand my inner world, assessing the way I
think and behave. Dr. Robert Prescott in OB often emphasizes that we judge ourselves by our intentions, but others judge us by our behaviors. My
personality type is reported as INFJ. The information provided in the assessment was a little overwhelming at first and has applications that reach well
beyond the topic of change. I have learned that effectively managing change in the business world requires that I understand and manage change
personally first; the MBTI is a start in that direction. I have begun to pay attention to my external behaviors, and realize that I can manage those
behaviors to facilitate change. Change is often generated in business via external drivers, and to survive that change it becomes necessary to adapt my
behaviors successfully to the changing environment. The

Leading Change Analysis
Week Four Discussion Forum
In this week's reading assignment in the book, Leading Change, by Mr. Kotter, I gained additional insight in regards to aligning different parts of the
business to result in a better outcome.
The first concept from this week's reading that resonated with me was in the interdependence section of Chapter 9. The author outlines a company that
has clear visibility and ownership allowing the company to control the manufacturing, sales, marketing, and development. This is an optimal solution in
order to control your quality and speed. The part that I found interesting is that not many companies have this capability anymore because it is not fast,
customer focused and less costly. Garmin is currently set up in this manner; owning its own manufacturing facilities and having its own marketing
agency in the building. My opinion is that because of this the company can quickly turn and change it strategies with the market. This in contrast to the
authors. At least in my experience when dealing with third party companies there is a higher cost and slower timeline to change scope with the market.
Let me know what your thoughts are on ... Show more content on Helpwriting.net ...
I choose this technique because I felt that it was the most applicable for a current project that I am working on in my professional career. Over the
past year I have been attempting to position my employer Garmin the action camera market. We offered our first product in 2013, although it did not
have an fast acceptance in the market, we stuck with it in hopes that the market share would increase. Two years later we have launched our second
generation product, but we are making many of the similar mistakes that lead to our decreased in sales from the initial product offering. I felt that
performing this technique would help me in approaching senior management with a proposed set of solutions and anticipated

Leading Inovation and Changes
Ophelia S Grant B7628 Leading Innovation and Change Instructor Sopko Argosy University April 17, 2013 Abstract Case studies of companies that
have bench marked the best practices on the topic of organizational culture characteristics that supports innovation and changes. These companies focus
on different things to maintain and improve their environment for both staff and clients. The CEO's believes that, if business faces severe challenges,
they can look for opportunities to change and grow stronger. Facing the challenges in today's environment has made it hard for employers to find good
employees so they have to do what they can to keep them happy and secure in their jobs. Leading ethical companies and innovative... Show more
Space was critical. Consulting with engineers to build a greener factory to protect the environment. Recycling the heat to come from the factory
instead of wasting money on a heating company. The system for Case Study The greener system is the best for me. With today economy it help
the environment and it is a lot cheaper to go green when it comes to a bakery factory. Using the heat that comes off the factor oven that runs all day
is best. Even in my own kitchen when cooking it gets hot when I open it and it warms up the kitchen, so can you imagine what happens in a place
that have a lot of ovens. In the winter it will be warm enough to work and in the summer they might have to open a few windows. Either way it
works great. Application of the system This company is a bake house and they carry Hugh machinery that lets out plenty of smoke. Ferguson Plarre
Bake houses have been around since 1965, this mean it has a big strain on the environment and land around it. Even though they were not required to
plant trees and maintain rainwater tanks they had to do it for a peace of mind and to protect their employees and communities were the factories are
located. Going green was not one of the goals for this company but because they care about their workers, customer and community entirely too much
not to have made this decision. This is the main reason they started to look

Leading In A Culture Of Change Analysis
The watching of the videos "The Principal Story" and "North Grand" in combination with reading the textbook "Leading in a Culture of Change" by
Michael Fullan and our class discussions have provided me with many insights about my future as a high school principal. I have served as a
mathematics teacher for almost twenty–three years and have served in many leadership roles throughout my career, however my participation in this
course has verified that, although I have a strong foundation of knowledge, I still have much to learn about leading a school. I am coming to understand
the position of principal is a monumental task and should be entered with into with much thought. Holding this role as principal requires that I use this
position to

Leading Change with the 5-P Model : ''Complexing'' the...
Cornell Hospitality Quarterly http://cqx.sagepub.com/ Leading Change with the 5–P Model : ' 'Complexing ' ' the Swan and Dolphin Hotels at Walt
Disney World
Robert Ford, William Heisler and William Mccreary Cornell Hospitality Quarterly 2008 49: 191 DOI: 10.1177/0010880407306361 The online version
of this article can be found at: http://cqx.sagepub.com/content/49/2/191
Published by: http://www.sagepublications.com On behalf of:
The Center for Hospitality Research of Cornell University
Additional services and information for Cornell Hospitality Quarterly can be found at: Email Alerts: http://cqx.sagepub.com/cgi/alerts Subscriptions:
http://cqx.sagepub.com/subscriptions Reprints: http://www.sagepub.com/journalsReprints.nav ... Show more content on Helpwriting.net ...
Moreover, the article relates this framework to other change frameworks that have been proposed by various authors. Using a change situation in
which two hotels under separate management were merged or "complexed" to form a single operating entity under new ownership, we illustrate how
our model can be used to implement effective change. In particular, we explain the importance of attending to each aspect of the change process, as
well as demonstrating that the change has achieved its purpose. We call our framework the "5–P model": purpose, priorities, people, process, and proof.
The change began in February 1998 when the Starwood Corporation bought the Westin Hotels and Resorts Company, which managed the 758–room
Swan Hotel and, shortly thereafter, the Sheraton Hotel Corporation, which managed the 1,509–room Dolphin. Since the hotels are adjacent to each other
and had been jointly marketed since 1996 by a marketing group organized by one of their joint owners, Tishman Hotel and Realty Corporation, the
logical next step was to seek a way to merge the two hotels' management and operations. A complication associated with this merger was that each hotel
had its own specific history and way of doing things, as well as a distinct corporate culture. The larger Dolphin's Sheraton culture and the smaller Swan's
Westin culture were already overshadowed by the omnipresent and dominant Disney culture. Nevertheless most

Leading Change
There are many different strategies of change for the different organizations of today. Initiating changes to an organization, whether it's a small change
or a system wide change it can make many feel uncomfortable. There are many theories about how to complete the change. Some begin with leadership
and change management. In addition, you can follow eight steps for leading change that will guide the leader on how to go about delivering it. These
steps are create urgency, form a powerful coalition, create a vision for change, communicate the vision, remove obstacles, create short–term wins, and
build on the change (Thompson, 2012). I like the eight–step process that was introduced by John Kotter in the book Leading Change in his 1995 book.
An organization needs the buy in from every member of the ... Show more content on Helpwriting.net ...
This will help the leader to motivate others to get the change implemented. Discussions need to start happen by having the members being open and
honest about the change. The second step is to convince people that the change is necessary. This needs to be led by a strong leader and support
from other key people from within the organization. "To have the ability to lead change, you need to bring together a coalition, of influential people
whose power comes from a variety of sources" (Thompson, 2012, para 8). The third step is to start thinking about the change, and then connect thee
ideas into an overall vision that the members can easily remember. The vision should be the core values that the organization owner and leaders
believe to be true. The fourth step is to communicate the vision because what the leader does with the vision will determine the success of the change.
The fifth step is to remove any obstacles that may block the process of the change. This may

Leading Change Paper

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