Unit 9 Discussion 1-Leading Change PDF

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Essays and Discussions for MBA Leadership 5002 ...

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Leaders that can get employees on board with change will be able to advance the company forward, but if the employees refuse to accept change that is when an internal breakdown can happen. The human brain is wired to release chemicals that make us feel good and chemicals that get us ready for stressful events. Cortisol is the stress hormone, and this chemical can be released during times of change. Having elevated levels of this hormone can have negative impacts on the mind and the body. People like to avoid change due to the stress factor and threat factor that come with it (Quast, 2012). Employees that resist change are likely confused about the security of their job, and not knowing if you will have a job the next day creates fear. Relationships need to have trust, and if there is no trust, then the idea of change will be resisted by many if not all the employees. The Circle of Safety in the workplace is vital to keeping people focused even during times of change. Knowing the status of your job at all times, and being able to trust every individual in the workplace will lead to a sense of belonging and the idea of change will not be viewed negatively (Sinek, 2014). Managing change and helping the employees understand the reasoning behind the change is vital to progressing as a team. The 8-step process that Kotter International (n.d.) provides is an excellent tool for leaders to manage an ever-changing world, and it will help employees understand the purpose for change. Leaders need to create a sense of urgency and form a strategy that communicates the vision effectively. Collaboration is essential during times of change as it allows employees to get involved in the process and moves the organization forward as a whole. Following the 8-step process will keep a company agile and will ensure long-term success (Kotter International, n.d.). Leaders that remove fear, ensure trust, communicate the vision clearly, and show empathy will help their employees embrace change and will be able to implement new strategies more effectively (Quast, 2012). Communicating and keeping everyone up to date on the development of a new strategy is essential to addressing the resistance to change. Telling employees how the change will impact the organization and whom it will impact is vital to eliminating the unknown. Be honest and express empathy when communicating change. Be open to ideas that the employees have as this gives them a sense of belonging and will help them be more open to change.

References:

Kotter International. (n.d.). The 8-step process for leading change. Retrieved from https://www.kotterinc.com/8-steps-process-for-leading-change/ Quast, L. (2012, November 26). Overcome The 5 Main Reasons People Resist Change. Forbes. Retrieved from https://www.forbes.com/sites/lisaquast/2012/11/26/overcome-the-5main-reasons-people-resist-change/#507f40833efd Sinek, S., (2014). Leaders Eat Last. New York, NY: Portfolio/Penguin....