Replies: Provide 2 thoughtful replies to the threads of classmates. Each reply must include an analysis of your classmates’ threads, based on any experience from your own professional career (if app

Replies: Provide 2 thoughtful replies to the threads of classmates. Each reply must include an analysis of your classmates’ threads, based on any experience from your own professional career (if applicable) that might be relevant. All replies must be 200–250 words. Also, be sure to integrate the required reading in a logical and relevant manner.

You must cite:

• The textbook or at      least 1 peer-reviewed journal article;
• 1 passage of      Scripture; and
• The audio lesson      presentation.

Submit your thread by 11:59 p.m. (ET) on Wednesday of the assigned module/week, and submit your replies by 11:59 p.m. (ET) on Sunday of the same module/week.

2 days ago 

Myles McHugh 

Organizational culture and resistance to change 

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The keys to successful change, according to an American Management Association survey (American Management Association, 1994), are first and foremost leadership, followed closely by corporate values and communication (Table 1). If change is a process of taking an organization on a journey from its current state to a desired future state and dealing with all the problems that arise along the journey, then change is about leadership as well as management. In his classic statements on management and leadership, Kotter (1990) says that management produces orderly results which keep something working efficiently, whereas leadership creates useful change; neither is necessarily better or a replacement for the other. Both are needed if organizations are to prosper. “Management’s mandate is to minimize risk and to keep the current system operating. Change, by definition, requires creating a new system, which in turn always demands leadership.” (Kotter, 1997).

Remember, it is human nature to resist change, therefore it is critically important to understand that their will be doubting Thomas’. Ensure that you are not breaking your original covenant with your employees. Proper communication, dialogue and participatory decision making will give workers a feeling of empowerment and as being a part of the process. Avoid the need for coercion and manipulation as they are potential vision killers. There are a few good models out there to use as a guide; Lewin’s Three Step Change Model and Kotter’s Eight Step Plan are a good place to start.

Lewin’s model suggests;

1. Unfreeze-Create the right environment for change to happen 
2. Change-Support the change all the way through to the desired      end state 
3. Refreeze-Reinforce the change to anchor it 

Kotter’s plan suggests;

1. Creating a Climate for Change 
   1. Increasing Urgency 
   2. Building the Guiding Team 
   3. Getting the Right Vision 
2. Engaging and Enabling the Organization 
   1. Communicate for Buy-in 
   2. Empower Action 
   3. Create Short-term Wins 
3. Implementing and Sustaining Change 
   1. Don’t Let Up 
   2. Make it Stick 

In both cases the common theme is that it is imperative to include your colleagues, coworkers, peers subordinates and management in the process. From experience we learn that successful change occurs when there is commitment, a sense of urgency or momentum, stakeholder engagement, openness, clear vision, good and clear communication, strong leadership, and a well-executed plan. One of my favorite Bible verses about change is the passage where Abraham is called out from his home by God, and obeys even though he does not know where he is going. He was wealthy and content, so this must have been difficult for him. Sometimes God calls on us to make these kinds of changes.

Philippians 4:6-7. Do not be anxious about anything, but in everything by prayer and supplication with thanksgiving let your requests be made known to God. And the peace of God, which surpasses all understanding, will guard your hearts and your minds in Christ Jesus.

1 Corinthians 15:51-42.  “Behold! I tell you a mystery. We shall not all sleep, but we shall all be changed in a moment, in the twinkling of an eye, at the last trumpet. For the trumpet will sound, and the dead will be raised imperishable, and we shall be changed.”

Organizational change lesson 10

Roger Gill, Defining Leadership, Sage Publications, London, in preparation.

American Management Association (1994) Survey on Change Management, AMA, New York.

Kotter, J. P. (1997) ‘Leading by Vision and Strategy’, Executive Excellence, October, 15–16.

Drew Stevens Instructor Manager 

RE: Change and Stress 

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Ashley one point on change to mention here. Some industries change more quickly than others, but no matter the nature of your work, you need to be learning about it, leadership, the world, and people. Formal training and classes often help, but so does reading. Protecting time each day for learning and steadfastly pushing yourself to improve are the first steps. They will help you in your own advancement, but they will also make you a better judge of the talent you encounter. Continuous learning should be a priority for you and those you lead because, in general, it will equip you to set better priorities.

I welcome your additional thoughts and ideas here. 

My best, 

Dr. Drew 

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