Response to Classmates Discussions

BUS 637 Week 1 - Discussion Forum 1

Guided Response: Respond to at least two of your fellow students’ or instructor posts in a substantive manner and provide information or concepts that they may not have considered. Each response should have a minimum of 100 words and be respectful of others’ opinions and beliefs that differ from your own. Support your position by using information from the week’s readings. You are encouraged to post your required replies earlier in the week to promote more meaningful and interactive discourse in this discussion forum. Continue to monitor the discussion forum until Day 7 and respond with robust dialogue to anyone who replies to your initial post.

Lisa Schreiner

TuesdaySep 22 at 4:13pm

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Intrapreneurs are strong, independent, influential contributors towards a decision-making process. A beneficial environment foundation for Intrapreneurs to maximize their potential is a culture that empowers them to take charge of a meeting and drive the discussion. The surroundings remove barriers and portray openness where Intrapreneurs are encouraged to share ideas, creating dialogue others continue to feed off.

Management support, guidance, and practice reflect the organizational change. Organizational change failures found that 70% of the time is due to change failure burnout (Gleeson, 2017). For example, change implementations take place year after year, but nothing stays. People work hard to make changes in their work processes, relationships, and schedules to find the organization decides to take another path. Folks get tired of putting in the effort to make changes with no concrete adaptation in the end. Now they think, why bother? It will just end up at the waste side with the rest of the ideas.

Intrapreneurs make excellent change agents through their outspoken personality and ability to voice ideas. According to Foley (2013), “Intrapreneurs have an innate curiosity to explore the unknown which makes them great change agents” (para. 7-10):

· They love a challenge.  They are consistently building their capabilities by challenging themselves.  No challenge is too big.

· They take responsibility for their own growth and development.  They proactively seek out opportunities that enable them to stretch and grow.   Personal growth is what motivates them.

· They embrace change.  They know that nothing happens until someone takes action, takes the lead and creates a new path for others to follow.  Intrapreneurs take the lead, they make change happen.

References

Foley, S. (2013, August 12). Intrapreneurs – Driving Change.  https://corporate-entrepreneurs.com/2013/08/12/intrapreneurs-driving-change/ (Links to an external site.)

Gleeson, B. (2017, July 25).  1 reason why most change management efforts fail  . Forbes.  https://www.forbes.com/sites/brentgleeson/2017/07/25/1-reason-why-most-change-management-efforts-fail/#4ddc4595546b

Shira Hudson

YesterdaySep 24 at 9:49am

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Intrapreneurs need specific, fluid, and well-defined environments to thrive. Stagnant and stalled environments are perfect settings for an intrapreneur to make his/her impact. Change in any organization is viewed with resistance and hesitation. “When change efforts have failed in the past, people often grow cynical.” (Gleeson, 2017) It is critical to allow the intrapreneur to implement strategies of inclusion, partnership, and culture throughout the entire organization. The removal of barriers from intrapreneurs invites a freshness that is long overdue to a company.

Three principles that are the foundation for a beneficial intrapreneurial environment are:

· Be the Bridge Builder: The intrapreneur must have the skill and ability to connect with both internal customers and external customers. The customer’s voice provides beneficial information for the company to analyze and implement and make changes.

· Be Bold: The intrapreneur should make it a habit to say yes often and be experimental in the day to day business practices.

· Set the Common Ground: The intrapreneur should embed a culture of inclusion and teamwork. This networking group will have the potential of branching out displaying the many talents on the teams

Having a 70% failure rate for the implementation of organizational change is quite high and shocking. The nimble change management techniques have the ability to reduce this estimated 70% failure rate by changing mindsets. Having a fixed mindset will almost always limit the possibilities and opportunities and have an employee stuck in that norm. A growth mindset allows for elevation to take hold and pathways to lead. A growth mindset also “it embraces failure as a welcome learning opportunity — a springboard for stretching and enhancing our abilities.” (Anand, 2019) Once the mindset is changed and set to flexible, creative thinking, the business attitudes, business atmosphere, and environment will also follow.

The intrapreneurs need this room for growth and exploration to assist with drastically reducing this 70% failure rate.

 

Reference

Anand, C. (2019).  The greenhouse approach: Cultivating intrapreneurship in companies and organizations . Dundurn.

Gleeson, B. (2017, July 25). 1 Reason Why Most Change Management Efforts Fail. Retrieved from  https://www.forbes.com/sites/brentgleeson/2017/07/25/1-reason-why-most-change-management-efforts-fail/#73377714546b