UNIT VIII POWERPOINT
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UNITVIFEEDBACK.pptKaren,
Good power point submitted.
You wrote a strong research paper here. Planned writing of paragraphs, supported evenly by citations throughout, exact source formatting, and your suggestions as well. Good work!
Content: You did a good job in analyzing the readings and accurately describing the assignment. You definitely understand the principles behind these critical areas of the assignment, and you analyzed the situation correctly and appropriately. However, a bit more of a conclusion is needed. 36 points
Organization: Your paper is well-written and is clear in addressing the key concepts. 20 points
Grammar: (organization, thesis/position statement, grammar, spelling, vocabulary, and formatting): Your paper is well written, i.e., it is well organized. 20 points
Referencing (citations and references): Your paper makes good use of citations and references throughout, and uses good APA format. 20 points
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TYPE OF EXPERIENCES
- leaders go through different experiences which crate their personalities.
- The leadership role comes with different challenges.
- These have profound effects on worldviews and different interactions with people.
- There are adverse passages which shape the lives of leaders;
Career work (Wirba, 2012)
Life relationships and family
Adversity
diversity
Leadership is all about encouraging others, and helping them relate to different situations more positively (Wirba, 2012).
Leaders need to be in the forefront in ensuring that personnel embrace the change in organizations, and remain open minded.
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TYPES OF EXPERIENCES
The matrix shows the different aspects which leaders experience, which are interrelated in one way or the other.
Failure to accomplish one related aspect affects the other more negatively.
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TYPES OF EXPERIENCES
Bad experience + Poor response = Shaky foundation
Bad experience + Good response = Learning and growth
- My experience has a leader helped me develop the ability to respond well to poor messages and negative concepts at my work place.
- Looking for opportunity and lessons to be learned is also beneficial (Wirba, 2012)
- These aspects helped me remain open and less vulnerable to negative experiences.
Bad experiences are bound to be experiences.
The way such experiences are handled determine the outcome.
As a leader, I learned to embrace diversity, negativity and work towards making everything better than I found it.
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FACILITATING CHANGE
- Organization change is inevitable and needs to be embraced.
- One of the most important skills needed for change implementation is trust between the leader and the followers.
- The ability to make the best decisions depends on the level of interaction with personnel in the organization.
- I relaxed the need to be responsible, and this includes accountability for all the failures, weaknesses and success of decisions made
- There is a need to refrain from blaming followers, for the information provided.
By the end of the day, accountability needs to be prioritized.
There is a need to embrace change and explain to personnel the importance of the same.
As a leader, the effectiveness of change implementation begins with you, and steering others towards success should be prioritized.
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FACILITATING CHANGE
- I applied seven basic leadership actions which enabled me facilitate change in my organization.
Communication
orientation and training
Recruitment (Wirba, 2012)
Recognition
Management accountability
Measurement
Corrective action system
Change is not easy in most organizations (Wirba, 2012).
However, having a systematic approach to executing change helps a lot.
There is a need to enhance the structure and process, towards enhancing success and ensuring that the change stays in place.
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FACILITATING CHANGE
- Communication helps create the awareness to the needed change in the organization.
- Orientation helps provide a sense of direction.
- Recruitment helps select the most flexible and resilient personnel.
- Recognition helps employees to become better leaders in the organization.
- Management accountability helps in the implementation of family organization mechanisms.
- Measurement helps in identification of strong and weak areas, and finding solutions to improve them.
- Corrective action systems helps set methodologies which identify problems and communicate the problems, for solution development.
Every step in the change process is important.
Leaders should be on the forefront in establishing the best course of action for change implementation.
By the end of the day, the end justifies the means in the competitive industries.
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KOTTER’S 8-STEP PROCESS
- The kotter’s eight step change process entails;
Creating a sense of urgency
Develop a guiding coalition
Formation of strategic visions
Communicate the vision for change
Remove obstacles (Wirba, 2012)
Create short term wins
Consolidate improvements
Anchor the change
KOTTER’S 8-STEP PROCESS
CREATE A SENSE OF URGENCY
For change to be effective, the whole company needs to want it.
As a leader, there is a need to spark motivation and get things moving.
CREATE A GUIDING COALITION
Getting the right people in place is important.
There is a need to confront issues and developing emotionally honest and open relationships in the organization (Geithner, 2007).
Leaders should not build a culture of mistrust (Geithner, 2007).
There is a need to appreciate the fact that periods of conflict are bound to be present.
Directly facing the issue is the way to proactively deal with a problem at hand.
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KOTTER’S 8-STEP PROCESS
CREATE A VISION FOR CHANGE
Every organization should have a vision for its future.
If a future is to be successful, it should be more probable (Geithner, 2007).
COMMUNICATE THE VISION
Communicating the change vision is the most important step.
Employees need to be made aware of what is expected, and what the plan for change overall entails.
Employees need to be involved in the change implementation process (Geithner, 2007).
Where change is not properly communicated, strategic implementation becomes less effective.
Reluctance is also likely to be experienced in the organization.
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KOTTER’S 8-STEP PROCESS
REMOVE OBSTACLES
Remove all barriers associated with the process.
Empowering individuals is the best way to remove obstacles for change in the organization (Meyer & Meijers, 2018).
CREATE SHORT TERM WINS
Momentum is importance especially for large scale organization change.
A sense of achievement, therefore, needs to be created, as well as optimism.
Generating short term wins makes personnel and the entire organization stakeholders realize some level of progress (Meyer & Meijer, 2018).
Motivation is therefore fostered, which increases organization success.
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KOTTER’S 8-STEP PROCESS
CONSOLIDATE IMPROVEMENTS
Maintaining momentum is all about implementing thee sustainable change in the organization.
There is a need to nurture the new culture through development of positive behavior, and values.
ANCHOR THE CHANGES
In any change effort, culture comes last, and not prioritized (Meyer & Meijers, 2018).
Change should be embedded in the very organization culture, so that it can stick.
Culture cannot change, until the ones implementing the change are willing to change .
The kotter’s change model is very effective in enhancing change, and facilitating organization effectiveness.
Change is inevitable and needs to be supported, right from top management to the most junior personnel in the organization (Meyer & Meijers, 2018).
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references
Geithner, C. (2007). Understanding leadership styles. Healthy Learning.
Meyer, R., & Meijers, R. (2018). Leadership agility: Developing your repertoire of leadership styles. London: Routledge.
Wirba, A. V. (2012). Leadership Styles. Saarbrücken: LAP LAMBERT Academic Publishing.
