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Introduction
Leaders play an important role in organizational change. According to Mishra (2021), the
six images of change managers identify the roles that leaders play to make change successful.
Change management has two major approaches, they are controlling and shaping. These
approaches can have an intended outcome, an unintended outcome and a partially intended
outcome. From these outcomes are six images of change managers. They are directing,
caretaking, navigating, coaching, nurturing, and interpreting.
Six Images Framework
Heinz (2021) stated that there are six images of change management. The role of change
manager as a Director sees management as controlling and the outcomes of changes made as
being intended. This role is to direct the organization toward the desired result. The role of
change manager as a Navigator views management as controlling and the outcomes of changes
made as being partially intended. This role ensures the objectives are met, no matter the
situation. The role of change manager as a Caretaker views management as controlling and the
outcomes of change as unintended. This role guides organization to the best of their ability. As a
Coach, this type of manager views management as shaping and the outcomes are intended. They
condition the organization so that they have the capabilities to succeed in the competitive arena.
As an Interpreter, this type of manager views management as shaping and the outcomes as
partially intended. They help make sense of events and developments, especially when there are
various teams who do not share the same interests. As a Nurturer, this type of manager sees
management as shaping with the outcomes unintended. They assume that the organization can be
effected by small changes, by cultivating qualities in the organization and staff that enables self-
organizing.
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Self-Assessment
Reading through the six images and completing the test, my dominant image is Director
with a score of 5. I am a Coach with score of 4.25, a Nurturer with a score of 4, equally a
Navigator and Interpreter with a score of 3.25; and a Caretaker with my lowest score of 2.5.
According to Heinz (2021), as a Director, my approach to change is managing choice, command
and control. This role is effective when urgent change is needed for existence and when the
manager has better knowledge of solutions. As a Coach, my approach to change is to shape
systemic capabilities, values, skills, and drills to responds effectively to change. This role is
useful when the organization need to resolve interpersonal conflicts and help others understand
and solve their own problems. As a Nurturer, my approach to change is to develop resilience,
encourage participation, self-organization and continuous training. This role is efficient when
faced with external pressures and competition that requires adaptive learning and constant
reinforcement.
I agree with the assessment and the scores of my images. I believe that change managers
should be resilient and able to solve problems. The change manager should consider the external
issues and train employees to adapt to changes. I am one of those types of people that loves to
confront and deal with issues. I believe once those interpersonal conflicts are resolved we can get
on with other things. My mediocre images, Navigator and Interpreter, I can accept because there
are times I think of everything that can go wrong when planning and ensure everyone
understands what is happening.
What is your assessment of the image(s) of Eddie Lampert in this scenario?
Regarding the case, I believe Eddie Lampert was a navigator. Heinz (2021) stated
investors were confident in his ability to turn the two companies around. Mr. Lampert initiated
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the merger, and after two years profits dropped. He decided to restructure the company, but his
colleagues disagreed with his approach. His ideas and initiatives were implemented, but the
outcomes could not all be controlled and they were not favorable for the company. There was no
collaboration nor cooperation between divisions. According to Mishra (2021), a navigator does
not consider the dynamics inside or outside the company, the only thing that matters is achieving
the objectives, and Mr. Lambert did just that.
Using your dominant image or images, how would you have approached the change
management efforts by Eddie Lampert at Sears?
My dominate image is a director. As stated by Bamidele-Sadiq, (2019), as a director, I
would outline my vision clearly and define the mission of what is to be achieved. I would have
given information on how the change would be achieved and provided the needed resources for
the change. Ensuring that there is no misunderstanding, of what needs to change and the
direction of the change. As the director, I am responsible for the strategies needed for a
successful change. So I would pivot based on how things are going. I would have strategies and
processes in place for unexpected results. I would manage and monitor the division’s activities
and not make assumptions.
However, in keeping with Bamidele-Sadiq, (2019), as a coach, I will motivate my
employees and encourage them through the process. I will hear what they have to say and calm
their fears concerning change. If they felt uncomfortable about a certain part of the process, we
will discuss it and if they are still uncomfortable, I would change that process. I would always try
to communicate effectively and frequently.
Biblical Integration
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Change is inevitable. It can be slow or fast, it can be easy or hard, and it can be successful
or a failure. Ephesians 4:22-24 states that, “that you put off, concerning your former conduct, the
old man which grows corrupt according to the deceitful lusts, and be renewed in the spirit of
your mind, and that you put on the new man which was created according to God, in true
righteousness and holiness. (New King James Version, 2023). The Bible talks about changing our
mindset. Not to keep thinking the old way we have been thinking and expecting a different
result. We are to be more like Christ, forsake our old habits and desires because we should have
the mind of Christ. Therefore, we should expect change, and prepare for change in every area of
our lives.
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References
(2022), Change management execution: Facilitating and hindering factors. Strategic Direction.
38 (12). pp. 35-37. https://doi.org/10.1108/SD-10-2022-0130
Bamidele-Sadiq, M. (2019). Leading the Change with Six Images of a Change Leader.
https://www.westcliff.edu/wp-content/uploads/2019/08/Bamidele-Sadiq-2018-22.pdf
Bible Gateway (1982/2023). Ephesians 4:22-24. New King James Version Online. Published
by Thomas Nelson. https://www.biblegateway.com/passage/?
search=Ephesians+4%3A22-24&version=NKJV
Heinz, A. (2021). Leading Organizational Change. McGraw-Hill.
https ://bookshel f.vitalsource.com/reader/books/9781307709100/
Mishra, A. (21 May, 2021). Images of Change Managers. Management Weekly.
https://managementweekly.org/images-of-change-managers/
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