SELF-REFLECTION ASSIGNMENT 2
What are the six change management images and how would you define them?
Change management refers to preparing, initiating, implementing, and monitoring
organizational changes (Phillips & Klein, 2023). Bamidele-Sadiq (2018) identified six images of
a change manager that can help guide effective change management: director, interpreter,
navigator, coach, caretaker, and nurturer.
Director
As a director, the transformation manager offers direction toward the intended goal and the
resources needed for the change. Managers develop the strategies and techniques that must be
used to accomplish what is needed (Phillips & Klein, 2023). Also, they maneuver, manipulate,
manage, and monitor the team's activities toward the desired change.
Interpreter
The interpreter transition manager needs a context approach that includes sense-breaking and
sense-giving to a scenario (Bamidele-Sadiq, 2018). The transition must make logical sense
towards the individuals who will implement it. To accomplish this, an interpreter must
effectively articulate the reason for the shift to the rest of the team.
Coach
A manager should encourage team members while remaining focused on the result of the
transition process. People resist change, and a transformation can fail if the individuals
implementing it are discouraged, the perspective is distorted, or corporate governance and power
are deemed (Phillips & Klein, 2023). A coach should address group members' issues while
keeping them focused on the overarching goal of the organizational change.
Navigator
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As a navigator, a leader should handle resistance by addressing group members' fears while
keeping them focused on the ultimate aim of the change process (Bamidele-Sadiq, 2018). This
means that the change leaders must ensure that they provide a map that guides the team to the
desired destination, and they must make adjustments to the plan when necessary.
Caretaker
The change manager must maintain the existing organizational structure and ensure the change
process does not negatively impact the organization's day-to-day operations.
Nurturer
In this image, a change manager must focus on building a culture that embraces change and
encourages team members to embrace new ways of working. The managers must create an
environment that fosters growth, learning, and development.
How would you describe their corresponding approaches to change management?
The Director approach is authoritative, with a top-down management style. The director
steers the teams' actions toward the desired change while maintaining a clear vision and
objective. The Navigator method is collaborative, emphasizing strategy and preparation while
overcoming opposition, addressing group members' issues, and getting them to concentrate on
the overarching goal of the change process (Phillips & Klein, 2023). Further, the Caretaker
approach is supportive, with a focus on the well-being of employees by taking care of people's
needs during the change process (Bamidele-Sadiq, 2018). The Coach approach is developmental,
focusing on building employee skills through leading by example and actively supporting the
team. Nonetheless, the Interpreter approach is communicative, focusing on creating a shared
understanding by interpreting the change where it makes sense to the people involved (Phillips &
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Klein, 2023). Lastly, the Nurturer approach is empathetic, focusing on building relationships by
creating an environment conducive to change.
Detail the results of your assessment, including your top image or images, if those images
require actions that would make you uncomfortable, and whether you feel you could
navigate between strong and weak images based on the situational context.
After taking the self-assessment, my dominant image is the navigator because I approach
change management strategically and am open to feedback and adjusting my approach. I am not
uncomfortable with the actions required by this image. However, in certain situations, such as
when time is of the essence, I may need to shift to a Director approach. The Bible teaches us to
seek wisdom and counsel from others (Proverbs 19:20-21). Also, it teaches us to be patient and
to trust in God's plan (Proverbs 3:5-6). When implementing changes, it's important to seek
wisdom and counsel from others who have experience in similar situations. This can include
seeking advice from colleagues, mentors, or other experts in the field. I may get new ideas and
views to assist my approach to change management by asking for feedback and input from
someone else.
What is your assessment of the image(s) of Eddie Lampert in this scenario?
Eddie Lampert, the chairman of Sears, appears to have taken a Director approach to
change management. Lampert was focused on the outcome and used control and authority to
implement change. He seemed to restructure the company into an internal market with
autonomous businesses competing for resources. The new business structure included more than
40 divisions, each of which had its president, chief marketing officer, board of directors, profit
and loss statement, and strategy that needed to be approved by Lampert's executive committee.
Several Lampert's coworkers felt the new structure was not the best strategy because it sparked
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conflicting factions. However, Lampert believed the decentralized structure was more effective
and produced better information.
Using your dominant image or images, how would you have approached the change
management efforts by Eddie Lampert at Sears?
Based on my predominant image of the navigator, I would have tackled Sears' change
management initiatives by putting a strategic and planning-heavy emphasis on it. I would have
worked collaboratively with key stakeholders to set a direction for the company, taking into
account the various divisions and their strategies.in addition, I would have been open to feedback
and adjusted the approach as needed. I would have worked to create a shared understanding of
the new structure and its goals, using the Interpreter approach to ensure everyone was on the
same page (Phillips & Klein, 2023). Nonetheless, I would have been empathetic, using the
Nurturer approach to build relationships with employees and ensure their well-being during the
change process.
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References
Bamidele-Sadiq., M. (2018). Leading the Change with Six Images of a Change Leader. Westcliff
International Journal of Applied Research. 2. 18-23. 10.47670/wuwijar201822MBS.
Phillips, J., & Klein, J. D. (2023). Change Management: From Theory to
Practice.BTechTrends,B67(1), 189-197.
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