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Although I never been able to manage change, one of the skills this course has helped to emphasize is
the importance of leadership that is equipped with skills to effectively manage change. The
development of a new Renewable Natural Gas plant at my site is no simple feat and involves several
moving parts and numerous site changes. Being an individual contributor while being enrolled in this
course has given me the opportunity to view the actions of my superiors through a different lens. This
has allowed me to critique several traits and behaviors that I would like to implement into my
management style in the future and has given me a greater appreciation for all of the effort and
moving parts associated with change management. our new manager began making changes after
he/she joined our team, after the first few weeks as our manager. After assessing the change
management skills covered in this class, I can recognize why our team was resistant to the suggested
changes, but I can also understand from the manager's point of view, why their suggestions caused
resistance, since the manager never considered any of the recommended skills needed to make
changes. The manager neglected to inquire about input from the team, didn't explain why the
changes needed to be made, and not give us any assurance that our jobs would not be eliminated.
This manager needed to take this class. Of course, some people transferred to another department,
and some left the company. If I ever become a manager, I plan to use the skills learned from this
class to be a good leader by communicating with my employees, instill trust, be transparent, offer
training and development, and listen to my employees. I have been responsible for change in my
current role. My current role involves providing well-being resources and support to legal and
professional staff at a global law firm. In this role, I have been working to convince people who are
trained be naturally skeptical to embrace things like mindfulness and a reduction in billable hours.
This has been a challenge because the worth of the attorney is measured in how many hours they bill.
(Billable hours means the amount of time they spend working on legal activities for their clients that
requires compensation.) Our firm chair has announced the initiative firmwide but trying to mitigate
this on a global level has also been hard with myself and the director being US-based.
Understanding change management through this course will better help in my understanding of how
we can implement these well-being initiatives across the firm. Even with the leadership buy-in, there
has been some resistance to some of our grounded programming. For instance, we launched a
firmwide meditation series and we had critics and those who believe that mindfulness is only for
those who shop at Lulu lemon and burn incense. What we are now trying to do is present the science
behind how and why mindfulness can help. This course helped me to identify that even the skeptics
are stakeholders, and I need to move forward with finding ways to help them be less resistant to the
change.
One change management skill I have applied in my personal life is to find way to mitigate anything
that can become a roadblock as I move towards success. An example, my family and I are trying to
lead a healthier lifestyle in terms of our relationships with food, but we also have to reframe what our
kids believe to be "healthy". We always had typical children's snacks: chips, cookies, ice cream, cake.
We tried to drastic change, and our kids were miserable. So instead, we went back and slowly made
incremental changes. Oven-baked chips, granola, fresh fruit to still have something sweet.
Sometimes, the change was “negative.” Meaning, I was not leading the change, and instead reacting
to the decisions of others. I was forced to “clean up” the messes of other people, which is frustrating.
However, fortunate enough to lead positive change in organizations, which has included
implementing various initiatives to positively change the organization (from a tech perspective).
However, nothing like the course scenario.
Based on the course, I would say the biggest change I could make in my personal (professional) life
is organizing change more methodically. I tend to “do things”, and oftentimes don’t prepare enough.
The most relevant change management skills that are relevant to my personal life are building trust
and cohesion within teams, to ensure that any change initiatives are accepted and internalized.
It has been challenging, and has forced me to consider different approaches (honestly) for what I will
need to do in the coming months with my team (shifting operational focus). I wish you all the best
going forward. Please keep in touch.
About three years ago, the company was purchased by a much larger organization and we then began
a two-year-long integration process. As part of the acquisition, my former role was eliminated and I
found an opportunity to move into a new department. At the time, the new role felt like a great
opportunity that my peers were encouraging of and every one I reached out to for advice was very
confident that it promised strong potential for growth. The new role without a clear understanding of
my expectations, no clearly defined manager, title, or pay adjustment. At the time, there was so much
going on with the integration that the team It placed on was not prioritized as needing attention and
these things went unchanged for over a year.
After learning the change management skills covered in this course, I would have approached this
transition much differently. It was clear that there was a good opportunity for me by staying
employed with the company and taking on a new challenge. However, it was also very clear that the
questions and expectations It should’ve been outlined before formally changing roles were not
important to leadership despite my persistence in asking. If I were to undergo the same change today,
I would see the red flags as something that would foreshadow my experience with this leadership
team. A lack of communication and undefined expectations were the norm for how this team operated
and I was quickly taken advantage of and overworked as someone willing to learn and eager to grow.
The skills I found most relevant from this course that work on applying going forward are
understanding your audience's needs and communicating honestly to build trust. The course scenario
was a strong example of how employee engagement will decline when employees feel like outsiders,
disconnected from the purpose and value they provide to the organization. As I progress in my
leadership journey, prioritize working to understand my audience and communicate according to their
needs to provide a sense of awareness and inclusion.
One instance of change that I remember quite often was when I was a safety lead at a chemical plant,
and we needed to get employees onboard to change the way they reported safety incidents and
alerting for potential ones. We ended up having meetings to communicating this change, trainings on
how to put these safety measurements in the system and following up with concerns employees may
have had. Based on the skills covered in this course I would have chosen to collect more data on how
employees were reporting these safety issues and be able to present the findings better along with
getting more people to participate in the change. I believe using data, following up, and really
communicating why changes need to happen is skills that I will be using in my personal and
professional life. I will be applying these by learning new ways to collect data and communicate
efficiently without wasting words that are not necessary. This class has definitely taught me a lot
about organizational change and how much goes into making it successful. Over the course of teiterm
I was given a promotion at work and it forced me to use a lot of the concepts that we covered here to
make some much needed changes in my department. Although I am nowhere near done, I've found
that communication and transparancy have been my biggest go to's. I would in a union shop which in
itself is a unique situation because employees are paid and incentivized based on a negotiated
contract I have found ways to motivate my team and enstill a sense of pride for what they do despite
the money tied to their jobs,
I wanted to bring up one example where I was responsible for change that I mentioned in the final
project. I was a company commander for roughly 120 Soldiers and had been dealt with massive
changes within the leadership. Practically everyone that was in a leadership role had only been in
position for a few months, many of the leaders left as it was their time. Luckily, many of the Soldiers
did not like the previous leadership style so we were able to enact new changes quickly. One of our
biggest concerns was our attrition, many Soldiers wanted to leave the organization due to their
experience at this unit. We quickly took time to talk with the Soldiers, conducting sensing sessions
and surveys. We were lucky that many Soldiers were open and honest on their feedback.
Though we couldn’t get everyone to stay, we were able to convince many that their experience at this
unit was specific and that other units are not the same. Many of my subordinate leaders were able to
teach and mentor their Soldiers for promotion and advancement. Looking back, the different
approach I would have used is to include more people (from other organizations) to assist. This
would have helped communicate to the Soldiers their capabilities and possibly get them interested in
other areas.
The most memorable skill I found was implementing and understanding the Five Practices of
Exemplary Leadership (Lewis, et al., 2021). I think these practices are important for self-
development in personal and professional life. At times, it is a challenge to enable and encourage
others to act as opposed to getting the job done myself, I have realized as I move up, my role is to
think strategically and help impact change on subordinate leaders.
this class has shown me how important it is to have strong leadership personnel in charge of change.
This leads to a large growth in employees and the organization. One major takeaway that I got from
the class is how important change can be when it affects employees. The use of employees in change
management is crucial in how well the changes can be implemented.
d d d d d I worked for an organization that started to implement a new inventory tracking system that
is used to order, manage, and develop shopping patterns based on the demographic. When the
company started to implement the change, my department was the initial start and the organization
wanted to see how well it worked. This initial start leads to resistance from my team due to the
changes being drastic and a new process. My initial thought was to start and learn as much as I could
so that I can assist and help others in my area to incorporate the new changes. For the next couple of
months, my team started to learn the process as I became a leader in the system and helped develop
the rest of the area. this slow progression allowed our organization to start and maintain the system
and incorporate it into all departments. This later became normal and was later developed into a more
functional system.
d d d d d d d d d d d d d Reviewing the impact that I had on my department from course examples, I would say that
I would not change the way that I was able to impact the change. I first learned the system so that I
would be able to help and inform employees of how the system worked. This led to employees asking
questions so that they can learn by example or explanation. This was a morale booster once they
started to understand the system and progressed to getting easier as time went on. I found that change
management is mainly about having the right people for the job instead of the best system in place.
Having a leader that can improve morale and gain confidence will allow employees to think outside
the box and become more involved in the process. I will always try to improve employee concerns
and make sure they are given adequate feedback.
One situation where I had to experience change but also was responsible for managing change was
when I was a department manager at a Nike retail store post-pandemic. There were many things we
had to do differently and having to figure out how each employee reacts to change was a challenge.
We had to operate differently as a large retail store. Daily procedures were adjusted to specific
guidelines that had to be followed, and there was more responsibility put on employees’ daily tasks.
Looking back, I would have done a different approach with the way change was communicated along
with the delivery of what is changing and why. We saw a huge increase in our turnover rate due to
employees feeling overworked, not apricated or rewarded. I personally mentored 10 employees and a
couple of times it was shared that the communication from management was not clear or transparent
enough. Being a part of the leadership team there were numerous times that our monthly meeting was
pushed back or postponed. During this course, I learned that being in a leadership role for the
organization to be successful the way change is managed and delivered is huge. d
Over the last 8 years, I have gained a lot of career experience with change management. Taking this
course helped me identify how I can be a better leader during uncertainty. The change management
skills that I found most relevant to my professional life are communication with team members and
change implementation. I learned that the way change is implemented and how fast can either have a
positive or negative effect. Overall, this course made me think a little deeper into the effect change
can have on leaders and team members. Going forward I will focus on creating and maintaining the
vision for change for my team members. It is important to keep employees motivated through change
and have them understand how it will benefit them in their roles.
There was a time at the beginning of COVID that our part of the hospital did not have the acuity that
we were use to because pediatrics was not being affected the way that adults were. We did not have
enough patients to keep everyone working clinically, so our manager decided to change our
assignments to work on community out reach COVID prevention plans. This was a large change for
our department because we all work at the bedside in ICU's and have not made public health plans.
We were all hesitant about the change as it was something completely new in a situation that the
whole world was having a hard time managing. Our manager though was great when delivering the
news and provided us with clear directions and resources to use. She called a staff meeting that was
mandatory for everyone announced the news, was transparent on why this was happening, and
introduced everything briefly. Then she told all of us not to worry that things would work out and
there were more details and directions to come. She listened to every ones responses and concerns,
making everyone feel heard. She was patient when showing us how to do the plans and was always
available for questions when we were working on it. She printed and laminated the instructions so
they were easy to reference. Overall she made this a quick and easy change that was met with a fair
amount of resistance that she sorted through and alleviated.
I think our manager did a great job with her approach to change. I would not have changed anything.
As for change management skills that I found useful was planning out change. Identifying who the
change would affect, what was going to change for them, and when. This is something I would
benefit in using in my personal life because I agree to help a lot of people but don't always account
for what helping them might entail or change in my life. An example of a previous situation where I
experienced change was when my company decided to combine the two instances of Salesforce we
used for our two product lines. The IT team created the new system without input from any of the
departments that were actually using the system and it was a disaster. We were previously told the
new system was coming but did not receive a lot of formal training before the go live date. When we
started using the new system it was completely chaotic, when we would ask questions of why this
was missing or that wasn’t there, we would receive answers like “we didn’t think about that” or “its
not important” (even when it was). After about a month or two of complaining, we finally were able
to schedule weekly meetings with IT to go over what our pain points were and what needed to
added/adjusted. Progress was slow at first but these meetings were mutually beneficial to both my
team and the IT team because we learned a lot about each other’s jobs which gave us better
understanding for the issues we were facing. d
I think initial approach taken by both teams were wrong. The IT team should have consulted with my
team when creating the new system to understand what was needed for us to do our jobs and probably
could have given more formal trainings before going live with the new system. Me and my team
could have been more embracing of the change and less frustrated every time something went wrong.
The main disconnect was the fact that IT did not understand our jobs and we did not understand what
went into their jobs. After months of having meetings and communicating with each other things did
get better and almost all of our issues were resolved.
Throughout my experience in the engineering world thus far, I have been exposed to many dynamic
situations. In terms of specific examples of change in my professional career, I will touch on the
implementation of design templates at a previous employer. This particular organization was a
machinery OEM for wire & cable equipment, which often grew into large systems, taking over a year
to engineer. Having started as an intern, I was exposed to many of the internal engineering practices
from front to back, often learning how clumsy things were. While I was there, a staffing slump took
place, where degreed engineers were hard to come by. In an effort to maximize the utilization of the
engineering team, I was tasked with developing & implementing design templates. These templates
were created as a combination of all machinery types, where different configurations could be added,
deleted, or modified to tailor the project. Once compiled, the automated reporting of AutoCAD would
like the applicable sheet cross-references, creating reports and critical information for the user. These
reports were used in conjunction with new-hire designers, in place of degreed engineers, to reduce the
level of critical thinking & calculations required to complete the projects. In the end, these templates
reduced engineering time & mistakes by over 30%, greatly expediting project lead times and
completion dates from the engineering perspective. Looking back, I think I would’ve approached
things a bit differently. Having originally created the templates myself, without the input or
collaboration of others (partially due to a lack of colleagues), it would have been valuable to integrate
the feedback of others to ensure things were as “user-friendly” as possible. Granted, I knew how the
templates worked and they were tailored to my style of work, but not everyone operates the same
way. Skills such as clear, concise communication are key, and something that has been reinforced
throughout this course. There are times when I need to slow down, observe the situation, then move
on, rather than shooting from the hip. This course has reinforced my obsession with being organized,
especially when coordinating change / communication with others. Moving forward, taking the time
to slow down, while remaining critically organized will lead to successful interactions and
opportunities.
There are a multitude of instances, both personal and professional, that I could reference for this
post. I think of managing life changes when returning from deployment, starting a family, or
undergoing any major life change. A major life instance is subjective, and we handle change
differently. This course has helped lay the groundwork for change relating to planning, prioritization,
organization, and execution. A specific instance was when I stepped into a leadership role and
inherited a team. It took time, patience, and persistence to instill in the team the true direction of the
organization. This was in a retail setting, but by determining what motivated each employee, I was
able to successfully execute the change in operations to reflect company initiatives. This included
hiring new employees, promoting others, and having honest conversations about resistance. The
change management skills covered in this course would have been useful when integrating the
changes. I had a core support staff that were the change leaders, but it would have been more
effective to delegate initiatives, instead of attempting to the manage the change individually. The
most important take away from this class has been the importance of clearly communicating the
overall direction of an organization, Presenting the why to every stakeholder. Although this does not
necessarily impact their daily responsibilities, it clarifies the reasoning and logic behind the change.
A change management skill I will apply moving forward is transparency. Within an organization,
there needs to be full transparency. I find myself more rewarded and fulfilled when I can trust that my
colleagues are on the same page as me. This also opens the door for input and feedback. This will
ensure the initiatives are supported, creates a collaborative team, and allows change to be achieved by
and organization, not an individual.
Lewis, L., Kouzes, J. M., & Posner, B. Z. (2021). Leading Organizational Change for Southern New
Hampshire University. Wiley Global Education US.
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