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At the medical clinic where I work, there are a few of my co-workers that are upset about a new MHS
Genesis software program that will be taking over our current system. Change is essential for growth,
but I think the resistance comes from not knowing how to navigate and the current system works for
the tasks required. However, the new system will include more features such as reports, cross-
functional communication, less errors, and full medical history for the patients. Organizations need to
adapt to the markets changing needs and managers/supervisors can help to prepare for these changes
by listening to concerns and explaining the benefits.
Based on the change management skills covered in this course, I would not have used a different
approach. Team leaders have a very important role when implementing change in an organization and
communication is key. Being transparent and honest builds trust in the manager and the organization
through inclusion and understanding. This also helps to reduce resistance to change.
The change management skills that I found most relevant to my personal and professional life are to
be able to listen and understand the needs of the stakeholders and to be able to communicate
effectively. Have good problem-solving skills. As a leader, there are multiple types of issues that can
happen daily such as technical, inter-personal and performance based problems; it is up to a good
leader to have the characteristics and experience to be able to remedy these issues or be able to
network and find the information to help solve the problem for the stakeholder or the organization.
The team leader’s skills helps to deplete resistance and improve performance innovations.
Immediately after graduating from undergraduate school, I accepted a position as a Lean Manager
for a company that manufactures battery cans for Energizer. One of my responsibilities was to
improve the appearance and efficiency of several production areas by incorporating a lean
manufacturing method called 5S. This is an acronym for Sort, Set, Shine, Standardize, and Sustain
(Taneja, 2020). I divided the plant into 16 key areas, created evaluation criteria for each location, and
assigned a weekly auditor to assess a particular area. I noticed that month after month, the employees
performed fewer and fewer5S audits.
d d d d d d d d d d I handled this situation by explaining to the employees how the data was making us look bad
when I reported it to senior management, which was effective because most of the employees feared
that their performance reviews or raise would be impacted. However, after learning a multitude of
change management approaches in this class, I know that I should have explained the organizational
benefits of 5S and how it improves employees’ ability to focus on performing more value-added
activities, instead of dealing with problems associated with having an unorganized work environment.
d d d d d d One change management skill that I found interesting was performing a stakeholder analysis
prior to implementing a change. The purpose of doing this is to help determine the most effective
level of communication for each stakeholder and anticipate any resistance, so that you can counter it
(Lucid Content Team, 2021). I believe I will apply this in the future when I am marketing for trying
to persuade a customer to replace their old equipment with my company’s product(s).
Currently my organization is undergoing some major changes. A lot of changes in leadership have
been going on, with leaders being demoted, or even let go entirely. The organization was clear about
their new initiative about making sure the right people were in the right seats but they didn't exactly
prepare us for all of the seat changes they would be making, if it was communicated it wasn't
communicated well. Communication is one thing within my organization I feel they need to work on.
There is a lot of talk happening surrounding what's going on and what their end game really is and
there is a lot of unrest considering a lot of people have been let go, people are nervous and some are
even looking into different companies. After this course I really understand the need for
communication and how it can help to appease some of the fears in a situation like the one my
organization is facing currently. They're all very hush hush and that isn't doing anything for employee
morale which is wrong. Communication in general lacks within my organization at times and I think
a communication plan such as the one we developed for our project could be helpful. I know that
communication is something I am definitely going to place an emphasis on when it comes to my plan
for professional development. I strive to always be curious and I try to ask the questions that others
might be afraid to ask or questions that others may not think to ask. My direct leaders pride me on the
way I ask questions but I know other leaders in the organization in different departments don't really
feel the same way and I think that's a problem in and of itself and I do think that's kind of what the
organization is trying to address but they're not being as open-book about it as they could be.
An example of a situation where I have experience change in an organization is actually my entire
career with Toyota North America. In 2017, Toyota moved their corporate headquarters from
Torrance California to Plano Texas. This new move was called “One-Toyota” and was combining
Engineering, Finance, Marketing, Sales, and many more departments for both Toyota and Lexus
under one roof. At the same time, our global president Akio Toyoda announced that we would be
transitioning from a vehicle company to a mobility company. These two MASSIVE changes left a lot
of departments, leaders, and employees wondering how these would take place and how long it
would take. Well, 5 years later and the changes are still developing as the understanding gets more
concrete and as we figure out how to apply the new principles in our daily work.
What I learned from this experience along with what I have learned in this course is that,
There is no “one-size fits all” approach. Organizations differ in size and the reasons for change are
different company to company.
A company does not have to be failing to introduce change
Companies that constantly encourage change, transformation, and improvement will adapt more
quickly to large changes. One of Toyota’s philosophies is called “kaizen” or “continuous
improvement” and this is baked into every process at Toyota.
Change happens both at the large macro level, as well as the micro level (small teams of 3-10 people)
all of it is important.
After what I have learned I don’t think I could recommend a different approach from what my
company is doing, my biggest sign of this massive change being successful is that I still love my
work, I love what the company stands for, and I love the teams and projects I work on, on a daily
basis. I would consider that a successful change on Toyota’s end.
In general, organizational change is very important for the business and company to alter a major
component of the organization. It could include technologies, infrastructure, internal processes,
culture, and many others (Arsith & Tanase, 2020). Here, I would like to share one of my professional
life experiences that were responsible for managing change. When I was working in my previous
organization, I found that all the employees had a fear of the boss, and they were hesitant to give their
point of view in terms of achieving the organizational goal. Here, it was essential to bring changes in
the work culture. Since I was appointed as a manager in the organization, I have tried to reduce the
gap between the employer and the employees by providing enough training to the employees to
encourage and boost their confidence to talk in front of the boss. Also, it is essential to maintain a
work-friendly environment so that better productivity can be derived from the organization. For this,
I have worked hard to communicate effectively with all the employees and the employer.
In the organizational setting, it is essential for an individual to have some important change
management skills like active listening, better communication, strategic thinking, research
knowledge, measurement and analysis, and leadership quality. While working in the previous
organization, I have already developed some of my skills that am good at listening, good at
communicating with others, doing proper research before telling some changes in the organization, as
well as I also have a good quality of a leadership that has helped me a lot to bring changes in the
work culture (Arsith & Tanase, 2020). I think I could have better managed the organizational change
by using a different approach. Here, I could have used measurement and analysis to provide better
reasoning for the organizational change. As organizational culture is not static and it is dynamic, it
was quite helpful for me to bring changes to the work culture.
I have found some of the change management skills are already present in me that are more relevant
to my professional as well as personal life. Usually, I used to be very good at engaging with people in
my personal as well as professional life, which has helped me a lot to bring changes in the
organizational culture. Another quality that I have acquired is an excellent communication skill that
makes people listen to my points very carefully. Further, these change management skills will be very
helpful for me in the future to grow better in managing the changes in the organizational settings.
An example of when I previously experienced change was when I was a Team Captain at a Fintech
organization in their call center. It was both personal and professional, as it was me living through a
change in my career. There was about 12 Team Captains that supported different team. We oversaw
coaching, training, more of the growth while the Leader assisted with the performance and areas
needed to focus on, we would help the team members with those areas and increasing their skills, not
the Leader. One day without any notice, we were pulled into a meeting with our VP of the call center
and a few of our Leader (they had the Team Captains as their Team). We were advised our roles were
no longer needed and that we would go back on the phones, take a slight pay cut, changed schedules
starting that Monday. It was Thursday. No transparency was provided. It was what it was basically.
Based on the change management skills covered in this course, there 100% should have been a
different approach. There was no transparency, there was no trust, there was no support from
leadership or them advising why it needed to be that way. The ADKAR change management model
could have been used but there was no awareness, as well as zero reinforcement. The McKinsey 7-S
model also could have been used, unfortunately I did not see either in play. These skills could have
helped us as a team navigate this change and understand more of the why, other than it was a business
decision.
It is interesting taking this course because I recently joined a new organization and was aligned with
a brand new team in Talent Development with Onboarding and Performance Management. The
organization I am with has been around for 100 years and the team members have a pretty lengthy
tenure, I spoke with someone who has been there for 32 years! That is not uncommon, you're either
new within the pandemic or have been around for at least 10 plus years. What I am getting at is, fresh
eyes do not always perceive the same things that someone with eyes on that ONE specific
organization has had for 15 years. Change management is a very tough road to navigate, and I am
living through it, and have been since starting this course. This course has helped me really
understand the dynamics of change management and provided me tools and resources I can use in my
day-to-day. I really appreciated Kotter's view and his theory that was more focused on the challenge
which really was "...changing people's beahviour and not strategy, systems or culture" (Hee &
Shanmugam, 2019). I really am learning that now, focusing on the behavioral changes and practicing
the tools we have been provided through this course to address those changes. I am really focusing on
the short term wins right now as there are a lot of directions that we are being pulled with processing
change within Performance Management and Onboarding. I think when the more tenured team
members see the short-term wins, they will start to trust us as a team and help that much more
throughout this process.
Experience with Change
Working through this course provided me with a new perspective of change; instead of
dreading it, I understand now that there are different techniques that can make it more manageable.
As a former employee of an animal vaccination clinic, change was constant as new rules and
regulations about vaccines from the county and state had to be implemented, and different
veterinarians also had their personal vaccination preferences that would shift at times. As an example,
some veterinarians would change their personal requirements regarding certain dog breeds needing to
be a certain age and weight before being vaccinated because they were genetically susceptible to
respiratory problems that the vaccines could interfere with. Also, if there was a regional outbreak of a
certain disease, the state or county would require us to update our protocols and processes. So, there
were multiple layers of change being influenced by external and internal stakeholders all the time.
However, the most significant change process was when the company pushed operations to become
more automated and reliant on technology. The transition was poorly managed since there was
insufficient training on how to use the new software on the tablets and managers could not offer
support since they were overworked with other tasks, so it took weeks of independent trial and error.
Based on what I learned from this course, I feel that employing one of the change management
models, like the ADKAR process, could have created a smoother experience since it dedicates time to
learning and development. Communication and teamwork skills, along with greater technical
competence would have been helpful capabilities to develop and utilize throughout the change
process that I experienced.
Overall, the greatest change management skill that I will take away from this course and apply to my
personal and professional life is identifying key stakeholders. Whether it is in a personal or
professional setting, understanding the feelings, ideas, and interests of the people around you is the
key to several other actions, like effective communication and collaboration. As someone that is
aiming to work in the environmental side of business, my experience so far has been defined by
change because sustainability is all about being a part of a transition that is implementing “green”
modifications to operations. So, moving forward, I believe being able to specifically identify key
stakeholders in this process would allow me to gather a more diverse yet relevant set of ideas for
sustainable development.
I have been in several positions where I experienced change and was responsible for managing the
change. The most recent situation is still in progress. I currently work for a workforce development
organization that utilizes state and federal grant money to send qualified individuals to training. The
project I was previously on has entirely run out of funds, six months before any new funds are
expected. Instead of firing or laying off all employees working with that program, my organization
has moved us to a different project that has just received 1 million dollars in funds. This change can
cause several issues if everyone is not appropriately trained in the eligibility requirements of the new
project. Fortunately, I and several of my coworkers worked on that project last year. We have
facilitated a series of in-person and virtual training to get everyone up to speed. This has saved jobs
and assisted the individuals that the non-profit organization serves quicker. d
Based on the change management skills covered in this course, I could have used a slightly
different approach. My team should have gradually trained all of our coworkers in the processes of
the new project. This would have been more beneficial than waiting months for funding that has not
arrived. Because of this wasted time, all employees involved had to go through 3 consecutive all-day
crash courses while still managing their daily duties. Also, while waiting for the funds, several of my
coworkers got nervous about their positions and found new jobs. I believe some of this could have
been avoided if the team had been assured of their job stability and gradually trained on the details of
the new project.
One change management skill was most relevant to my professional life. It all comes down to
organization. Suppose my team had created a clear change management plan that included new
employee roles, goals of the project, and other key factors; it would have made the change process
much smoother. I will ensure that I am looking ahead and implementing training before it is urgently
needed. Overall, I have learned a lot in this course and am excited to apply it in my future positions.
Since completing my introductory post, I have started a new position as director of development &
construction for a senior living organization. In doing so, I have been presented with the opportunity
to initiate and manage change. Specifically, in how my organization has historically managed their
construction projects. Being new not only to my company, but to the senior living realm all together,
I was able to bring on board my lessons learned in the field and adapt my methods to match my new
environment (less mud and boots, more finesse and tact). In my effort to do so, I have been met with
certain resistance.
The lessons learned during this course have allowed me to take a step back and evaluate the best
method for bringing my change efforts to fruition. Lewin's methodology has been helpful in my
instance since I have had to unfreeze and evaluate the way projects have been historically managed
and attempt to change and refreeze certain processes.
d Some of the key outcomes I will focus on moving forward include identifying critical stakeholders,
being specific in my messaging and setting clear timelines/milestones for change efforts.
Over the past few years, part of my job is to identify process errors and correct it. Some of these
changes are quick and easy, where I just have to add a new step in the process. d Then there are some
that are almost a complete revamp of the process. With those changes, it required a little more
planning and teamwork.
d d A lot of the techniques I learned in the class were things I was already doing. d I would always try
to communicate the plan with the team, get their inputs, and follow up on the change. One thing I
think it critical in the change process is communication. I’ve seen it numerous times where a plan
will fail because the leader of that plan does not communicate. In most cases the plan is good, but
because people don’t know the goals or their roles, then it usually ends up failing.
there are many examples that are coming to mind, but the most recent example would be the reorg we
experienced at our offices lately. My department was recently realigned from IT to Business. We
were aligned to new leaders, had new deliverables and new performance goals.
Yes and No. Yes, because if I would have had this class prior I could have provided my team and
leadership team with better support. However, as this change was mid-flight during this course, I was
able to share the Kotter's Change Management framework that has been adopted by our department.
Within weeks of leadership being more transparent, bringing back employees surveys, recognizing
employees and sharing short-term wins, we have significantly seen a positive influence on our
employees engagement.
Yes, as mentioned above I am a big fan of Kotter's Change Management framework and will keep
this information with me for however long it is applicable. I found the steps to be really easy to
follow and with the amount of change I've seen in my organization over the past 10 years I am for
sure going to use this framework again.
had a part in managing change within my department. Part of the change was developing a training
protocol whereas, in the past, the training was simply tribal knowledge. While I lead most of the
training and documentation, I gathered a team of other subject matter experts to gain their valuable
input. One of the most effective skills I developed was keeping a cool head while dealing with some
large personalities. I think this is in line with the leadership and change management skills that I have
learned are the most important throughout this course. Respect and clear communication go a long
way in being effective during a change initiative. Active listening is also extremely important when
managing change to identify gaps and understand how to improve any issues. When actively listening
to people’s concerns, others feel more valued.
Personal Experience with Change
Unplanned changes when one of my department's qualitative research project directors resigned. I
was chosen to step into her place rather quickly. The change required learning how to work with new
team members and experiencing different topics of projects. We predominately work on healthcare
and pharmaceutical projects, but this team also takes on consumer packaged goods (CPG) and other
non-healthcare services. Having experience in the pharma sector prepared me for the change, as those
projects are large-scale and highly detailed, making it easier to move to smaller-scale projects. In
retrospect, I am incredibly grateful to have made the change. I get to work on various types of
projects with a highly positive, supportive, and encouraging team.
Future Leadership Behaviors
As I transition into a leadership role, taking on greater responsibilities and guiding others on my
team, I plan to use leadership behaviors to support employee engagement. Primarily, I will
acknowledge and praise my team members for their hard work and accomplishments. According to
Blues Perspective, praise from a boss or leader can boost motivation, satisfaction, productivity, and
engagement (2021). Aside from professional satisfaction, praise also increases personal well-being.
Instilling a positive, supportive, and healthy work environment will be my top priority as a leader.
Employees who work for companies that promote a positive work environment have 33% increased
happiness, take fewer long-term sick days, show increased creativity and productivity, and are less
likely to resign (Change Recruitment Group, n.d.).
Fourth Industrial Revolution Impact
The current fourth industrial revolution is the time in which technological advancements have
become the forefront of our world and its evolution. In a world where technology is ever-present and
necessary, our day-to-day work is inevitably impacted by it. We mustn't lose sight of the value of
human connection in our digital world. Praise, recognition, and rewards should be prioritized.
According to Moore, servant leadership should be practiced during this fourth industrial revolution
era (2019). Specifically, authoritative management will be a concept of the past, and leadership with
team collaboration and supporting achievements will be the focus.
One of the positions that I experienced change is my current position where before the change I was
only in charge of the NE region of the US. Through the actions of a coworker(now former) I was
thrusted into his position as well and have to deal with the change of his absence. I have experienced
the change of now running the whole country for safety instead of just my region. Crazy how change
works huh? The time I managed changed was a few jobs ago, where I was person involved in
changing the job process for chemical refining and improving the job. I changed the whole job to
increase efficiency 5-fold and then had to express to leadership in the company that this will work
better instead of the same old way of before. It was hard to overcome the leadership and then to push
the change onto the employees that would do the process every day. Based on the skills I have gained
from this course, I would have not approached the change any differently. I went in and got buy in
from leadership and communicated it properly. It probably was not as efficient as it could of been but
that would be the improvement. The change management skills that I have found most relevant is the
proper way to communicate to C-Suite level directors. I will be applying them moving forward as I
will be talking more and more to them.
Blues Perspective. (13, April 2021). The importance of Praising Your Employees. MI Blues
Perspectives. https://www.mibluesperspectives.com/2021/04/14/the-importance-of-praising-your-
employees/#:~:text=Genuine%20recognition%20rewards%20efforts%20along,Encouraging%20empl
oyees%20to%20praise%20teammates
Change Recruitment Group. (n.d.) Benefits of Creating a Positive Work Environment.
https://www.changerecruitmentgroup.com/knowledge-centre/7-ways-to-create-a-positive-work-
environment#:~:text=Benefits%20of%20Creating%20a%20Positive%20Work%20Environment&text
=Increases%20employee%20happiness%20by%20as,in%20some%20cases%20by%2058%25.
Moore, G. (3, January 2019). 3 ways to be a good leader in the Fourth Industrial Revolution. World
Economic Forum. https://www.weforum.org/agenda/2019/01/the-fourth-industrial-revolution-needs-
new-forms-of-leadership/
Hee, Ong & Shanmugam, Nanthinee. (2019). A Review of Human Resource Change Management
Strategies in the Digital Era. International Journal of Academic Research in Business and Social
Sciences. 9. 10.6007/IJARBSS/v9-i3/5713
Arsith, M., & Tanase Popa, D. A. (2020). Sign, Language, Significance and Communication. Acta
Universitatis Danubius. Communicatio, 13(2).
Taneja, H. (2020). “What Is 5S?” Quality info.
https://qcin.org/nbqp/knowledge_bank/uploads/2020/09/1600506696_205-Quality-Info-Journal-
15Jan20.pdf
Lucid Content Team. (2021). “How to Perform a Stakeholder Analysis.” How to Do a Stakeholder
Analysis | Lucidchart Blog.
https://www.lucidchart.com/blog/how-to-do-a-stakeholder-
analysis#:~:text=A%20stakeholder%20analysis%20allows%20you,for%20the%20opposition%20you
%20anticipate.
Kalenda, M, Hyna, P, Rossi, B. Scaling agile in large organizations: Practices, challenges, and
success factors. J Softw Evol Proc. 2018; 30:e1954. https://doi.org/10.1002/smr.1954
Lewis, L., Kouzes, J. M., & Posner, B. Z. (2021). Leading Organizational Change for Southern New
Hampshire University. Wiley Global Education.
https://wileyplus.vitalsource.com/books/9781119832591
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