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IRKU 2

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The results to my taking the “Change Quiz” was a score of 35.

The interpretation of that score is: “Change isn’t something you handle; it’s something you seek out! You welcome every change that comes into your life – oven the tough ones – believing that each one serves a purpose and will eventually lead to good. You don’t waste time looking back at the way things were, instead you accept your new circumstances and wonder what’s around the next corner.”

Frankly, I’m a bit surprise with this result. I had not really perceived myself as someone who “seeks out” opportunities of change. Though admittedly, I will consider and mull things over if a particular situation is meaningful to me. In these cases, I will figure out a way to fix and change these things for the better. Through experience, I have learned many lessons how to handle and accept that things do change, and that these situations are an inevitable part of life. Though some changes have been difficult, I do tend to look for that silver lining on the other side.

The quote I selected:

No. 4: “We cannot change our past. We cannot change the fact that people act in a certain way. We cannot change the inevitable. The only thing we can do is play on the one string we have, and that is our attitude.” Chuck Swindoll

I selected this quote because it resonated with me personally and presents a truthful message, irrespective of whether change management is due to professional or personal circumstances. Regardless if you are a leader or not, you are first a person that is affected by influences and may bring about a change. How you manage those situations is squarely up to you. In my opinion if you handle change well, then as a leader, you may possess the traits that can be converted into useful professional skills, such as a “change agent.”

I contend that much of the class material presented more of the mechanical steps that a leader should be aware of and follow, if they are to implement change successfully. The readings explain we live in a societal culture that is dynamic, ever changing, and influenced by a very broad array of factors; for examples, multigenerational influences, globalization, and technological advances and pursuits (Llopis, 2014). As leaders, we must learn to be aware and know best how to bring about change successfully (Mollica, n.d.; Kotter, 2009 and 2011). This is all useful information, however it doesn’t consider the human element and life lessons we learn as a person that affects us as leaders. For example, you have a list of steps to affect change, but what if you yourself are afraid of change? How successful will you be as a change agent? Understanding these tendencies as a human being, is an important consideration as a leader.

Aside from the “change quiz” two particular course pieces did seem relevant to change from a humanistic perspective:

1. From the article, Every Leader Must Be A Change Agent Or Face Extinction, the quote “change is difficult. not changing is fatal” (Llopis, 2014). No matter what the context (professional or personal), this quote is quite noteworthy. If one does not accept the inevitability of change and learn to manage its affects, one will endure consequences. Llopis goes on to assert that change management should be viewed in a much broader sense. That change is embedded in everything we do and affects how we accomplish things, regardless of our professional status or rank.

2. The video Company Culture, Design or Default by Jay Wilkinson: Though this video pertained to Wilkinson’s experience of building a successful culture, in some ways it speaks to change. Through his experience of starting and losing a company, then figuring out how to reclaim that company and instill a successful culture, Wilkinson had to deal with many changes and realizations. First, had to realize the circumstances of why he lost control of his company in the first place, and what that meant in terms of his own actions. After which, he decided and set in place the changes necessary to reclaim his company. He shared his realization that “people are what make a strong company; not business plans or physical assets.” Through his staff, Wilkinson declared that many lessons were learned; and through these lessons, he determined what elements were important to bring about change and build a successful culture. Through determination and willingness to change, Wilkinson reshaped his future and built a successful company.

KYRO 2

Reply to: [32 - 40 points] Change Optimist

Change isn’t something you handle; it’s something you seek out! You welcome every change that comes into your life—even the tough ones—believing that each one serves a purpose and will eventually lead to good. You don’t waste time looking back at the way things were, instead you accept your new circumstances and wonder what’s around the next corner.

Quote Selected: "Change is the process by which the future invades our lives." Alvin Toffler

I am very surprised about how I scored on the quiz. I hate change. But I suppose that I am so used to it now, that I have learned how to deal with it in spite of my feelings. I selected that particular quote because I believe that change is inevitable and like an invasion, there is nothing you can do to avoid it. The biggest key to successfully managing change within an organization is communication. Successful leaders provide abundant, relevant, and truthful information about the change, and communicate how the change will personally affect employees (Mollica, n.d.). Without communication, speculation creeps in creating doubt and worry causing people to make knee-jerk decisions. Too often, leaders simply mandate change and expect employees to fall in line and get it done, but do little or nothing to help them get there. Leaders who focus on people are likely to be the most successful in managing change in their companies (Mollica, n.d.).