When the winds of change blow, some people build walls and others build windmills (Chinese Proverb). Two options exist when faced with change, either adapt to it and forge ahead or remain stoic and unresponsive.
Constant change is a business reality, and organizations must continually adapt to their environments to stay competitive or risk becoming obsolete (Buckley, 2013). More and more, staying competitive in the face of demographic trends, technological innovations, and globalization require organizations to change at much higher rates than ever before (Worley, Vick, 2005). The Affordable Care Act and Healthcare Reform are among two changes affecting health care within the last decade. The crux of navigating through health care reform …show more content…
Change management is a structured approach to transitioning individuals, teams, and organizations from a current state to the desired future state, to fulfill or implement a vision and strategy (Change Management Leadership). Al-Abri postulates the following:
Managing change is about handling the complexity of the process. It is about, evaluating, planning and implementing operations, tactics, and strategies and making sure that the change is worthwhile and relevant. It is a complex, dynamic and challenging process; never a choice between technological or people-oriented solutions, but a combination of all (2007, p. 9).
Grasping the idea of change management goes beyond understanding the definition, it entails understanding and executing the core concepts or strategies. Kotter offers up eight steps for leading change: establish a sense of urgency, form a guiding coalition, create a vision, communicate the vision, empower others to act on the vision, plan and create short-term wins, consolidate improvements and produce more change, institutionalize new approaches (2007, p. 3). Of the eight steps mentioned this article will focus on creating and communicating a vision and how this change method can be used to manage …show more content…
Change within an organization is often met with resistance from both employees and leaders as well. Such resistance stems from many reasons including fear of the unknown and predispositions about change. It is the responsibility of the leadership to articulate the vision for change in such a manner that reduces the amount of resistance ultimately allowing for a streamlined change process. Being aware of the reasons people resist change will help you implement change with fewer issues. Eliminate the fear of the unknown by letting affected groups know there will be changes coming (Quast, 2012). This is one reason why it is so imperative that the vision be clear and
Constant change is a business reality, and organizations must continually adapt to their environments to stay competitive or risk becoming obsolete (Buckley, 2013). More and more, staying competitive in the face of demographic trends, technological innovations, and globalization require organizations to change at much higher rates than ever before (Worley, Vick, 2005). The Affordable Care Act and Healthcare Reform are among two changes affecting health care within the last decade. The crux of navigating through health care reform …show more content…
Change management is a structured approach to transitioning individuals, teams, and organizations from a current state to the desired future state, to fulfill or implement a vision and strategy (Change Management Leadership). Al-Abri postulates the following:
Managing change is about handling the complexity of the process. It is about, evaluating, planning and implementing operations, tactics, and strategies and making sure that the change is worthwhile and relevant. It is a complex, dynamic and challenging process; never a choice between technological or people-oriented solutions, but a combination of all (2007, p. 9).
Grasping the idea of change management goes beyond understanding the definition, it entails understanding and executing the core concepts or strategies. Kotter offers up eight steps for leading change: establish a sense of urgency, form a guiding coalition, create a vision, communicate the vision, empower others to act on the vision, plan and create short-term wins, consolidate improvements and produce more change, institutionalize new approaches (2007, p. 3). Of the eight steps mentioned this article will focus on creating and communicating a vision and how this change method can be used to manage …show more content…
Change within an organization is often met with resistance from both employees and leaders as well. Such resistance stems from many reasons including fear of the unknown and predispositions about change. It is the responsibility of the leadership to articulate the vision for change in such a manner that reduces the amount of resistance ultimately allowing for a streamlined change process. Being aware of the reasons people resist change will help you implement change with fewer issues. Eliminate the fear of the unknown by letting affected groups know there will be changes coming (Quast, 2012). This is one reason why it is so imperative that the vision be clear and