DQ: Discuss two strategies that can be used for leading change
Grand Canyon University DQ: Discuss two strategies that can be used for leading change-Step-By-Step Guide
This guide will demonstrate how to complete the Grand Canyon University DQ: Discuss two strategies that can be used for leading change assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.
How to Research and Prepare for DQ: Discuss two strategies that can be used for leading change
Whether one passes or fails an academic assignment such as the Grand Canyon University DQ: Discuss two strategies that can be used for leading change depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.
After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.
How to Write the Introduction for DQ: Discuss two strategies that can be used for leading change
The introduction for the Grand Canyon University DQ: Discuss two strategies that can be used for leading change is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.
How to Write the Body for DQ: Discuss two strategies that can be used for leading change
After the introduction, move into the main part of the DQ: Discuss two strategies that can be used for leading change assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.
Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.
How to Write the Conclusion for DQ: Discuss two strategies that can be used for leading change
After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.
How to Format the References List for DQ: Discuss two strategies that can be used for leading change
The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.
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Sample Answer for DQ: Discuss two strategies that can be used for leading change
Congratulations on making it through the 4th topic of the course! I enjoyed our discussions about traits and skills of successful change agents and dilemmas that are oftentimes experienced by change leaders.
I hope that you found the assignment/presentation involving the creation of an effective change model for your organization to be a valuable activity which reinforced the key learning objectives and better prepared you for the final benchmark assignment in Week 8. I look forward to reviewing your models and presentations and to the remaining 4 weeks of the course.
Emotional intelligent is important in nursing practices because it helps to understand people better (Whitney, 2018). Self-awareness is one of the important elements in emotional intelligent and it is the capacity to notice and comprehend your own feelings. Being conscious of the impact of your actions, moods, and emotions on other people goes beyond simply being aware of your own feelings. Developing self-awareness as a leader will strengthen not only individual performance but organizational performance as well. Ultimately, the immense amount of understanding, trustworthiness and wisdom that self-aware leaders possess equips them with critical skills for success.
Sample Answer 2 for DQ: Discuss two strategies that can be used for leading change
As leaders we must ensure that our selected change agents have the necessary skills to properly implement the changes. Lack of needed skills can impact a change agent’s actions by not being fully prepared to ensure the vision comes to fruition. If the change agents have an understanding of the vision but not the proper tools to get there that would be a major barrier in the change process. Even if the change agent acts with the best of intentions their actions are not supported by best practice. Therefore, their actions could be detrimental to the entire change process.
A change agent lacking needed skills would have a tremendous impact, which would not be positive. I hate to bring my organization up again, but we are the perfect example of a leader without the needed skills and how that impacted the organization. Our leader has been trying to force change, and the results are alarming; There is a failure to design a vision, a plan, create a sense of urgency, and
build a guiding coalition. Leadership has terrible communication. The lack of effective communication had an impact on the way the stakeholders received the new vision. They rejected the new vision; they denied support and did not get involved with it; since nobody cared to ask for their input, and they knew that the leader would go on with the vision whether they liked it or not. There are issues with diagnosing the root of the problems ( Leadership keeps blaming Covid instead of acknowledging that stakeholders left because they disagreed with the change). There is a lack of emotional intelligence, and the list can go and go; it is clear that the outcome is not what the organization expected, nor what they desired, since they are not making any adjustments, the organization keeps going full force in the wrong direction. It is just a matter of time before we will crash. In this Church “Industry,” when events like this happen, and the organization hits rock bottom, they usually end up being absorbed by a larger organization or a larger Church; they will lose their name and become another organization, and they will become a good memory of the past.
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I am adamant that communication is needed in any relationship (personal and or professional). It is unfortunate that many “leaders” do not have the necessary knowledge/ training to fathom the need for effective communication. I also experienced “leaders” who were oblivious to their leadership roles. I often think they forget they were not always in a leadership position. Many tend to bark orders at their followers without thinking about the bashlash or if that individual had the resources, knowledge or skillset to complete the task(s) successfully. Leaders must be clear and concise when communication. Clear communications lead to less mishap(s)
I am adamant that communication is needed in any relationship (personal and or professional). It is unfortunate that many “leaders” do not have the necessary knowledge/ training to fathom the need for effective communication. I also experienced “leaders” who were oblivious to their leadership roles. I often think they forget they were not always in a leadership position. Many tend to bark orders at their followers without thinking about the bashlash or if that individual had the resources, knowledge or skillset to complete the task(s) successfully. Leaders must be clear and concise when communication. Clear communications lead to less mishap(s).
Change is difficult to manage for oneself, managing change for an organization is even more difficult and requires finesse and technique.
Change management requires clear concise communication as a required skill, if one cannot communicate the vision, steps and change process the change will fail or go array. I also learned skills needed in organization, leadership and the ability to understand how to sustain change. Understanding the skills is one thing but developing and implementing the skills and another skill set that requires training. If a leader is to lead a change and does not posses these skills I believe the leader can learn them if they have the desire. The lack of leadership training in my organization is minimal but I was able to find areas to learn. I believe that with desire and the ability any leader can obtain the skills to lead, but without the skills, change management will definitely be more difficult or fail completely.
Sample Answer 3 for DQ: Discuss two strategies that can be used for leading change
A lack of skills makes a significant impact to change. I have seen over the last year through this pandemic those most resistant to change was because they did not feel that they had the skillset, or the necessary equipment needed to safely perform their job. As we have learned fear is one of the biggest obstacles to embracing change (Kotter & Cohen 2002). In the healthcare setting we see this often. When policies are changed and more responsibilities are placed on nursing units, it is almost always met with resistance. We have just changed our payroll system and I have been one of the managers most resistant to the change. It is a system I have never used, and we had a very short tutorial. This has created added time to complete this task that is limited to start. I have been very vocal that a change this important requires proper education. We need to make sure that our staff has all the skills and education they need prior to implementing the change or we are simply setting them up to fail.
Reference
Kotter, P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change their organizations. Boston, MA: Harvard Business Press. ISBN-13: 978-1422187333
Sample Answer 4 for DQ: Discuss two strategies that can be used for leading change
If one lacks the understanding in a role of aiding change then they are not aiding at all. The confusion in commuication and lack of knowledge will bottleneck progression in many aspects. If the change agent in unfamiliar and pressed into aiding others then this will not be a successful transfer due to lack of the direction and knowledge of change. This seems to be a first tier error in the change model and needs to be addressed as soon as possible.
An ill-prepared change agent can be detrimental to the success of the change. Without the necessary skills the team will not follow the leader. Having a leader the team trusts to lead them in the right direction is important to achieve goals. Without that the team will not buy into the change and it will fail.
A change agent to be successful during an organizational change must have certain attributes. They must be able to be an effective communicator to keep all stakeholders informed and keep the change vision alive. A change agent that does not have the right attitude or patience will not be able to be able to lead a team through difficult times. Change agents should be able to have detail knowledge or understanding of the changes that need to take place. Change agents without the detail knowledge of what requires change cannot communicate effectively. The change agent will lose all credibility and respect from it’s stakeholders and will fail in their role of change agent.
Sample Answer 5 for DQ: Discuss two strategies that can be used for leading change
Communication is one of the most important strategies that can be used for leading change. “Conversations are really more important that the resulting written plan, because it is in these discussions that different views and proposals can be argued, new ideas can be created, and a greater consensus about future directions can be reached…the plan is important, but the conversations are critical” (Spencer & Winn, 2004, Section: Lessons Learned). Blanchard (2010) states that communication expands involvement and influence especially when stakeholders can ask questions. In turn, this allows the change agent to resolve concerns in the moment, creating buy-in. Communicating with “one voice” about a proposed change is a collaborative effort where both advocates and skeptics can participate and feel that the change is done with them, not to them.
Providing support is also an important strategy for leading change. Without it, statistics show that 70% of organizational change efforts fail. Stakeholders need to know that their concerns are validated. When people hear the word “change”, it intuitively creates a sense of fear or perceived threat that can drive resistance. The most common thoughts that come into question are what does this change mean to me, why is it happening, and what will it look like when the change has been made. A great leader will listen to concerns and act on them. Answering questions honestly, discussing what is not changing, and ensuring unwavering support through the process helps ease fears (Andersen, 2022).
A vocal critic can be an invaluable member on the guiding team and a powerful advocate for change. They provide valuable sources of information, especially for how to design and implement change. Likely, they are articulating concerns held by others that are less vocal.
They are proven to be motivated and engaged by the mere fact that they voice a concern. Like most people, they want to know that their concerns are heard and addressed and desire honest and direct dialogue (Richardson, 2010).
References:
Andersen, E. (2022). Change Is Hard. Here’s How to Make It Less Painful. Harvard Business Review Digital Articles, 1–8.
Blanchard, K. (2010). Mastering the art of change. Training Journal, 44–47.
Richardson, B. (2010). Managing the people side of change: an applied framework.https://www.pmi.org/learning/library/implementing-change-applied-richardson-framework-6594
Spencer, M. H., & Winn, B. A. (2004). Evaluating the Success of Strategic Change Against Kotter’s Eight Steps. Planning for Higher Education, 33(2), 15–22.