DQ: What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?
Grand Canyon University DQ: What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?-Step-By-Step Guide
This guide will demonstrate how to complete the Grand Canyon University DQ: What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization? 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: What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?
Whether one passes or fails an academic assignment such as the Grand Canyon University DQ: What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization? 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: What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?
The introduction for the Grand Canyon University DQ: What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization? 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: What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?
After the introduction, move into the main part of the DQ: What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization? 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: What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?
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: What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?
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 What types of obstacles objections do leaders face from stakeholders when implementing change within an organization?
There are so many different objections that leaders can face from stakeholders when implementing any type of change in an organization, whether it’s big or small. One obstacle that many leaders face is uncertainty and confusion. This can stem from a lack of communication on the change that is happening or even just from the stakeholder’s own feelings and anxieties that come with change. This obstacle can create pushback from the employees that can lead to underperformance or other long-term troubles when it comes to changes being made.
A strategy that can be used to remove this obstacle is to have clear and concise communication on the process that this change is going to be happening through. This includes communication from leadership but also communication from other employees and peers in order to all work together to push through and have a successful change.
https://www.leadingteams.net.au/obstacles-to-change-overcome-them/
Sample Answer 2 for DQ What types of obstacles objections do leaders face from stakeholders when implementing change within an organization?
One unfortunate dynamic of change initiatives includes confusion, which can lead to fear and anxiety. What are the benefits of clarity and focus in change initiatives?
Using efficient and frequent communication of the vision would help achieve a successful change while avoiding confusion (Childcareta, n.d).
Leadership must have clear communication through the changing process, which would help the stakeholders understand the change (Lewthwaite, 2000). Clear communication and focus encourage the stakeholders to stay motivated while focusing on the goal (Ryan, 2018). A proactive approach that includes anticipating and preparing for the change (Ryan, 2018) and effective communication would help reduce uncertainty (Karten, 2009).
Encouraging focus on the tasks through effective communication would help the stakeholders to align with the vision; leadership would use clear communication to guide and motivate them (Merrel, 2012).
References:
Childcareta (n.d). Key Strategies for Leading Change. https://childcareta.acf.hhs.gov/systemsbuilding/systems-guides/leadership/change-management/key-strategies-leading-change
Karten, N. (2009). Changing how you manage and communicate change: Focusing on the human side of change. IT Governance Ltd.
Lewthwaite, J. (2000). chapter twenty-two: Managing change. In Everything You Need for an NVQ in Management (pp. 560–579). Thorogood Publishing Ltd.
Merrell, P. (2012). Effective change management: The simple truth. Management Services, 56(2), 20-23. https://lopes.idm.oclc.org/login?url=https://www.proquest.com/trade-journals/effective-change-management-simple-truth/docview/1027234230/se-2?accountid=7374
Ryan, W. (2018, August 28). 6 Barriers to organizational change, and how to overcome them. Kadabra. https://www.wearekadabra.com/2018/08/28/6-barriers-to-organizational-change-and-how-to-overcome-them/
Sample Answer 3 for DQ What types of obstacles objections do leaders face from stakeholders when implementing change within an organization?
Hi Dr. E. Thanks for the question. If there is not clarify about what the vision for change is there will not be buy-in. With change comes
alot of emotions that must be addressed in order for the change to be successful. Good leaders show the staff something that addresses emotions in order for there to be faith in the change(Kotter & Cohen, 2002). This can be done by allowing for Q & A sessions with the staff. Leaders should look for signals that someone needs help with coping with change (Schlachter & Hildebrandt, 2012). Not everyone will be excited about the change so it is essential to see look for those signals and address them. Besides group Q&A sessions, a leader can perform one on one sessions and most importantly active listening (Schlachter & Hildebrandt, 2012).
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
Schlachter, C., & Hildebrandt, T.(2012). Backseat leaders. Leadership Experience, 29(10), 7-8.
Sample Answer 4 for DQ What types of obstacles objections do leaders face from stakeholders when implementing change within an organization?
As a manager instituting change or partnering with my staff to institute change, I could not agree with you more that confusion is one of the largest complaints I hear. When I am formulating a plan, I try to run through it many times to ensure it is clear, yet once the process is implemented, there is always questions. This is an area as a manager I previously have become defensive as I thought I had planned it well and clearly, to find out it was not to those that are implementing the change. Partnering with staff to help incorporate change is a powerful tool a leader can use, to ensure clarity and that all the seeps are covered. In the times of COVID change was being implemented at an unprecedented rate and partnering with my unit-based council was the key to receive feedback from staff, answer questions, help dispel fears and myths. A leader must check in often, be open to adapting, have a listening heart and willingness to understand the feelings of fear and uncertainty to be successful in any change (Kotter & Cohen, 2002).
Kotter, J. P., & Cohen, D. S. (2002). The heart of change real-life stories of how people change their organizations [e-book]. Harvard Business Review Press . https://doi.org/https://bibliu.com/app/#/view/books/9781422187340/epub/OEBPS/Text/02_Title_Pa.html#
Sample Answer 5 for DQ What types of obstacles objections do leaders face from stakeholders when implementing change within an organization?
As a manager instituting change or partnering with my staff to institute change, I could not agree with you more that confusion is one of the largest complaints I hear. When I am formulating a plan, I try to run through it many times to ensure it is clear, yet once the process is implemented, there is always questions. This is an area as a manager I previously have become defensive as I thought I had planned it well and clearly, to find out it was not to those that are implementing the change. Partnering with staff to help incorporate change is a powerful tool a leader can use, to ensure clarity and that all the seeps are covered. In the times of COVID change was being implemented at an unprecedented rate and partnering with my unit-based council was the key to receive feedback from staff, answer questions, help dispel fears and myths. A leader must check in often, be open to adapting, have a listening heart and willingness to understand the feelings of fear and uncertainty to be successful in any change (Kotter & Cohen, 2002).
Kotter, J. P., & Cohen, D. S. (2002). The heart of change real-life stories of how people change their organizations [e-book]. Harvard Business Review Press . https://doi.org/https://bibliu.com/app/#/view/books/9781422187340/epub/OEBPS/Text/02_Title_Pa.html#
Sample Answer 6 for DQ What types of obstacles objections do leaders face from stakeholders when implementing change within an organization?
Good morning, Dr. E and fellow classmates! Leaders often get in a rush, focusing their time in the wrong areas, and forget to communicate the importance of a change initiative, leading to employee confusion. Clarity and focus are beneficial to change success because it creates a culture of teamwork, common goals, and an environment of collaboration to meet expectations (Llopis, 2014). It is impossible to maintain change momentum when the leadership team is misaligned; therefore, for clarity to exist within the initiative, the leadership team must strategize a change philosophy, create a communication plan, and use common language (Llopis, 2014).
References
Llopis, G. (2014, June 30). Change management requires leadership clarity and alignment. Forbes. https://www.forbes.com/sites/glennllopis/2014/06/30/change-management-requires-leadership-clarity-and-alignment/?sh=11de772b3e3c
Sample Answer 7 for DQ What types of obstacles objections do leaders face from stakeholders when implementing change within an organization?
There are a variety of obstacles/objectives that leaders face from stakeholders when attempting to implement change within their organization such as employee apprehension, resistance to the change, force of habit, behaviors leading to anxiety and negativity, confusion, and uncertainty (Harkin, 2017). According to Blanchard (2010) “up to 70% of all change initiatives fail” and it is essential as a leader to attempt to prevent obstacles leading to failed initiatives. “Nearly 90% said leadership issues were the main cause of failure in change initiatives” (Harkin, 2017). With the highest resistance of change leading to stakeholder’s fear within how they will be affected within the change and how the change will structure their role, can cause pushback behaviors leading to anxiety and negativity within the stakeholders that carries over toward the entire unit/organization. “The first step in implementing any major change within an organization is to identify and evaluate the organizational units that will be affected by the change for the purpose of understanding the specific strengths, weaknesses, opportunities and threats to success of the planned change” (Tappen et al., 2017, p. 223). By leaders evaluating the changes that are to be taking place can help to identify concerns, and remove obstacles, anxiety, and gives clarification to the stakeholders prior to implementing the change. Giving stakeholders the opportunity to provide feedback, voice concerns, and provide training/education modules will help create positive moral and rapport within the organization reducing obstacles within the leader-stakeholder relationship. It is essential for leaders to provide open communication, support, and involvement toward stakeholders within the outlook and change that the organization will be approaching to help provide trust, support, and positivity on the change being implemented.
References
Blanchard, K. (2010). Mastering the art of change. Training Journal, 44–47. https://web-s-ebscohost-com.lopes.idm.oclc.org/ehost/pdfviewer/pdfviewer?vid=1&sid=80aff27e-a012-42cf-a258-6c8eebf52d2a%40redi
Harkin, M. (2017). 3 common obstacles to organizational change and how to overcome them. Leading Teams. https://www.leadingteams.net.au/obstacles-to-change-overcome-them/
Tappen, R. M., Wolf, D. G., Rahemi, Z., Engstrom, G., Rojido, C., Shutes, J. M., & Ouslander, J. G. (2017). Barriers and facilitators to implementing a change initiative in long-term care using the INTERACT® quality improvement program. The Health Care Manager, 36(3), 219–230. https://doi.org/10.1097/HCM.0000000000000168