LDR 615 Discussion What is your reaction to change in your personal history?

LDR 615 Discussion What is your reaction to change in your personal history?

LDR 615 Discussion What is your reaction to change in your personal history?

What is your reaction to change in your personal history? What personal tools do you implement to help yourself navigate change?

Change is hard, no matter how big or small it is. How we react to change as leaders can make or break how our employees feel. As managers, what we say or how we deliver the message of the change, is critical and important (Duck, 1993). When I first started in my line of work, I was not receptive to change. I was so stuck in the way that I was originally taught, I did not want to make the change. As I got older, I realized that change should be embraced. I realized there is a method to the madness, and that there is a reason for the change. We may not understand it at first, but it is being implemented to make processes and procedures smoother or to take the organization in another direction. When it comes to tools that I use, I try to read up on the change as much as possible. One of the things that I have learned is to ask questions about the change. If I am not understanding something, or if I just want to understand how I will be directly impacted. Asking questions is beneficial in making sure I am implementing the change as smoothly as possible. I also make sure to ask what my direct task will be. Will I need to train my employees on something or is the training department taking care of it? How can I help my employees be successful and not resist the change? Understanding the process is important so that I can be an effective leader and ensure the change is successful on my end. I also remain positive, even if I am not sure about the change myself. One thing I do with my staff when a change occurs is always present it in a positive light. I also model the behavior I expect. I explain to them how positive the change will be and how it will make things better for them.



Duck, J. D. (1993). Managing change: the art of balancing.


My personal thoughts and reaction to change is that change is something that is there for improvement and guidance. When change happens it typically is for the greater good and to bring new and exciting features to a position or a company. There are moments when change can be overwhelming and difficult to see though to the end and in those moments I communicate and really ask questions to understand what is going on. For me personally, communication is the main tool I use when it comes to change. I ask questions, I listen, but I also give feedback on what might be beneficial for the team to hear regarding change. Change is something that will always happen and it is best to look at it optimistically and know that everything happens for a reason.

Hello Dr. E,

I think change is always going to be an adjustment for anyone. I personally sometimes struggle with change. Change can be a positive or a negative depending on the change that being implemented. I will always look at the glass half full rather than empty. Learning to embrace the change. In my personal time I prayer about any changes that I face it helps me to think better and clear and see the positive side of the new changes. Change will always happen and it needed.


Change is not always an easy variable to adjust to; especially if it is a disruptive change. Some people become complacent and become resistant when change is present in the workplace. I am adamant that leaders need to create a culture that welcome change. Change is inevitable so why not embrace it. I admire the way you look at change when compared to a half full/ half empty glass. I believe taking as a positive outlook from a situation makes one a wiser individual. For me, experiences are the best teachers. Denisha, lets welcome change together as conscious, effective change agents/ leaders.

Thank you for sharing your post with us. I agree change is difficult, and it is difficult to navigate through. One thing that I always try to do in the event of change is to remain positive. I have learned as a leader that negativity spreads a lot faster than positivity, and if we can look at a situation and find the positive, we can lean on that. When I am explaining a change to my team, and someone becomes resistant, I will spin it in another direction that is positive. This allows them to see the change in a different way. This has helped me a great deal and allows me to always provide that positive energy that people can feed off. What other ways can you embrace change in a professional environment?

Great response to this discussion question. I think that the outlook that you have is similar to the one I have when it comes to change. Looking at it in a way where like you said “the glass is half full rather than empty” is super important. Change will always happen and it is something that everyone will have to deal with in their personal and professional lives. Great job!


I always consider what thing will be like once change happens. Changes comes with everyday life and it up to the individual how they choose to respond. I take with a grain of salt and look for the positive within the situation. Thanks for sharing your post.


No matter what we do, what our background is, or what our beliefs are; change is inevitable. I am adamant that change is needed and necessary in any domain. My reaction to change is that it should be welcome more and not have a negative connotation. I have always welcomed change, weather good or bad. I see change as a way to mature and become a better, wiser person. Change especially disruptive changes can reveal their strength to an individual. Gilbert & Bower (2002) believes that disruptive change are sudden changes to an organization; they create a lot of stress and tension amongst leaders and their followers which openly influences a portion of a business. One of my most influential tools is my faith in God. Changes are not always an easy process, and this is where my faith is stronger than ever. I believe that with God all things are possible; it does matter if it is a new mission, a hiccup in an original plan; God will see me succeed. The Bible states, “What do you mean, ‘If I can’?” Jesus asked. “Anything is possible if a person believes (New International Version, Mark 9:23). Other variables I utilize are my tenacity, ambitious ways, and my love for trying to be like Jesus by helping those in need even in the workplace.

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Gilbert & Bower. (2002). Disruptive change: When trying harder is part of the problem.

Retrieved from:


New International Version Bible. (2018). NIV Online. Retrieved from:


Hello K,

I can agree with your point of view. Change is always going to be apart of our daily lives and I really think it how we deal the the changes that makes us successful. Yes every change will not always be a smooth as we want to but looking at it the best way possible will help us cope with the challenges of change. Thanks for sharing your post.

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Thank you for the insightful post. I agree, change is inevitable. One way or another, change happens in our lives. While I first was resistant to change based of really ignorance I’ve come to learn that rolling with the punches if you will in terms of accepting change allows for so much more maturity and growth.


Hi Keisha. What a great way of looking at change. Disruptive change is one that is powerful, abrupt, and can lead to concerns when an organization does not choose to follow (Day,n.d.). Organizations must be ready to adapt to change in order to remain competitive. Sounds like you have a great outlook on change!! Keep it up.


Course Favorites

Hi Class,

As we near the completion of our wonderful journey together, I thought that we could use the final few days of the course to share our favorite topics from the 8 weeks.

Please respond to this post by answering the following questions:

  1. As you reflect on the past 7 modules, what topic did you find most interesting and why?
  2. In what ways have you or will you apply this topic/learning concept in your life or career?
  3. Is there anything that was not covered in this course that you wish you would have had an opportunity to learn more about?

Please note that your participation in this discussion is not required, however, it would be greatly appreciated if you contribute. If you do, you will receive participation credit!

I look forward to your thoughts!

Dr. E and Class

The topic I enjoyed learning about in more detail involved small wins and how they can keep you focused on the correct path. I utilize this practice a lot in my personal life and my work life as a supervisor. In my personal life, I often use a daily reminder calendar to keep track of meetings, etc., along with setting my apple watch to remind me to get up and work out. The calendar has helped me slot out time for self-care (workouts, walking dog, biking, etc.), which I found is meaningful and valuable as daily wins towards my goal of overall good health.

In my work life, I will continue to improve upon checklists, reminder notes on my computer, and a call backlog I keep by my phone to document returned calls and be a visual reminder if I forget to reply. Small wins, daily wins, are the cornerstone for maintaining any change. An article titled Legitimizing a New Role: Small Wins and Micro processes of Change (2006) discuss how accumulating a series of small wins help consolidate gains while facilitating the continuing change efforts (Reay et al., 2006). Finally, I cannot think of anything I would change or add to the course.


Trish Reay, Karen Golden-Biddle, & Kathy Germann. (2006). Legitimizing a New Role: Small Wins

and Micro processes of Change. The Academy of Management Journal49(5), 977–998.


Thanks for sharing Michael. Love those “small win” examples that you shared!

Dr. E.,

Week 5 and the discussion of communicating an effective change process was something I found most interesting, an aspect I feel is what can keep successful change from happening. Now, with over twenty years in the nursing field, I look back and realize that often the communication of change, or lack thereof was probably the reason many policies and procedures have failed. How can I, as a leader, better communicate with staff so that they believe in and take on change as their own? It is hard to have face to face conversations and with the accessibility of emails leaders will turn to this option to communicate change initiatives to the masses. But as we have learned, change is hard. As a leader I want to make sure that I communicate as much as possible throughout an entire change initiative with staff. They will appreciate the effort the leader is making to understand staff’s thoughts, issues, and suggestions. We need to give staff all the tools and training they need for successful change and that is done through communication.


I find that Lewin’s Model is interesting because the change model is to the point and describes the change in three stages. Many organizations use the model during organizational change, and it has been proven to be successful. Kurt Lewin’s Model of change offers an organized system approach that can assist nurses identify the demand for change, gear or navigate the change process, and attain, reach or accomplish the desired goal or outcome. The Lewin’s Model is not complex and can be applied throughout the educational process, job environment, or implementing changes in your own personal life. Lewin’s Model when used works best when the individual can assume the changes themselves. That requires for the individual to provide personal feedback to employees which will build their confidence and shape their expectations to ensure lasting change results.


The World of Work Project. (2019).  Lewin’s Behavior Equation: A Simple Model Of Human Behavior.

In my personal history I am usually good with change if the purpose makes sense to me. This can be challenging as a NM because sometimes I need to present a change that I do not necessarily support. To overcome that I usually ask more questions regarding the purpose behind the change so that I can present a clear vision to my staff. I usually try to predict what types of questions the staff will have and try to have those answers prior to initiation. Also, during change to elicit concerns/questions/feedback from the staff. I believe in Transformational leadership and sometimes when I am feeling overwhelmed with change, I remind myself that it is my job to create and share compelling visions to my team (Carter et al., 2013). It is my job to guide and inspire them (Carter et al., 2013). I used to think that too much change at once was not good but in this course, I have read some articles that support the opposite.

In one article the results showed that when change is frequent staff are less likely to perceive change events as discrete (Carter et al., 2013). Also, that when change frequency was high there was a stronger link between quality and performance (Carter et al., 2013).

Carter, M.Z., Armenakis, A.A., Feild, H.S., & Mossholder, K.W. (2013). Transformational leadership, relationship quality, & employee performance during continuous incremental organizational change. Journal of Organizational Behavior, 34(7), 942958.