LDR 615 Topic 4 DQ 1 Discuss the importance of a change agent and a guiding team
Grand Canyon University LDR 615 Topic 4 DQ 1 Discuss the importance of a change agent and a guiding team-Step-By-Step Guide
This guide will demonstrate how to complete the LDR 615 Topic 4 DQ 1 Discuss the importance of a change agent and a guiding team 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 LDR 615 Topic 4 DQ 1 Discuss the importance of a change agent and a guiding team
Whether one passes or fails an academic assignment such as the Grand Canyon University LDR 615 Topic 4 DQ 1 Discuss the importance of a change agent and a guiding team 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 LDR 615 Topic 4 DQ 1 Discuss the importance of a change agent and a guiding team
The introduction for the Grand Canyon University LDR 615 Topic 4 DQ 1 Discuss the importance of a change agent and a guiding team 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 LDR 615 Topic 4 DQ 1 Discuss the importance of a change agent and a guiding team
After the introduction, move into the main part of the LDR 615 Topic 4 DQ 1 Discuss the importance of a change agent and a guiding team 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 LDR 615 Topic 4 DQ 1 Discuss the importance of a change agent and a guiding team
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 LDR 615 Topic 4 DQ 1 Discuss the importance of a change agent and a guiding team
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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LDR 615 Topic 4 DQ 1 Discuss the importance of a change agent and a guiding team
Discuss the importance of a change agent and a guiding team. What is the purpose of each, and what traits make them successful?
Sample Answer for LDR 615 Topic 4 DQ 1 Discuss the importance of a change agent and a guiding team
A change agent is a person who both communicates and requests change inside an organization. Change agents can be both inside and external to the company, allowing for both internal and external change to take place simultaneously. The ability to incite, assist, and organize a change endeavor is what makes someone a change agent (Lunenburg, n.d). It is the role of the guiding team to assist the organization in adapting to the change that is taking place. Change agents serve as consultants, trainers, and researchers, respectively (Luenburg, n.d). They are aware of the situation and are prepared to take the required efforts to make the shift a success for the company. Communication, trust, and motivation are all attributes that change agents and the leading team can use to aid each other.
Reference:
Lunenburg, F. C. (n.d). Managing change: the role of the change agent. Naaee. https://naaee.org/sites/default/files/lunenburg_fred_c._managing_change_the_role_of_change_agent_ijmba_v13_n1_2010.pdf
Sample Answer 2 for LDR 615 Topic 4 DQ 1 Discuss the importance of a change agent and a guiding team
There are some constants in the world of organizations, and even in the world in general, and the most contentious of these is change. Change is unavoidable, and given the rate at which everything has changed since I was a kind in the late 1980s and early 1990s, it is a necessary advent for ventures to succeed. The use of change agents is one method for bringing about change. As defined below, “Change agents are the human face of transformation.” They are frequently employees within an organization who are part of a ‘change network.’
Change agents, as a whole, make new initiatives more relatable. They put change into context for their teammates. And, when a change is implemented in this manner across a large organization, everyone is more likely to participate.
However, change agents are more than just advocates and teachers. They also collect critical feedback that is used to inform manager recommendations and interventions. A well-managed change agent network enables organizational change to meet its KPIs.
So, the role of a change agent (a.k.a. champion, conversation lead, subject matter expert, whatever you want to call them) has three parts:
- To champion change across the organization
- To guide colleagues through change in a relatable way
- To feedback to the change manager
Most change agents do this alongside day-to-day work. So it is important that team leads factors in time for them to fulfil their roles as agents”. (Herbert, 2021)
Another aspect is the use of a guidance team which is defined as, “a group of individuals within an organization who are the social leaders of the change initiatives. These individuals bring expertise, energy, and perspective across a variety of areas. Further, peers respect their professionalism”. (Carpen, 2021)
Read Also: NR 447 Week 1: The Affordable Care Act
Reference:
Herbert, W. (2021, October 27). What is the role of a change agent? Teamtogether. Retrieved October 31, 2021, from https://teamtogether.io/blog/the-role-of-change-agent
Carpen, K., PhD. (2021, July 6). Change Management – Step 2: Build a Guiding Coalition. Viral Solutions. Retrieved October 31, 2021, from https://viralsolutions.net/change-management-step-2-build-a-guiding-coalition/
Sample Answer 3 for LDR 615 Topic 4 DQ 1 Discuss the importance of a change agent and a guiding team
Thank you for the wonderful discussions regarding the significance and purpose of change teams. If you were assembling a change
team, what would be your key considerations when selecting your team? Why?
Replies to Erica Richmond
Some of the most important things I’d look for when putting together a team are a diverse group of people. I’d prefer to work with people who would be directly involved in the implementation, so that I can learn from them about the process and how to motivate the team. Having subject matter specialists on the team is also important if the shift is to be successful.
Communication and delivery are two of the most important factors for me when picking a company. Throughout my career, I’ve had the opportunity to be a part of the transition team when major changes occur. I was on a team with a member who had fallen out of contact with the rest of the group at the time. His stakeholders, not us, were the only ones he communicated with. It was also alarming because he had the ability to deliver. Whether you like it or not, change is coming. We had to put out the fires he started in order to make forward.
Sample Answer 4 for LDR 615 Topic 4 DQ 1 Discuss the importance of a change agent and a guiding team
Ungvarsky (2023) describes a change agent as someone who promotes ideas for change that improve upon a way something is done within the organization, sharing a vision of the value it can bring. They understand the business process, function, and identify needed changes. This can be someone that is internal or external to the organization. The importance of a change agent is their ability to create emotional connections, promote optimism through authenticity and passion, build relationships, and empower others. Empowerment is the process of removing barriers by giving people the confidence and safe space to speak up about ideas and concerns, as well as providing them with valid information (Kotter & Cohen, 2012). Traits that make change agents successful are emotional resilience, tolerance for conflict, self-awareness, self-confidence, organization skills, relationship-building abilities, flexibility, creativity, and good communication skills (Christensen & Butler, 2024). A change agent helps others see the possibilities, what they are capable of, and generate a “we can do this” feeling to change behavior (Kotter & Cohen, 2012).
Once the sense of urgency has been established by the change agent, the guiding team will take the vision and guide the change management project. Members of the guiding team should come from different perspectives and backgrounds and be selected from horizontal and vertical positions on the organizational chart. Individuals on the team possess a well-defined skill set that are traits for success. First, they have relevant knowledge about the changes that occur within the specific organization. Second, they establish credibility, building trust. Trusting relationships, especially with leaders, creates believability and motivation the to act. Third, development of relevant knowledge is the expertise that the team has regarding the inner workings of the area of interest. Fourth, formal authority, recognizes that the team will manage, plan, organize, and navigate processes to create short-term wins during the change project. Lastly, leadership, the team will develop and communicate a vision and motivate individuals to achieve the vision (Campbell, 2008).
References:
Campbell, R. (2008). Change management in health care. Health Care Manager, 27(1), 23–39. https://doi-org.lopes.idm.oclc.org/10.1097/01.hcm.0000285028.79762.a1
Christensen, K., & Butler, C. (2024). How to Be a Change Agent. Rotman Management, 68–71.
Kotter, J. P., & Cohen, D. S. (2012). Heart of change. Harvard Business Review Press.
Ungvarsky, J. (2023). Change agent. Salem Press Encyclopedia.
Sample Answer 5 for LDR 615 Topic 4 DQ 1 Discuss the importance of a change agent and a guiding team
A change agent is essential for initiating and directing change within an organization. They play a vital role in driving and facilitating organizational change by recognizing the need for change and leading the process strategically that involves effective communication with stakeholders. Change agents use tactics based on their observations to ensure a smoother and successful change. They identify areas where individuals in an organization are complacent and lack insight for improvement. One strategy used is “see-feel-change.” Successful “see-feel-change” tactics are clever, not clumsy, and never cynically manipulative. They often leave a lasting impact (Kotter et al., 2002). Change agents should take ownership of the needed change, involving stakeholders as well. Fostering ownership for change rather than just complying with external policies and demands, and as part of this ownership, taking the time to identify and involve stakeholders in change (Stoller et al., 2010). Overall, change agents identify opportunities and take advantage of them.
Change agents, while adept at recognizing opportunities, also understand the value of collaboration. They establish guiding teams, a collective effort to ensure that the opportunities for change are fully realized. These teams, comprising individuals who facilitate the change strategy, provide support and guidance throughout the process. The selection of these teams is crucial, as they should represent a diverse range of people from within the organization – advocates of change and skeptics; formal and informal leaders – all working towards a compelling, inspiring, and unified voice in favor of change (Blanchard, 2010). Guiding teams, with their collaborative approach, are instrumental in the successful outcome of the strategic change set by the change agent.
Reference:
Blanchard, K. (2010). Mastering the art of change. Training Journal, 44–47.
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
Stoller JK, Sasidhar M, Wheeler DM, Chatburn RL, Bivens RT, Priganc D, & Orens DK. (2010). Team-building and change management in respiratory care: description of a process and outcomes. Respiratory Care, 55(6), 741–748.