LDR 615 Topic 4 DQ 2 Discuss two strategies that can be used for leading change
Grand Canyon University LDR 615 Topic 4 DQ 2 Discuss two strategies that can be used for leading change-Step-By-Step Guide
This guide will demonstrate how to complete the LDR 615 Topic 4 DQ 2 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 LDR 615 Topic 4 DQ 2 Discuss two strategies that can be used for leading change
Whether one passes or fails an academic assignment such as the Grand Canyon University LDR 615 Topic 4 DQ 2 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 LDR 615 Topic 4 DQ 2 Discuss two strategies that can be used for leading change
The introduction for the Grand Canyon University LDR 615 Topic 4 DQ 2 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 LDR 615 Topic 4 DQ 2 Discuss two strategies that can be used for leading change
After the introduction, move into the main part of the LDR 615 Topic 4 DQ 2 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 LDR 615 Topic 4 DQ 2 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 LDR 615 Topic 4 DQ 2 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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LDR 615 Topic 4 DQ 2 Discuss two strategies that can be used for leading change
LDR 615 Topic 4 DQ 2 Discuss two strategies that can be used for leading change
Discuss two strategies that can be used for leading change. How do these strategies increase stakeholder support and create momentum for a change initiative to be successful? Why might you want to consider including the most vocal critic of the change initiative in your guiding team?
Sample Answer for LDR 615 Topic 4 DQ 2 Discuss two strategies that can be used for leading change
There are several strategies that can be used for leading change. One of these strategies utilizes education and communication with stakeholders (Phillips & Klein, 2023). In fact, communication with stakeholders allows them to see why change is necessary and how it will occur (Kotter & Schlesinger, 2008). Educating stakeholders before change is implemented provides an opportunity for them to understand the reasons for change, which is especially important if they are resistant to change because of misunderstandings and inaccurate information (Kotter & Schlesinger, 2008). Furthermore, another strategy for leading change is offering support to stakeholders and listening to their concerns (Phillips & Klein, 2023). This strategy is beneficial for stakeholders who are negatively impacted by change due to demand and emotions (Kotter & Schlesinger, 2008). When a change leader, such as a manger, provides support to their stakeholders, they decrease their fears regarding change (Kotter & Schlesinger, 2008). This can help to overcome resistance to change and decrease the chances of burnout and frustrations.
In my experience, change initiatives have been the most successful when the vision and need for change was clearly communicated with staff and other stakeholders who are directly impacted by the change. As a nurse working in a healthcare organization, the reason for change is often centered around patient safety and productivity. Moreover, with high burnout rates for healthcare workers (especially post-pandemic), I have seen firsthand how supportive leaders aid in the facilitation of change by alleviating concerns and fears regarding change.
Including the most vocal critic of a change initiative in the guiding team provides opportunity as support from opinion leaders increases the likelihood of a change initiative being successful (Phillips & Klein, 2023). Their participation in the change initiative is most likely to result in their commitment to change rather than compliance (Kotter & Schlesinger, 2008). Moreover, as a vocal critic to change, their participation in the change initiative also provides an opportunity for negotiation and adjustments. Negotiation is another strategy for change that often satisfies these resistors to change, especially when the change will result in the loss of an incentive (Kotter & Schlesinger, 2008). By including a critic in the guiding team for the initiative, organizations can utilize strategies to avoid major resistance from other stakeholders during the implementation phase.
References
Kotter, J. P., & Schlesinger, L. A. (2008). Choosing strategies for change. Harvard Business Review. https://hbr.org/2008/07/choosing-strategies-for-change
Phillips, J., & Klein, J. D. (2023). Change management: From theory to practice. TechTrends: Linking Research and Practice to Improve Learning, 67(1), 189-197. https://doi-org.lopes.idm.oclc.org/10.1007/s11528-022-00775-0
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Sample Answer 2 for LDR 615 Topic 4 DQ 2 Discuss two strategies that can be used for leading change
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.
Sample Answer 3 for LDR 615 Topic 4 DQ 2 Discuss two strategies that can be used for leading change
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.
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.
Sample Answer 3 for LDR 615 Topic 4 DQ 2 Discuss two strategies that can be used for leading change
Successful change strategies always include two things: communication and stakeholder involvement. Communication is one of the most compelling strategies that can be used for change. Setting a clear direction for the organization and having the ability to articulate that vision is a necessity. Communication should be continual and transparent to stakeholders but tailored to the different audiences within the organization. Communication conveys the required success and how everyone can learn about the change and be involved. Without a compelling vision and mission, it would be impossible to orient learning interventions (Hannon, 2014). When individuals understand the vision and the reasons for the change of vision, they will be more interested in getting involved and learning what is needed for the change.
Stakeholder involvement requires empowering individuals in the change process. Leading change requires a skill set that includes understanding how to empower employees in the workplace. By empowering people in the process of change, you accept that change is not simply a process (Primeast, 2017).
When leaders empower employees, they give them a space to be trusted with the value of the organization’s change vision. Empowered individuals feel that they have a voice and can make decisions contributing to the change process; they will be committed to their involvement and to the vision. Mission success relies on everyone’s participation (Gleason, 2017). When everyone is involved in the change process, leaders can tap into individuals’ expertise and creativity, which contributes to mission success.
Utilizing communication and stakeholder involvement as change strategies, leaders can navigate the complexities of change more successfully and create a culture that is adaptable, resilient, and open to continuous improvement.
Reference:
Glesson, B. (2017) 5 Ways To Empower And Engage Employees To Lead Change (forbes.com) accessed 28 May 2024
Hannon, V. (2014). Transformational change. Training Journal, 15–18.
Primeast. (2017). Employee Empowerment in Action in Change Management | Learning & Development | Primeast accessed 28 May 2024
Sample Answer 4 for LDR 615 Topic 4 DQ 2 Discuss two strategies that can be used for leading change
Successful organizational change hinges on a leader’s ability to navigate resistance and garner stakeholder buy-in. Two key strategies that can significantly increase the odds of a change initiative’s success are communication and participation.
Effective communication is the cornerstone of leading change because an “organization cannot exist without it (Keyton, 2011, p11). Leaders must articulate a compelling vision for the future state, clearly outlining the “why” behind the change. This includes presenting data and evidence to justify the need for change and highlighting potential benefits for stakeholders. Transparent communication fosters trust and reduces anxieties that fuel resistance.
Beyond the initial announcement, leaders should create an open dialogue. Regular updates, town halls, and question-and-answer sessions allow stakeholders to voice concerns and receive answers. Leaders can address valid concerns directly and consider adjustments to the change plan when appropriate. This two-way communication demonstrates respect for stakeholders’ perspectives and fosters a sense of ownership in the change process.
For instance, a company implementing a new software system can hold training sessions to address employee concerns about user-friendliness. Open communication channels allow employees to report bugs and suggest improvements, contributing to a smoother transition and higher adoption rates.
Inviting stakeholders to participate in the change process directly increases their buy-in. It is proposed that as leaders, “we propose that employee voice participation is a key linkage between organizational voice practices and organizational outcomes” (Shin,2022). This can take various forms, such as creating task forces composed of representatives across departments or conducting surveys to gather feedback on proposed solutions. Participation allows leaders to tap into valuable expertise within the organization, leading to a more well-rounded approach to change implementation. Furthermore, actively involving stakeholders fosters a sense of ownership. Hubbart states, “ Lacking absolute buy-in, a change leadership team may lack unity and thus momentum to successfully implement a change initiative” (Hubbart, 2023, p. 3). When individuals feel they have a voice in shaping the change, they are more likely to champion it to their peers and actively contribute to its success. For example, including all nursing staff in the development of processes allows them to offer insights about patient needs and preferences, ultimately leading to a more effective process.
Including a vocal critic within the guiding team for a change initiative might seem counterintuitive. However, this strategy can be surprisingly effective. Critics often possess a deep understanding of the current state and can identify potential pitfalls in the proposed change. By including them in the planning process, leaders can gain valuable insights and address their concerns proactively. This not only improves the change plan itself but also neutralizes a potential source of resistance and potentially transforms the critic into an advocate. Moreover, the act of including critics demonstrates inclusivity and transparency. It sends a message that the leadership values diverse perspectives and is willing to consider all viewpoints. This can significantly improve stakeholder morale and foster a sense of collaboration.
In conclusion, effective communication and stakeholder participation are essential strategies for building momentum and support for a change initiative. Including a vocal critic on the guiding team can effectively address concerns, improve the change plan, and ultimately turn resistance into support. By fostering an open and collaborative environment, leaders can create a sense of ownership and ensure a smoother transition toward a successful change.
Hubbart J, A. 2023. Organizational Change: Considering Truth and Buy-In. Administrative Sciences. 13(1):3. https://doi.org/10.3390/admsci13010003
Keyton J. 2011. Communication and Organizational Culture: A Key to Understanding Work Experiences. Thousand Oaks, CA: Sage. 2nd ed.
Shin, D., Woodwark, M. J., Konrad, A. M., & Jung, Y. (2022). Innovation strategy, voice practices, employee voice participation, and organizational innovation. Journal of Business Research, 147, 392–402. https://doi.org/10.1016/j.jbusres.2022.04.015