Change Management Application in Personal Life

The notion of change management is applicable to my personal life Change is a shared aspect that occurs to every individual and organizations regardless of their age, experience or size (Kotter & Cohen, 2002). The world is currently experiencing rapid changes which require individuals to adopt faster measures to match these transitions. People that address change appropriately succeed while those that fail might struggle to last. The manner in which individuals manage change varies highly depending on the state of the dominating situation and one’s capacity (Reiß, 2012). It is worth noting that success is dependent on the one’s understanding of the whole change process (Reiß, 2012). Despite the fact that my desire to manage change never occurred until I started learning about change concepts and theory when I try to assess my life it is apparent that I have acquired varying changes degrees and experience both in my personal and professionally exists.

Throughout the course, I have learned that change is unavoidable. It is rather surprising that in life there is nothing that is everlasting except change because it is consistent (Reiß, 2012). Personally, I believe that happiness and success are not derived from wealth or huge financial achievement but from the individual’s capacity to move through different transitions. Change management is an essential concept that has impacted my personal and professional lives in different aspects (Kotter & Cohen, 2002). To begin with, as I outclassed through each grade, consistently learning fresh things and substantially challenged by fresh and more dynamic concepts this was a form of transition. Also socially, I have lost friends and family members at different points which were a complex change to my social dynamic because those people offered psychological and social support to me. However, looking back today, it is fascinating of the much that this kind of losses transformed my personal dynamic. From this course, the most relevant concepts revolve around change management such as team building, communication, and visualization (Goodman & Truss, 2004). This aspect helps in easing the dynamic of personal and working lives.

Kotter’s eight-step change process can perfectly in applied in my professional life. For instance, I aspire to become a participative leader and an effective manager. However, I practically challenged to effectively work with teams or to maintain consistent communication. I believe that the process of change should be communicated uniformly and thoroughly to create unity and comprehensive understanding. Workers buy the proposed changes after their leaders persuade them of the change urgency need to be conducted (Kotter & Cohen, 2002). The end change steps that are utilized in this theory are intensifying change urgency, developing teams dedicated to develop change, creating change’s vision, communicating the necessity for change, encouraging and supporting employees with change potential, creating short-run objectives, retaining persistency and making the developed change to be long-lasting (Goodman & Truss, 2004). I anticipate that the concepts will impact my profession positively by creating efficiency and skillfulness. In that, it is through the use and understanding of these concepts that will help me in managing people as well as changes in an organization (Goodman & Truss, 2004). I will apply the concepts professional to build teams and create effective communication channels that seek to motivate employees to work towards organizational success.

Change is the procedure through which one ensures that transformations are occurring both in the professional and personal lives and should thus be applied well in order to generate long-run benefits (Kotter & Cohen, 2002). College to me is an important change that I have to manage because I am required to understand how best time and responsibilities can be scheduled in addition to balancing social and economic activities. Throughout the course, there is one thing that strikes my motives and drives both personally and professionally. This is that planning for change is essential than facing change. In that one’s preparedness determines the general outcome of their reaction to change. Preparations work to ensure that there is readiness which in turn generates potential and the possibility for success (Sharma, 2008). As the working environment transforms those in it changes as well. On a personal close, I should recognize the values, standards and everything that no longer applies to my life to avoid being resentful. Past failures do not imply that I will not succeed rather they are there as a mark of my capability to overcome challenges and complexity in life. Once I have established the needed values flexibility is necessary because change management is basically about elasticity and meeting negotiations that cannot be escaped.

From the book ‘’ the Heart of change’’ by Kotter and Cohen (2002) I learned change management success is determined by the manner in which people meet persisting issues collaboratively. Rather than focusing to be an authoritative leader, I can instead concentrate on building operative teams. Effective teams are the best way via which employees can be reminded and inspired to achieve higher in terms of skills and performance. Once the right goal-oriented teams have been created, it will be necessary to communicate the anticipated targets and organizational goals to all the teams’ members (Goodman & Truss, 2004). This is of the essence as I attempt to create positive relations that encourage cooperation. Kotter and Cohen (2002) assets that change management efficiency can only be acquired where every member is fully aware and familiar with the anticipated outcomes and how the proposed changes might affect them.

The most organization today have acknowledged the positive attributes of effective teams particularly in the international business where diversity management and inclusion is necessary (Kotter & Cohen, 2002). Employees as an essential part of the business should be thoroughly informed of business operations and vision. When I fail to communicate effectively to the employees this might result in disappointments and confusion. However, as the manager, I can mitigate such issues by maintaining clear and inclusive communication channels. In order to facilitate effective communication, I will create weekly check-in systems that will ensure that all the employees are fully informed of the set changes. In my professional leadership, effective communication will not be about delegating and directing employees rather everyone will be given an equal opportunity to participate. After informing employees can respond and propose suitable solutions while accounting for their needs. I have learned from Truss & Goodman (2004) that when all the employees within an organization are fully pleased by the roles they play and the working environment, they are capable of performing their responsibility with a positive perception.

From understanding, I believe that successful change only occurs with obligation. In order for change to occur all the entire company should be desiring it. This is why I will mainly focus on developing a feeling of urgency throughout the organization in order to trigger motivation among all the members in order to ensure that consistent movement is generated. According to Kotter that for successful change to be acquired at least three-quarter of the organization’s administrations are required to at least ‘’buy into’’ the transformation (Kotter & Cohen, 2002). Building collaborative teams are necessary for persuading members of the necessity of the proposed change. In order to generate change, I am required create an authoritative team which will in turn help in the identification of individuals strengths and how each can be utilized to support change and higher achievements. Other than communicating I will develop systems that seek to integrate any occurring change with the company’s culture for both long and short-run gains. To me, efficient change management is all about creating a favorable environment for it to occur (Sharma, 2008).

The two major ideas that were inspired by my classmates are team building and effective communication. From my classmates, I learned that success can be gained at ease when people operate collaboratively rather than individually. Teams are not only essential because they contribute to success but they also help in overcoming hurdles (Kotter & Cohen, 2002). Collaborative working tends to be more effective because it encourages thoughts sharing thus resulting in the development of a feasible solution to any existing challenges. On the other hand, all this can never be achieved without effective communication which involves sharing and evaluating others responses (Goodman & Truss, 2004). On the other hand, I found the aspect of technology use in communication and operations management to be of great significance. In that, technology is currently, the backbone of every business and should, therefore, be applied appropriately. I intend to use technology to create effective and direct channels of communication as well as motivating the employees to commit and achieve more. From the course, I anticipate having an utmost impact on profession because at the end I will be fully equipped in terms of knowledge and the needed skills in my career.

I can leverage this course’s learning to bring personal and organizational change by believing in my individual potential. Based on learning academic based insights are essential in supporting change and thus if I need to create long-lasting changes I cannot achieve it alone. My teams will need to be completely involved and more concentrated on achieving mutual goals within an inspiring surrounding. As a leader practical engagement would be essential in improving my skills and upholding this course’s concepts in general (Sharma, 2008). In that in order to be an effective communicator one must learn to engage others in steady communication where the responses of every individual and their concerns are well accounted for (Goodman & Truss, 2004).

My management career, it will involve working with different members of an organization comprising of leaders, followers and other stakeholders on whom operations revolves.   Communication will be very important especially when introducing strategic change so that to avoid situations where as a leader, I will be sending confusing signals to the other people in the organization.  As a leader in an organization, introducing change requires that the involved parties understand the need for change, own the change introduction process and embrace it so that any confusion that may leads to misunderstanding is quashed (Kotter & Cohen, 2002).  To achieve this, I will have to increase the urgency for the change, come up with a team that will foresee such changes and get everyone to share the same vision in the organization.  In addition, effective communication regarding the need for change and removing barriers that may hinder the communication process are other important concepts that intend to embed within my professional for success (Kotter & Cohen, 2002).  These concepts are essential in my professional because organizational change is shaped by effectiveness of communication, and such change is inevitable in leadership and management. Leading an organization involves collaboration with different individuals from the junior to senior management level which I will have to undergo to progress in my profession.  To be successful at all levels of management, I will have to collaborate with colleagues in terms of teamwork in various group work projects or even in managing such teams. This same is true if I will be intending to communicate various changes on how such projects will be carried out in an organization and this highlights the need for increasing urgency.

Growth in a leadership professional means that I will have to be at the heart of any change that will be introduced in the organization. Such changes may involve introduction of new technologies , managing mergers and acquisitions , coming up and introducing new operational strategies , cultural transformation and restructurings which are at the centre of organizational leadership (Kotter & Cohen, 2002). In management profession, there is a need to have effective ways of communications on any such changes that are likely to influence the growth of one’s profession in an environment that is becoming increasingly turbulent. At the basis of effective communication is how I will let my organization know what I want. There is a risk of my followers feeling that I was not very clear about any change being introduced, what achievement is intended and what the change entails. Being at the heart of organizational change requires that leaders be able to express what is needed in terms of outcomes while making it clear on how far changes will go (Goodman & Truss, 2004). In relation to this, I foresee a case where I am able to effectively communicate with members of my team, my colleagues and especially my followers about the intended change, what is expected from such change and how go about implementing the change.

 In addition, I look forward to being able to change people’s behavior so as to reduce any resistance to change, and this will involve bringing them on board so that they have the same perception of the change as mine. This will involve sharing a common vision with them through establishing a clear sense of direction which they can follow to realize the intended outcomes of such changes.  Effective communication will be important in engaging team members and other involved parties in developing strategic plans and related budgets which will be used in pursuing the intended outcomes of the changes (Goodman & Truss, 2004). Depending on the structure of the organization, team structure and the project to be undertaken, I will rally others to communicate their ideas and criticism which will ensure that their input is included in the strategic plan and this will have the potential to make us share a common vision.   Such a strategy will be forward looking since it provides an opportunity for increased engagement and hence, the opportunity to foresee any forthcoming negative behavior in terms of change resistance.  Establishing a common ground during change management is possible if people involved in implementing a plan are involved and this will ensure that any hindrance can be dealt with at the source (Sharma, 2008). In this regard, I will intend to ensure that all aspect of large-scale change including plans, budgets, visions and strategies are developed in a manner that aligns with a commonly shared goal or vision.

A vision works as an efficient function of coordination and relates directly to the aspect of urgency (Kotter & Cohen, 2002).  In relation to this, the implantation of need for urgency during change introduction will help me in undertaking managerial function in world that remains slow when it comes to change acceptance. In uncertain future of organizational management, I may have a team that shares a vision that will make it possible to walk together under the guidance of set standards without hurting others or conflicting with their goals in life. Every member will have their professional goal and helping in achieving theirs will create a mutual relationship with a common goal in mind.   This idea will enable me to communicate the strategic plan to others and hence reduce any resistance to introduction of an intended change. Where is no vision, people are no on the same page, and hence running into roadblocks and hurting on another will be inevitable (Kotter & Cohen, 2002). I foresee a working environment in which I will set a clear direction especially about a large-scale change and make other people to have a positive perception of such change which will be important for any organization.

An important aspect in ensuring that I succeed in leadership will involve empowering, which is an important concept in having people to act on a specific vision. This will involve removal of obstacles which may stop these people to see the need for change. Change leadership requires one to have an empowered team, one that will work towards the success of an organization while undergoing turbulent times brought about by such changes (Kotter & Cohen, 2002).  In my profession as a manger, empowering my followers will be important in ensuring that they are productive while working on changes in certain projects.  This will build momentum, wrought by consolidated changes that are based people who understand what needs to be done, how to do it and benefits arising from it. A success in this sense means that my professional and career growth will pick the momentum.

In conclusion, it is evident that change cannot be escaped and it is consistent. Kotter’s Eight Step change process is very applicable in my personal as well as working life. As an individual who anticipates being effective manage the capability to manage change consistently while engaging all the company’s members is essential. Change has been there constantly in my life but I have managed to overcome and succeed. Change is not a fresh concept but it necessitates different handling measures in order to achieve positive feedbacks. Change management is an essential concept that has impacted my personal and professional lives in different aspects. I will utilize the gained concepts to improve my knowledge as well as skills needed in managing my working and personal lives.

References

Goodman, J. & Truss, C. (2004). The medium and the message: communicating effectively during a major change initiative. Kingston Business School, Vol. 4 No.3, 217-228. Routledge.

John P. Kotter & Dan S. Cohen. (2002). The Heart Of Change, Real-Life Stories Of How People Change Their Organizations. Havard business school Press.

Sharma, R. (2008). Celebrating Change: The New Paradigm of Organizational Development. The Icfai University Press.

Reiß, M. (2012). Change management: A balanced and blended approach. Norderstedt: Books on Demand. Norderstedt.