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Sample Answer for LDR 615 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? 

Erica Richmond 

Posted Date 

Nov 2, 2021, 11:03 PM 

Unread 

Topic 4 Summary 

Hi Class, 

Congratulations on making it through the 4th topic of the course! I enjoyed our discussions about traits and skills of successful change agents and dilemmas that are oftentimes experienced by change leaders. 

I hope that you found the assignment/presentation involving the creation of an effective change model for your organization to be a valuable activity which reinforced the key learning objectives and better prepared you for the final benchmark assignment in Week 8. I look forward to reviewing your models and presentations and to the remaining 4 weeks of the course. 

Onward! 

Sample Response 1

Replies to Erica Richmond 

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 2

Organizations can implement several strategies for change and should include planning, transparency, communication, honesty, and creating organizational culture. All these strategies are important to the success of organizational change. Organizational culture is very important in the success of change. Organization culture creates individual involvement which creates a work environment that creates purpose and clear expectations. It decreases employee turnover, elevates productivity, health team, and top performers. Communication is also an essential component to effective change. Communication provides information to stakeholders in the decision-making process. Communication strategy helps identify and assess alternative course of actions. Communication also plays a role in addressing an individual’s concerns or behaviors. 

Organizational culture varies depending on if the organization has a strong culture or a weak culture. A strong organization is one that focuses on the environment it develops for its members because it will help encourage a more efficient and productive company. The organization that focuses on the development of organization culture demonstrates to their stakeholders that they are a very important part of their organization. Once the organization builds their strong culture it will gain momentum by itself, and it will help the members feel valued and allow them to express themselves freely creating excitement and enthusiasm throughout the organization. Momentum can be created when an organization clearly communicates its message to their stakeholders. It must identify the why it is making the change, why it needs the change, and what is wrong with the current process that requires the change. The communication relayed to the members should be able to paint a picture what they are moving from and what the end goal change will be. The organization must create an environment of trust, transparency, and honesty. Staying purpose-driven through effective leadership communication which will help the members stay involved and help keep the members momentum. 

References 

 Arijit Banerjee. (2019). Effects Of Organizational Culture. Organizationalculture101.com. http://www.organizationalculture101.com/effects-of-organizational-culture.html 

Importance of Communication in an Organization. (2019). Managementstudyguide.com. https://www.managementstudyguide.com/importance-of-communication.htm 

The most important strategy – Culture trumps strategy. (2015, March 2). Torben Rick. https://www.torbenrick.eu/blog/strategy/the-most-important-strategy/ 

Sample Response 2

Replies to Claudia O’brien 

Claudia; 

In my experience as someone who has assisted in planning strategies for significant scale changes within two different police agencies, I found that solid company culture and transparent communication are vital components to success. One example involved leading a team to develop new ways to be more effective in evidence collection, searching techniques, and other areas associated with searching a home after a search warrant has been executed. Initially, the team was very skeptical about the change. Still, as you stated in your discussion, I openly discussed the “Why” we are changing, which improved the confidence of even the critic and most skeptical of the group.  

An article titled “Riding the Wave of Change Why developing a Culture of innovation and agility is essential to success” (2021) confirmed your points of clear communication, empowered and engaged employees. Still, it made another solid point in line with transparent communication I had not thought of, and that included, sometimes change has to happen right away, and there is no time to run things through a committee for strategic processing (Silver, 2021). 

Reference 

Silver, J. (2021, September 1). Riding the Wave of Change: Why developing a culture of innovation and agility is essential to success. Broadcasting & Cable, 151(9).