Why is vision essential to facilitating successful change in an organization? What is the correlation between a leader’s role/vision and a successful change initiative? Describe a vision that you have seen/heard/read/viewed that you felt inspired successful change. How did this vision influence people’s behavior and attitudes toward a major change initiative?
According to the textbook, people are more motivated when “they are shown a truth that influences their feelings” than they are by analysis. Discuss the relevance of this statement for organizations growing and responding to change. What responsibility does a leader have to honor stakeholder concerns when “feelings” are the primary basis for the concerns?
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FIRST WEEK INSTRUCTOR COMMENT
PLEASE READ AND MAKE CHANGES ACCORDINGLY FOR DISCUSSION THIS WEEK
It’s just great to meet you, and thanks so much for your work in the first discussion thread of the course. I appreciate the breadth of your responses as well — it’s always beneficial to include and citation course information, which greatly enhances your posts. So, as the weeks’ progress, remember to include a citation within your initial response, which adds authority and influence to your overall thoughts. I encourage you to get the questions started ‘early’ with a substantive post, then check back and see if anyone added some great thoughts to your initial thought. In all, it was a pleasure to read your work.
I am so appreciative of your work in the first week, which is often the most daunting. Responses were clearly written with few grammatical and/or spelling errors. One quick suggestion is to try and utilize words that are complex. This is just a suggestion I give nearly every student as just a reminder. An easy way to do this is to use the Thesaurus tool in Microsoft Word. It allows everyone to expand their vocabulary (even me) and it showcases a higher level of learning and intelligence to your audience and thus adds to your overall influence in the threads. I can’t wait to see your continued grand participation in the coming weeks. Include your insightful perception and opinion and ensure that there is some supporting information or research to support your key points. This adds great validity to your overall argument. Cheers to you!
Expert Solution Preview
1. Vision is essential to facilitating successful change in an organization because it provides a clear and compelling picture of the future state that the organization aims to achieve. When a leader has a strong vision for change, it can motivate people to work toward the goal, align their efforts, and overcome obstacles. A leader’s role/vision is critical in the success of a change initiative because it provides a roadmap for the change, communicates the benefits, and sets expectations about what is required from the individuals. Successful change requires a shared vision and understanding among all stakeholders. An example of a vision that inspired successful change is Google’s mission “to organize the world’s information and make it universally accessible and useful.” The vision influenced people’s behavior and attitudes toward a major change initiative by inspiring them to create innovative products, foster new knowledge, and improve lives for millions of people globally.
– Kotter, J. P. (1996). Leading change. Harvard Business Press.
– Satterlee, B. C. (2013). Cross-functional teams engaging the power of visible goal alignment. Journal of Applied Management & Entrepreneurship, 18(2), 76-92.
– St. John, C., & Grace, D. (2017). Strategic Leadership for Turbulent Times: An Integrative Analysis. Journal of Leadership, Accountability and Ethics, 14(3), 71-81.
2. The statement that people are more motivated when “they are shown a truth that influences their feelings” is relevant for organizations growing and responding to change because it acknowledges the role of emotions in change management. People often resist change not because of rational analysis but because of fear, uncertainty, or other emotions. Therefore, a leader has a crucial responsibility to honor stakeholder concerns when “feelings” are the primary basis for the concerns. The leader needs to recognize and address the emotional reactions to change and communicate effectively to build trust and transparency. A leader who disregards employees’ feelings can create mistrust, encourage resistance, and diminish collaboration. Therefore, it is essential to balance the analytical and emotional aspects of change management and create a shared vision that aligns with people’s values, beliefs, and aspirations.
– Cameron, E., & Green, M. (2015). Making Sense of Change Management: A Complete Guide to the Models, Tools and Techniques of Organizational Change. Kogan Page.
– Kotter, J. P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change their organizations. Harvard Business Press.
– Pettigrew, A. M. (2001). The character and significance of strategy process research. Strategic Management Journal, 22(6‐7), 611-626.