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Leadership Week 5 Assignment 1
Assignment 1: Discussion Assignment
The discussion assignment provides a forum for discussing relevant topics for this week based on the course competencies covered.
For this assignment, make sure you post your initial response to the Discussion Area by Saturday, September 3, 2016.
To support your work and demonstrate achievement of learning outcomes, be sure to incorporate the key relevant material from your reading as well as outside academically credible resources. All sources should be credited using APA which includes both reference and applicable intext citations.
Start reviewing and responding to the postings of your classmates as early in the week as possible. Respond to at least two of your classmates. Participate in the discussion by asking a question, providing a statement of clarification, providing a point of view with a rationale, challenging an aspect of the discussion, or indicating a relationship between two or more lines of reasoning in the discussion. Complete your participation for this assignment by Wednesday, September 7, 2016.
Dealing with Change
Keki Dadiseth, retired Unilever business executive, followed some basic rules that can trigger change (Goleman, Boyatzis, & McKee, 2002). They are described below:
- Focus people’s attention of the underlying issues and solutions to create a common ground and understanding about what needs to be changed and why.
- Focus on the ideal, combining resonance-building leadership styles to get people talking about their hopes for the future and tap into the dedication people feel for the organization.
- Move from talk to action.
Helping people realize the reason or need for change is one of the strategies that leaders should use to overcome resistance to change. A related concept in organizational literature is readiness for change.
Dadiseth’s rules, as stated above can be understood within the context of creating readiness for change. Based on these rules, what steps can leaders take to prepare followers for change? How exactly does readiness for change impacts resistance for change and the likely success of change initiatives?
Jack Welch, former CEO of General Electric, said, “We’ve long believed that when the rate of change inside an institution becomes slower than the rate of change outside, the end is in sight. The only question is when” (GE Annual Report, 2000).