e-lightened Insight: Components of Change

Implication

The components of change I have learned to view in a much deeper manner. The monolithic impression I once held of change is giving way to a nuanced impression of the concept. Three types of change are now a part of my conceptual vocabulary; developmental, transitional and change (Anderson, & Anderson, 2001). The value which I have found in these concepts resides in the manner in which I can approach my work. Understanding the demands each change type would require of its participants will provide me with a detailed blueprint on how to support them in an effective manner. Another point that I've come to realize through the first two weeks of this class is that as a leader it's not only important to understand external drivers of change but it is equally important to understand the internal aspects of change to effectively navigate an organization through times of transition a leader must have an accurate measure of all elements involved both objective and subjective.

An important skill set for a leader navigating an institution through times of change is the ability to understand how culture must be responsive to the process of change on a deeper level it is important for a leader to understand what unique characteristics or type of culture must be present in order for a given external challenge to be addressed in an effective manner. For example if an organization is going through a change that requires an entirely different perspective to be maintained within the institution a leader in such an environment would need to understand what cultural elements are conducive for such a transition to be maintained. A leader in such a scenario might decide that a shift is needed within the organization to effectively cultivate a new perspective.

 

Conclusion

The important lesson I learned from the previous two weeks is that change is holistic; an effective leader understands the complexity of change. The readings over the past few weeks have challenged me to understand the nuances of the change phenomena. As a leader I have also been challenged to not settle for simplistic models and perspectives in relation to effectively addressing change. My evolution will encompass a balanced outlook and approach to addressing shifting contingency.

 

Reference:

Anderson, D., & Anderson, A. L. (2001). Beyond change management. San Francisco: Jossey-

Bass/Pfeiffer