Recent orders
Leading Change An Action Plan from the World’s Foremost Expert on Business Leadership by John P. Kotter
Leading Change: An Action Plan from the World’s Foremost Expert on Business Leadership by John P. Kotter
Name:
Course:
Date:
As suggested by the book’s title, the dominant theme in John Kotter’s book ‘Leading Change’ is change. Change is one of the inevitable processes that we have to go through, but the process is often met with resistance. The reason for this resistance is that change in one aspect of life tends to affect changes in many other areas; hence people are afraid of change. They often prefer the comfort zone where they know what happens next (Kotter 2012). This is also the case in any business or organization. ‘Leading Change’ follows eight steps that are prerequisites to change and some of the reasons as to why many change programs fail, giving insight to business leaders on the steps to take to drive change in their areas of leadership.
To begin, the book first examines the main reasons as to why change programs fail. One of these reasons is being contented with a situation (Kotter 2012), which happens to both leaders and employees in an organization. Most of the time, it is upon management to keep pushing their teams to embrace change, but if everyone gets comfortable, they will go back to their old ways. The author also emphasizes how a lack of vision and a powerful guiding coalition can hinder change within an organization. From this point, the reader gets a clear picture of how essential vision is towards driving change and leaders are encouraged to come up with a sharp image of change to inspire those that they lead (Veling et al). Leaders must also come up with practical ways to communicate this vision to inspire others to embrace change.
Other factors that hinder change include declaring victory too soon. As happens with any situation in life, any goal takes time and hard work to achieve hence claiming victory within a short time can lead to reverting to old habits (Kotter 2012). With this in mind, it is also vital to make milestones as they are achieved in the short term so that employees are motivated to do better. Change should also be incorporated into the corporate culture (Veling et al 2018). The author makes this point that leaders should make employees aware that change is healthy and essential; it leads to growth; hence there is no need to fear change. This is a necessary mindset to keep not just for business leaders but also in embracing change in the daily life of any individual.
Kotter stresses the point that people within an organization should feel that change is a necessary path towards growth. To counter the cynicism that comes with whether a change will have a positive impact, leaders must be prepared. They should recognize that new ideas will often face opposition and hence all the employees must be encouraged to be a part of the change. The process of change will meet resistance; covert, overt or unconscious (Kotter 2012). These points made by the author as to why change fails very relevant to all audiences. While reading through them, the reader can understand and relate it to their own experience hence can be better prepared to counter any negative attitudes towards change.
The author outlines eight steps that drive change, the first being the establishment of a sense of urgency within the organization. Change should be viewed as necessary and urgent for success. Employees should be able to clearly express any issues that they have honestly and openly. It is also important to engage those who are dissatisfied such as customers, employees and other stakeholders. The second step is to create a guiding coalition which is the responsibility of the management (Kotter 2012). The leadership team’s work is merely to inspire others; all the employees need to know that they are essential to change. This is a crucial point related to any real-life situation; success is more likely to be achieved with a team effort.
The third step is to have a clear vision and strategy, and the next step is to communicate it to all members of the organization so that they know what they are working to achieve. The fifth step is to empower employees to take action necessary for change. Some of the things that are disempowering include old systems of leadership, lack of skills, and values. The sixth step is to generate short term wins to keep employees motivated. The seventh step is to consolidate gains to produce more change, and the final step is to instil the culture of change within the organization (Kotter 2012).
While reading this book, I learnt many things that are not only confined to corporate culture but also to real life situations that we face every day. Change is a common feature in our lives, and hence we must be ready to embrace it. Many times we are afraid of change, and the reasons for this are some of those given by Kotter including the fact that we are scared to move out of our comfort zone. To counter this, we can come up with visions and strategies that can motivate us to change.
The primary audience for which this book was intended is business and organizational leaders, and the author does a splendid job of breaking down the change process into three parts. The first is the hindrances to change, the need for change and the eight steps necessary to effect change within the organization. While some of these may seem pretty obvious, how they are categorized and solutions to problems suggested will make it an easy and informative read for leaders. They are given essential pointers on how to deal with resistance and cynicism towards change which is a common thing in all organizations. The author makes his points very precisely to the audience.
The book reinforced my opinions regarding a change. I have often had a problem with change, the biggest one being a fear of the unknown as a result of making changes. This is a challenge that many people experience, and employees or many organizations are no different. The book has therefore given me clarity on some of the reasons as to why change is so complicated and what can be done to make the process more exciting.
In conclusion, I agree with the author on the points on what organizational leadership needs to do to promote change as a tool of growth and progress. The creation of vision and strategy are essential for driving change. Employees are a significant part of the process of change; hence they must be encouraged to communicate honestly on their fears and concerns (Doppelt 2017). Short term gains should be rewarded to keep them motivated. Change should be a part of the corporate culture of any organization and the steps outlined by Kotter will be sure to see any organization embrace change towards thriving operations.
References
Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge.Kotter, J. P. (2012). Leading change. Harvard business press.
Veling, L., Crowley, C., Russell, A., Cullen, J. G., McQuillan, L., Gorman, P., … & MacHale, J. (2018). Organizational Change Management (OCM): Preliminary position paper.
Leading and Managing People
Leading and Managing People
(Author’s name)
(Institutional Affiliation)
Part 2
Enhancing Oral and Written Communication Skills
It has been argued that one of the main keys to success is possessing great interpersonal skills of communication. Individuals who possess these interpersonal skills of communication have been indicated to have better chances of being successful in the current world than those without mainly because people have finally come to appreciate the advantages of having and retaining the right business connections. It is widely thought that great interpersonal skills of communication are nor inborn, although in some cases individuals are born with traits that seem to naturally and impose on them excellent ways and skills of communication, however, studies have shown that interpersonal skills of communication can be learned and nurtured for one to become a more effective communicator. Experts in the field argue that communication that is effective has to have or has to be composed of different communication methods including voice, words, non- verbal communication and tone. Of these four, non- verbal communication has been indicated to be the most effective in delivering or communicating across a message between individuals (Elgin, 1993).
According to recent surveys words are only 7 percent in effectiveness when it comes to communication, tonal voice is only 38 percent effective in passing a message across. However, non- verbal communication was found to be 55 percent effective in communicating. Non- verbal communication can be made up of a number of components. Some of these components include body language, the emotion of the receiver, as well as, of the sender and other relations or connections between the individuals communicating like friends, professionals, and enemies. Some factors that might govern these connections and relationships and affect communication include personal differences or similarities, differences and similarities in philosophy, expectations, differences in profession and attitudes. This is to mean that what individuals say is not as meaningful or important as how they say or act while saying it. For example, a message could be dull when delivered by an incompetent communicator, but seem brilliant when delivered by a speaker who is charismatic, filled with enthusiasm and energy (Don Gabor & Schuster, 1994).
Just as well, a message which is brilliant and excellent can seem dull when delivered by a speaker who is not interested or enthusiastic because such speakers usually do not have the ability to spark the interest of the audience. For one’s speech to be as effective, it has to be delivered well with the speaker incorporating into the speech some essential elements of effective communication. Some of these elements include the quality of voice, body language, intention, clothing and dressing style, eye contact, animation, visual aid, manner, self- concept, pacing and rhythm, agenda, rapport, concept of the audience and other, hearing and listening to the underlying message, how the speaker hold the message, confidence, and attitude, and energy among others (John, 1995).
Making presentations that are effective to key individuals and groups is a regular part of the job of most executives. Delivering a message or a presentation that is easy to understand and clear that gains support from the audience obviously requires some skills and expertise in speaking in public. Also, it requires that the speaker understand the audience and its perspective and be willing to adjust to the presentation on the basis of the feedback they receive during the presentation. Therefore, attaining this expertise requires individuals to be trained on the same, and practice (Berlo, 1960).
The main purpose of any kind of communication is to persuade and inform. These skills are critical for business professionals. Numerous communication skills training programs have the sole purpose of enhancing written and verbal skills of communication. Other minor reasons for holding communication skills training programs include improving the effectiveness of written and spoken communication as well as improving the quality of communication. There are three main types of communication skills training that most programs hold. These include written, verbal and face- to- face communication skills training (Barnlund, 2008).
Clear verbal or spoken communication skills are critical for many professionals. Therefore, the ability of a professional to clearly speak, with impact, and briefly have a major influence on the credibility of managers and many other professionals, as well as, their organizations. As it follows, delivering presentations that are formal and other discussions in meetings and their places always present an individual with the need to improve their presentation skills. Just as well, what and how we write presentations creates a special impression on the audience. In most cases, individuals are required to communicate through compiling reports, through emails and briefing papers and it is adamant that they do so effectively and efficiently. The writing training courses, therefore, teach individuals how to develop their communication skills in writing giving them the ability to write concisely, clearly and persuasively (Corcoran et al., 2001).
The way professionals communicate in such situations as face to face, in which they connect and interact with individuals or groups can significantly affect their effectiveness in communication and how others see or understand them. Many training programs for improving face to face communication skills are based on principles of neurolinguistic programming or NLP, but with an increased focus on the provision of practical skills and techniques that aid individuals in maximizing their personal effect (Corcoran et al., 2001).
There are number of things that I learned from the professional development experiences described above. The key learning from the above discussion had a lot to do with developing leadership skills and developing proper and effective written and spoken communication skills. After completing the first part of the assignment, I realized that I had needs when it comes to communication, as well as, in leadership. I realized that my communication skills were not effective enough to accomplish the intentions of the speech. According to a number of studies, the best and most effective communication is one where a speaker establishes a connection with the audience and where the audience remains alert and attentive throughout the speech participating and showing emotion when appropriate (Stirling et al., 2000).
With this information, I evaluated my presentation and communication skills and I found out that connecting and keeping my audience attentive was one area where I needed to improve. According to my experiences above, I learned that such challenges could be addressed through attending a professional development program whose main focus is to improve communication skills. It is, therefore, possible for me to improve my communication skills if I am able to identify and find a professional development training program that is effective enough. After identifying such a program I could attend it to learn about the appropriate communication skills. After learning these skills, I would ensure that I finesse them by practicing a bit until I get the principles right (Lee & Barr, 1989).
Another problematic area that I identified I had, had to do with my leadership skills. It was clear from the above discussions that good leaders are those who manage to accomplish and coordinate activities during both bad and good days to result to desirable outcomes. I realized that my leadership skills were not as developed because I at times relaxed during the good days, consequences of which were apparent during times of need. It is essential for a manger to be alert and to remain knowledgeable at all times of their businesses and what is going around them in the market (Board of Teacher Registration, 1997).
As a result of this, they remain successful and effective throughout the year, fruits of which are seen when the business remains successful and fruitful. It was, therefore, apparent that constant knowledge and skills development is essential for all managers as it keeps them informed of new practices and trends in the market, and enables them to become effective leaders all- round the year. As it follows, attending some of these knowledge and professional development programs several times in year would make me an efficient and effective leader in today’s fast- changing world. Attending such seminars and programs would foster in me the right knowledge and information to remain an effective leader in business (Bouldin & Wilson, 2003).
Conclusion
As it has been seen in the discussions above, professional development is an essential facet in many professions. This is because it keeps leaders and other professionals in touch with the most current knowledge and skills for them to remain effective and efficient professionals in their fields.
References
Austin, N. K. (1995). The Skill Every Manager Must Master. Working Woman 2930.
Barnlund, D. C. (2008). A transactional model of communication. In. C. D. Mortensen (Eds.), Communication theory. New Brunswick, New Jersey: Transaction
Bell, L. (1991). Approaches to the professional development of teachers. In L. Bell & C. Day (Eds.), managing the professional development of teachers (pp. 3–22). Milton Keynes, UK: Open University Press.
Berlo, D. K. (1960). The process of communication. New York: Holt, Rinehart, & Winston.
Board of Teacher Registration. (1997). Self-directed professional development. A report of the Queensland consortium for professional development in education. Brisbane: Board of Teacher Registration.
Bouldin A. & Wilson M. (2003). A professional development seminar series for teaching assistants. Am J Pharm Educ. 67, 100.Bubb, S. & Earley, P. (2007). Introduction: CPD matters. Leading and managing continuing professional development. London: Paul Chapman Publishing.
Corcoran, T. et al. (2001). The District Role in Instructional Improvement. Phi Delta Kappan.
Day, C. W. (1994). Planning for the professional development of teachers and schools: A principled approach. Keynote address at the Brisbane Catholic Education Primary Principals Convocation.
Don Gabor, S. & Schuster, P. (1994). Speaking Your Mind in 101 Difficult Situations. , New York: John Wiley.
Elgin, S. (1993). Gender speak: Men, Women, and the Gentle Art of Verbal Self Defense. NewYork: John Wiley & Sons Inc.,
Golding, L. & Gray, I. (2006).Continuing professional development for clinical psychologists: A practical handbook. The British Psychological Society. Oxford: Blackwell Publishing.
Jasper, M. (2006). Professional development, reflection, and decision-making. Oxford: Blackwell Publishing.
John, J. (1995). Will the Real Me Please Stand Up? 25 Guidelines for Good Communication. New York: Thomas More Publishing
Lee, B. & Barr, N. (1989). The Leadership Equation: Leadership, Management, and the Myers-Briggs. Austin: Eakin.
National Professional Development Center on Inclusion. (2008). What do we mean by professional development in the early childhood field? Chapel Hill: The University of North Carolina, FPG Child Development Institute.
Rogala, J., Lambert, R. & Verhage, K. (1992). Developmental Guidance Classroom Activities for Use with the National Career Development Guidelines: Grades 10-12. Madison: Univ. of Wisconsin System Board of Regents.
Speck, M. & Knipe, C. (2005). Why can’t we get it right? Designing high-quality professional development for standards-based schools (2nd ed.). Thousand Oaks: Corwin Press.
Stirling A. et al. (2000). A. Assessment of the impact of a communication seminar on BS pharmacy graduates. Am J Pharm Educ. 64, 95S.Wake County Business Education Leadership Council V Wake County Public School System. (1995). Career Development Resource Manual for Educators.
LVT Rewording
Leadership
Being a leader means accepting vulnerability. Contrary to popular belief, my individual experience as a competent leader in almost every area of my life has shown that successful leaders are required to be openly vulnerable to those the followers.
Being a leader on campus has enabled me to oversee and orchestrate a number of cultural, voluntary, and informative ventures together with subordinates and members. In a get-together, I made sure not to use technical devices, trickery, psychology, clever words in a debate to ensure that others agree with me. Instead, I talked to them in a child-like manner. This does not translate to immature or disorder, rather, a mental state. I would consider what I wanted to pass across and searched internally whether I cared about my speech and whether I believed in what I expressed. After such actions of internal analysis, I was ready for communication with my followers using simple and honest language that openly revealed truthfulness and inner emotions. Whenever I was before a crowd, I used great force to speak and led with complete self-assurance not due to my use of a impeccable language or because of the many books I have read regarding leadership days before my announcement for a money-raising campaign, but due to the knowledge of those around me and their belief in me.
The strategy I apply as a leader is an approach of never using technicalities. I openly express my fears, insecurities, expectations, and joy to my colleagues and those near me. I remain vulnerable, always, as a a way of inviting my followers to see my life as an open book and provide constructive criticism regarding my decisions, plans, and thoughts all the time keeping my ears open proactively for the silent and verbal messages. I make sure that I do not use manipulative or charming actions. I reveal my true self to those that are under my leadership, the true individual, and I move on from there reaching a level playing field to acquire understanding, and ultimately, the support of my followers. I lead and live in this manner, whether at school or my workplace.
Volunteerism
Prometheus is a benchmark and symbol regarding how I intend to act in relation to humanity. In contrast to the beliefs held by other gods, Prometheus was aware of the necessity of the knowledge in making strives within their universe, and that even the misuse of that understanding could not take away their right to it. In my personal life, I have worked diligently to share knowledge and to use my position as a way of improving the lives of the people around me.
Teaching the disadvantaged in a volunteering endeavor is one of the social responsibilities that I have held dear, and it is a vital move in my personal pursuit of wisdom. I was able to mentor a young Tibetan girl, Diki, aged 8 years old, in a collaborative effort. At the time she was illiterate. Despite lacking the right resources to acquire a decent education, I found out that she held deep desire, intelligence, and passion. After being a part of her journey in reading and writing, I persuaded her to be journaling. She readily took my suggestion and recorded a number of interesting and original ideas and plans. Additionally, I passed on the message that while dreaming was good, learning how to fail was important. I achieved this through allowing her to see me openly, being vulnerable, and recounting my personal experiences. I shared with her how I took on a challenge in high school to participate in a college-level English unit and was able to manage a C. I told her how I accepted my shortcomings and ultimately attained an A when I redid the course in college.
Knowledge stimulates the mind. By stimulating Diki’s desire to learn, I pushed her to follow her own dreams. There are many others like her who have the capacity to attain great accomplishments if only they could get the right resources. I feel a certain obligation to work with the disadvantaged in the society so that they may have the required resources to follow their own dreams and goals. Despite having assisted Diki in her journey, I am sure that in the end, she will use her strengths to ignite the spark that will positively impact the world. I have the role of providing her with the necessary support to success.
Talent
Photo editing has metamorphosized into an independent art. Whether one is viewing an image on Facebook, on a magazine, or on Instagram, it is likely that a form of editing has been performed on the photograph. The ability to execute superior editing capability is a valuable skill that will become advantageous and vital as time goes by. Numerous hours doing research, copying experts, and hours of practice enabled me to self-learn professional photoshopping and was instrumental in making the dreams of others come true.
Forms of art that necessitate physical kinds of material, such as canvas for painting, offer a number of limitations that the digital form of art does not. Digital creation continues to change how the society should see art as a whole. Being a digital artist, I engage with different art forms such as editing, painting, and shadowing only using the click of a few buttons. Digital art form makes the process of correcting mistakes a little easier. It allows me to edit, draw, and create without much concern for the errors made. This gives some level of creativity and freedom that enables me to thoroughly interact and indulge with my artistic goals and ideas. In my position as a club founder and in a restaurant. My abilities led to a role in designing different posters for extracurricular activities and information seminars in brochures, restaurant menus, or promotional literature. I was able to impress people at my workplace with my keen eye for graphic design and initiative. I was able to complete every project given from its commencement to the end. I was able to see all of my ideas and thoughts come to fruition on paper in a process that was very rewarding and helped me in developing confidence and self-belief.
I was able to turn my growing inquisitiveness for Photoshop into a routine, and now it has become a strength and talent. It gives me the capacity to translate different creations into reality. It has also given me several opportunities to see ideas become useful pieces. In the future, digital editing will be a beneficial tool that will be required for millions of people and organizations and I desire to be a part of its growth in the future. As a driven Photoshop artist, I have the assurance that I can make a notable difference in the society.