Please respond to the following answer below like you agree to what the person i

Question

Please respond to the following answer below like you agree to what the person is saying;

Change, some people love it while other people hate it. Ultimately, no matter where people fall on that spectrum, initiating and managing change proves to be quite the challenge for those attempting to implement the change. By dividing the stages of change into the initiating and managing phases, we can better understand what makes it so difficult. When it comes to initiating change, leaders can be hesitant because they know they bear the responsibility if they make the wrong decision. Additionally, there is a high probability of resistance from those affected by the change. Those who have become set in their ways, will not welcome change with open arms. As a result, leaders may be hesitant to initiate change based on their desire to avoid conflict. However, initiating change is only the first step. Once the ball is rolling so to speak, leaders face a continuing uphill battle in order to manage the change. Procedures can easily slip back to the way they were; leaders must stay on top of these in order to ensure that the change is being carried out properly. In the end, it takes a leader with a will of iron and the gentleness of a dove to initiate and manage change effectively.

Explanation / Answer

Successful organizational change depends on leaders.Effective leaders acknowledge that their support is crucial to success and commit to doing their part. The following are some of the roles leaders may play during change in organisation.

1. Sponsor

A Sponsor is the person who won’t let the change initiative die from lack of attention, and is willing to use their political capital to make the change happen. As sponsor, the leader is the champion.

2. Role Model

Leaders of change must be willing to go first. They demonstrate the behaviors and attitudes that are expected of everyone else. Employees watch leaders for consistency between words and actions to see if they should believe the change is really going to happen.

3. Communicate

Leaders are the face and the voice of change. They communicate often to share information, keep people updated and offer encouragement. When employees hear multiple messages in the organization, the one they listen to the most is their immediate boss.

4. Engage

Leaders provide the motivation to change and get people involved. They create a sense of urgency and importance about the change, and show commitment and passion about getting things done. They offer recognition to those who are participating and doing well. Leaders realize that change can be difficult, and understand the need for people to be motivated to step out of their comfort zone

5. Hold Accountable

With their authority, leaders hold people in the organization accountable for the change. They uphold agreements and make sure others do the same. They don’t let people get away with not changing, and work to understand the underlying reasons so they can remove obstacles.

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