Management 605 – Managing in Organizations – Week 5

Week 5 – Change Management

A more scientific approach to change and managing it in an organization is probably apropos given the consequences of mishandled change. Communication is an important component of it because it builds trust with those being affected. Stakeholders need to be identified and brought into the change plan. People fear change for various reasons and there are ways to mitigate that fear and possible obstruction. This can include fear of loss or loss of control. The change experience often starts with denial, then goes to resistance, exploration, and then commitment. Finding change agents can help usher in change and reduce resistance to it by making someone responsible for implementation. The goal of change is to make the change permanent and a sense of urgency can keep it moving along. A Force Field Analysis is a helpful tool for understanding resistance to change in your organization. Feedback should always be sought after.

I will admit, I do not like change for change’s sake. If something is working I want it to stay that way. I tend to put so much thought into what I do and be deliberate about how I handle things, so when there is change I get agitated, especially if I have no control over that change. I know to focus on what I can control, and it is a common saying amongst the Stoics, but it’s easier said than done. On the other hand, if something is not working, I am the first to rip everything out and start over again. I’ve seen how change can be mismanaged in the past in organizations so it was refreshing to see the tools available to handle them effectively. This was an interesting course, and my first one. I would give it a six out of ten.