Please Help with responses to the two posts below.

Review your peers' posts and respond with thoughts or insights to each post.

Post 1

Cheyan

Hello Class,

As for the discussion this week, I decided to focus on vision as the most important of the four points mentioned by Blasingame (2013). All employees must have a clear objective for the company to succeed and to work together. It is important to understand that every business starts with a vision, which determines its purpose. Companies can identify what products or services they will offer and which customers they want to target when they have a clear vision. The need for clear communication and understanding is essential for effective change, as we've noted. The research Maurer performed indicated that people only understood a vision 71% of the time when they were successful in bringing about a change (Blasingame, 2013). Therefore, when this is needed, an organization's top priority should be to find a solution.

It has been my experience that changes in processes were not clearly communicated. During my career, I've had a mix of past leaders sharing their vision and not sharing their vision as much for change. I had a better understanding of why this change is taking place because the ones who shared their vision gave me a solid case and answered any questions I might have. Having this better understanding made the change easier as well as wanting to remain productive for the organization. Share their vision more directly, with most of the details prepared beforehand, by having a direct approach to announcing the change.

-Cheyan

Post 2

Juan Balarezo

Out of the four things suggested to create culture that is compatible with change,establishing the visionis the most important to me. The reason why I find establishing vision so important is that when you are implementing change you want to show everyone how such change will have a positive overall effect on the organization and its employees. Maurer's research indicates 71% of successful changes happened "when people understood the vision of the project." Stakeholders should see the long-term benefits of change, (Blasingame, 2013). One example of providing a clear vision when implementing change is one that I experienced with the last program manager that I worked for. Our company at the time had acquired an additional customer support desk and we would be doubling our staffing and workload. Not only would we now be managing more employees, but we would also be implementing all the work processes that had helped them streamline their services. This included a lot of automation and customer self-service support that required the use of technology that our current employees were not familiar with. This caused some resistance from employees toward this change. A clear vision was needed and that came in the form of showing everyone that learning the new technology would be easy and that the residual effect of learning this technology would also help everyone find information and solutions faster for our customers. Without having a clear vision, developing training for the new technology, and continuously reminding employees of this vision we would not have been able to lead this change in technology to success.

-Juan