Respond to peer Discussion below . What do you see as the advantages and disadvantages of the tools they presented?

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Read carefully section "Reducing Resistance to Change" found in Chapter 15 of the Neck et al. textbook. For the discussion:

- Assess two examples of skills you, as a leader, want to demonstrate for subordinates that help individuals adjust their attitudes and behaviors to reduce resistance to organizational change initiates? Make sure to identify links to Kotter's 8-step change model as well as appropriate business literature.

- Evaluate best practices, as identified in the business literature, for reducing resistance to change. Which tools do you find useful (or which tools you find ineffective) based on your personal experiences? Make sure to provide examples as well as support in your response.

In my experience it is not uncommon to have teams be resistant to change, even when well thought out and improvements stated. For a more successful change it helps to have the effected team's buy in. Leadership should reach out and state issues they would like to overcome and then have that team work to find the changes to implement. In the text we discuss how Google has embraced intrapreneurship and the fact that it has resulted in some of their better ideas. (Neck et al., 2020. P. 440)

Forbes magazine stated that one of the key factors when dealing with change management is communication. "How you communicate the change is the factor that often most affects how much resistance to change will occur. Employees must believe that the change is needed now, and they must clearly understand what might happen if the organization doesn't change... The key is to tell a compelling story to capture and leverage the passion and positive emotions surrounding the change. Describe the future state to inspire people to share in your vision." (Kogan, 2020)

Bringing a team in to help decide on the changes to be implemented and then communicating said changes and the reasoning behind them on an ongoing basis are good ways to reduce resistance to change.

Part 2

Next, take Self-Assessment 15.1 [How Resistant am I to Change?] Neck et al. Chapter 15. Consider sharing your results and what this assessment provides about how you approach leading change.

On chapter 15's assessment I scored a 24. I found this to be a decent score, I know that I am not one to simply go with just any change. I like reasoning and I like explanation. However, as a leader I think I can work on being less resistant, in that I would need to work on listening more and slowing down before saying yes or no. If I see a system working and working well I would have a harder time changing it, but as a leader I do need to be open to new ways of operating.

- Rachel

References:

Neck, C. P., Houghton, J. D., & Murray, E. L. (2020).Organizational behavior a skill-building approach. SAGE.