Question

I think that Knowling’s is stating that leaders must step up and be leaders. That they aren’t just to sit and direct from their glass offices but have to be part of the change happening and have to lead by example and be prepared to walk the walk. So often a lot of leaders now a days do not believe that that have to walk the walk and that their staff should just do what they are told and not what they see. I appreciated his list of 8 things to tell someone who wants to be change agent within their company, I especially appreciate the do not ask permission. I do this in my current position, and it has been a source on contention between myself and the chief and council as they think everything should be ran through them first and I don’t agree, if it is something big I would never hold that information back, but small changes they should not be a part of, in my opinion.

Do you agree? Please share your comments

Answer 1

Knowling’s agents of a change manager are an efficient tool that is best suited for change are:

· Create Urgency: Let the people know the need and how urgent or important it is,

· Form a Powerful Coalition: This is to take the people with the ideas so that they too participate in it.

· Setting the vision for change: The members should be aware of the need for the change and the way it would be done or what is the change to get the support of the stakeholders.

· Communicate the Vision: The vision needs to get the best of the communication within the stakeholders to make them aware of the needs, processes, and expectations that the vision has for its post-change stages.

· Remove Obstacles: The ways of removing the gaps or obstacles that may affect the cause of change or be an impediment are been removed from the process to make it efficient.

· Create Short-Term Wins: The small steps with successful execution makes the changes are better handled as the motivation of success get the team ahead to achieve what they are perceived to achieve for the changes.

· Build on the Change: The objectives of the changes get a good outlook with the use of change management. Hence developing on the strengths post-change is to be used for the best of business vision achievements.

· Make it the culture: Once the changes are made the people have to settle into the new roles and positions post changes to make it possible to sustain for the long term. The autonomy for the people is also established.

When the people are ready for the change the autonomy to continue with the changed atmosphere has to be adopted. Hence for each decision of the Board is to be asked for the process pace and agility may be lost. Hence I agree that making something possible with autonomy is bests suited here which is not for the board to interfere with.