Question

Compare and contrast two different change models. What leadership approach would you use to implement your preferred model? Why?

Answer 1

The Kotter’s Eight Steps to change is based on the analysis of hundred different organizations going through change. The research utilized eight key lessons that later formed a practical eight-step model. The steps are taken as a continuous cycle which ensures that the momentum of the change is maintained. The model establishes a form that uses communication as the sense of power which creates a consolidate anchor in obstacles. This model is a clear top to down technique that focuses on success and gives no room for co-creation. Comparing the Kotter’s change model to the change curve model originally developed by Kuber, the latter utilizes five stage models. The change curve and its associated emotions can be used to predict the behavior of performance as affected by the announcement and subsequent implementation of a significant change. The limitations of the model are that not all change is bad, problems of identifying the well capture that forms a good transition between stages and challenges to apply the model in group communication strategy.

The leadership approaches that I would use to implement the preferred model are leading the change, responding to feedbacks regarding the change and having facilitative communication style. Leading the change is vital because the leadership should start from the top to the bottom thus as a leader I will create, communicate and ensure the desired actions are delivered to the various teams to actively manage the process and ensure that tasks are given priorities. The practices that will be employed include establishing accountability across the organization, defining the results needed for the change, develop workplace beliefs towards achieving the change, developing and communicating all the cases for change and consistently ensuring alignment across the leadership team.

Providing feedback focused on aiding the achieved desired changes to be is critical for overall success. There should be a supportive management and transparency where reports are shared between officers to facilitate the process of attaining the change in an effective manner. At this stage, critics, dismissing of feedbacks and excuses in responding to critical issues should be avoided by leaders. Proper change is achieved through internal and external environments which can be facilitated by facilitative communication. Effective communication is responsible for change adaption and requires collaboration of the entire staff. Change is attained through efforts and determination and it cannot happen alone without input from participants.