Question

This is for a managing change of business class.

Your Management Mode n terms of the GIANT Support-Challenge Matrix, too little support or too little challenge are both ways of avoiding responsibil as a leader. When results are demanded without giving support, most employees will accomplish only what is necessary. Orn the other hand, when leaders over-support by failing to hold employees accountable and personally compensate for inferior esults, they breed a culture of distrust and entitlement Explain how you have accepted, or failed to accept, the responsibility of leading others through change. Give examples by omparing your actions during a time of change to the Challenge-Support Matrix and/or the Conscious Change Leader Accountability Model. Discuss your own tendency when faced with change. Where would you place yourself on the Support Challenge Matrix, and why? Include how you can act more as a Liberator or a Conscious Change Leader in the future. Your

Answer 1

Answer:

Support-Challenge Matrix is a tool to know about the level of support from co-workers and challenges faced while performing a task, at a given workplace. This matrix uses two axis in which horizontal axis shows challenge and vertical axis shows support. The first quadrant signifies High support-high challenge. This type of approach enables to achieve any target in high challenges and good support from the colleagues. The second quadrant signifies Low support-high challenge. This approach is useful when the team members are highly skilled and experienced. The third quadrant signifies Low support-Low challenge. This approach is used where the managers have absolute confidence in his team members. The fourth quadrant signifies High support-Low challenge. This approach is useful when the team members are new and unexperienced.

Now let me discuss when I went through such a sudden change at my workplace and how I was able to manage the same. Our government decided to introduce Goods and Services Tax in place of existing Central Excise and Service Tax, to remove the cascading effect of taxes and ultimately to give relief to consumers by reducing the indirect taxes they need to pay. Our department was given the task to implement this new tax and create awareness among the public and trade, about the advantages of GST. We were Central Excise and Service Tax officers and it was a lumpsum and humongous task to implement the GST. Also, a highly skilled technological support was needed in the form of GST software which were being provided to the officers to keep a check on the conduct of the taxpayers. This was a great challenge for me and my team members, to get used to new tax regime. Firstly, a clear policy was formulated by me for my team members on how to make the public and trade aware of this new tax. We conducted seminars and public interviews at many places in our jurisdiction and tried to remove the doubts about GST from their minds. The another task was to get ourselves acquainted with the new software that was installed in our systems, which could enable us to check the periodical returns of the taxpayers and whether is he paying the taxes timely or not. This was a pretty complex system as all of us were used to earlier simple software system. I was given the responsibility for imparting the training of this software to my team members. I was selected by our department as one of the source trainer. I prepared a schedule of training to be given to the staff and the same was imparted effectively within a week. We were facing a very heavy challenge of implementing the new tax regime of GST with removing the difficulties faced by the trade and public and getting acquainted with the new software system when most of my team members were not having the technological knowledge. But due to my effective leadership and active support of my team members, we were able to successfully implement the GST in our jurisdiction. In such situations, one need to keep his mind calm and cool and look for effective alternatives and strategies to carry out the given task with active support from the team members. Also, one needs to have a faith in his team members and if needed proper guidance and training should be given to them for not getting panicked in such challenging situations. The same tendency was shown by me during this situations at my own workplace. As per the above discussion, I would like to place myself in the first quadrant of High support-High challenge quadrant of Support-Challenge Matrix. The reasons being the highly challenging situation faced by me to implement GST, which was completely new to us, and received active participation and support from my team members for the said task.

In future also, if any such situation arises, I should be able to handle such situations effectively and should show enough trust on my colleagues and team members to perform in such situations. I should have self-belief and should be self-aware of all my potentials and what I am capable to do.