Change for a specific problem
In an organization chance must be involved, a leader has the tack of chasing chance as the employee embrace chance. But in a well-structured- organization everyone is a leader in one way or another. Therefore, embracing and advocating for chance is everyone’s responsibility. Introducing change in an organization is essential for growth (Jessica & Rebecca, 2016). To achieve better things new experiments need to be encouraged. You do not need to know the final product to start making changes; sometimes the results you get are totally different from what you expected. Therefore during the transition period one ought to expect anything but should always hope for the best.
Change does not just happen, it is a controlled process. A well thought procedure of change is well planned and should conform to the company’s goals (Young Entrepreneur Council, 2016). When championing for change we need not only look at current goals but also we have to tie our experiments to the values and guiding principles of the firm. There are various practical ways to make chance happen in any business which we are going to discuss bellow.
Rearranging the seating position of your workers will push you a notch high in accepting chance. When you interact with new persons you get to exchange ideas. This collaboration will trigger change in the business (Jessica & Rebecca, 2016). The new arrangement should push employees out of their comfort zones by challenging them with tasks which will lead to change. As a leader ask and address the stabling blocks to success among your subjects. The question on the welfare of the workers will inform you whether change is needed or not.
The economy today favours those businesses whose desires is to change the world positively. Such firms will always attract smart and effective minds. With the presence of such like minded persons come along with new ways of dealing with challenges as well as brilliant innovations. Above all we need leaders who initiate and encourage change throughout the business.
A famous organizational expert did a 15 years research and came up with eight-steps leading to change. These steps are known as Kotter’s Eight-Step process. During his research period he noticed that a good number of organization experienced failure. The main reason for the failure was that they neither had consistency when dealing with change nor involving all the stake holders in effecting the desired changes. After developing this procedure he formed a collaboration of expert to enforce this into various organizations.
Kotter’s guidelines development had the aim of eliminating the challenges faced by previous firms during the Organizational Development (OD) efforts. Although the account is not much detailed he tried to simplify the OD process by dividing it phases. His main objecting was to tell the managers that evolution is a slow process which involve distinct staged. Failure to follow the regulations in one phase will hinder effective completion of the OD process.
The Holy Scriptures also advocate for change. We are encouraged that as long as we live in this world, we will be expected to change from one activity to another (Dr. Robert, 2009). As we make our changes we are also encouraged that all our plans were predetermined by God and He is going to lead us till we achieve them. In respect to this we need to trust in God by inviting Him in our lives so that He can lead us through.
Kotter’s Eight-Step Process (Jessica & Rebecca, 2016) is summarized as: establishing a sense of urgency; creating a guiding coalition; developing a vision and strategy; communicating the change vision; empowering employees for broad-based action; generating short-term wins; consolidating gains and producing more change; and anchoring new approaches in the culture. A good mastery of these steps enhances the company’s relevancy in the modern world.
Dr. Robert, A. C. (2009). The King James 2000 Version. Chicago: The Bible League International.
M., & R. G. (2016, February). A Study on Organisational Development. nowledge Sector Initiative, 20-45. Retrieved from https://onthinktanks.org/wp-content/uploads/2016/03/14577361801LKR96.pdf
Young Entrepreneur Council. (2016, April 29). Why Change Is Essential to Your Organization (And How to Embrace It). Retrieved from Innovate, Improve, Excel: https://www.inc.com/young-entrepreneur-council/why-change-is-essential-to-your-organization-and-how-to-embrace-it.html
 Ecclesiastes 3:1 “To everything there is a season, and a time to every purpose under the heaven:”