Understanding and Coping with Change
January 26, 2015
Understanding and Coping with Change
In all parts of our lives, change has taken place. At home or work, change is going to happen, and some of us will gladly accept the change. Furthermost, some individuals have no open-mindedness for change since individuals follow mechanical daily routines and become comfortable. In life, individuals grow in sporadic periods and changes occur. Primarily, growing appears to develop gradually. “It is hard to make significant changes in any human group without changing an individual’s behavior and the underlying meaning that gives rise to their behavior” (Kegan, 2001).
Modifications in our lives remain unavoidable at home and work. Change is also an important part of the transformation between employers, employees, and organizational management. Most likely when an individual resist change it is because that person feels a lack of control, and they have no coping skills. “According to John Kotter’s management theory, employees who are prone to resistance share common motives that include: (a) self-interest, (b) a lack of understanding about the nature of the change, (c) a lack of trust in management, (d) differing assessments of the need for change, and (e) a low tolerance for change” (Baack, 2012).
Change involves a few steps including an end (the way things were), a period of distress and confusion (why the change is happening), and a new beginning. Individuals need to use the 8-step plan by Kotter.
1.”Create a sense of urgency”
2. “Form a power coalition to lead the change”
3. “Create a new vision with supporting strategies”
4. “Communicate the vision to all involved”
5. “Empower others to act on the vision which includes the encouragement of risk taking and creativity”
6. “Plan for and reward short-term victories that move toward the new vision”
7. “Consolidate improvements, reassess the changes and...