[acb-hsp] Impact of change

[J.Rayl]

Thought I would share.  It will, eventually, be formatted on my website or I can send it to you via attachment.



IMPACT OF CHANGE

Jessie L. Rayl

Argosy University



 

IMPACT OF CHANGE

Views of Change 

            Change represents various things to each individual person.  It may be viewed by some as a time of opportunity and growth for an organization.  Still for others, change may represent danger or threat -to them personally or to the organization itself.

            Every change we encounter in life can be viewed this way - either to represent danger or opportunity (E7033, Argosy University Online lecture).  Change itself is not the issue.  The changes may be positive or negative.

            Change itself is not the problem.  It is the way in which leaders of the organization present the change, and support members through that change may be the problem.  The members' views of change may be the problem.  "It is the reaction to change that causes problems" (E7033 Online Lecture).  .

A belief system is defined as "strongly held opinions that determines our perceptions of various aspects of life" (E7033 Online lecture).  People have various backgrounds and experiences which set their belief system about the present conditions and change in an organization.

Effects of Change

The effect of change may be positive or negative.  When positive change occurs, it should be intended to create growth and opportunity for the organization.  It should be based on positive factors and the overall question of, will this change promote growth and opportunity for the organization?

If a change is based on negative views or ideas (e.g., power for the individual or leader) and that change cannot be determined to present growth and opportunity for the organization, it will likely continue to have a negative impact on the organization.

"People have varying perspectives on the same process because of their position in the organization and their belief systems" (E7033 Online Lecture).  Those perspectives are important in determining their understanding of the change process and their expectations of the outcome as a result of that change. 

Getting Through the Change

Leaders who understand the change process and the impact it has on them, and the members of the organization, will have a better opportunity to make smooth transitions through the changes they wish to accomplish.  In an organization, the perspective change is often determined by the leaders and/or members overall reaction to the change.  Because of that, it is essential for leaders to make changes with careful consideration:

How will this change impact the organization?

Does it create opportunity and growth for the organization?

What is the impact of the change on all who are affected?

Leaders need to identify who will be affected in the change, and understand that "change is a team process" (E7033, online lecture).

"Change facilitators lead and support change within the organization" (E7033, online lecture).  .  The key elements to this are:

Understanding and communicating the change

Planning the change

Implementing and monitoring change

Evaluating the change

(E7033, online lecture).

At every step, the change facilitators plays various roles in assisting the change process.  The facilitators must realize that each change is viewed by each person as either positive or negative.  

Leaders also need to recognize the stakeholders who will be affected by that change.  Who are the stakeholders?  In an organization, the people who are affected by that change, either positively or negatively, are the stakeholders.  This may include the leaders, members of the organization, and the community at large.  

There are various levels of change.  The personal level is an essential part to understand.  The change creates feelings for each individual including fear, anxiety, excitement, enthusiasm, dread, hope, despair and loss, inadequacy and powerlessness, and power.  Leaders understand this process and must be certain to have open dialogue with all members, create fresh opportunities for them and psychological support.

At the structural level, change may create a destabilization in relationships and roles which may lead to chaos and dysfunction for the organization.  Leaders or management of the organization need to focus on realigning and renegotiating policies.  

At the political level, change causes conflict among the groups, often creating new winners and losers of the election.  An organization needs to create an arena in which issues can be negotiated.  It is essential to support the leaders who were not re-elected or appointed.  They should be provided emotional support and opportunities for continued growth and support of the organization.

At the emotional level, "change creates loss of meaning and purpose" (E7033, online lecture.)  There is actual grief for the old ways and grief requires healing.  

"People can move positively toward new ways only when they are able to detach themselves completely from old ways" (E7033, online lecture.)

"The task of the leader is to get his people from where they are to where they have not been" (Henry Kissenger; E7033 Online lecture).  Leaders who understand the reason for change, the elements of change and the impact of change are more likely to make this happen -in a positive way.



 

REFERENCES

E7033, Online Lecture, (2011): Argosy University, www.mycampus.argosy.edu

Jessie Rayl
thedogmom63 at frontier.com
www.facebook.com/Eaglewings10
www.pathtogrowth.org
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