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DISCUSSION.EVALUATING AND SUSTAINING CHANGE Read a selection of your colleagues’ responses and respond to two of your colleagues by expanding upon your

DISCUSSION.EVALUATING AND SUSTAINING CHANGE

Read a selection of your colleagues’ responses and respond to two of your colleagues by expanding upon your colleague’s post or offering an alternative perspective on the influence of leadership in evaluating, maintaining, and sustaining change in an organization.

PEER #1

Laura Assanga Eyong

Introduction

Transition leadership and management are two of the key components that influence whether an organizational transition is successful. Any project meant to bring about change inside an organization needs to be supported and carried out within their sphere of influence by effective leadership and management that have an impact on the individuals undergoing the change (Sfantou et al., 2017).As a result, leadership plays a number of roles in assessing, preserving, and advancing change. The purpose of this debate is to compare leadership approaches to the procedures for evaluating and maintaining change in a healthcare organization, as well as the differences between change management and change leadership. The topic of discussion covers the role that leadership plays in assessing, preserving, and promoting change as well as the necessity of monitoring change inside an organization.

Change Management and Change Leadership

The process that assists teams and entire organizations in implementing change into their daily operations is known as change management. The team can navigate toward the procedures and activities involved in change projects through change management. In addition, change management offers the frameworks and instruments required to maintain control over procedures and actions. transition management reduces potential distractions during the transition process in this way. In terms of change leadership, this refers to the motivating factors required to support the change via procedures for persuading individuals to accept and support the change as well as a common vision (Kotter, 2012).

Leadership Approach in Sustaining Change

Effective leadership techniques are required to sustain change, facilitate organizational transitions, and help staff members comprehend and accept changes to the work environment. Thus, good communication is the first leadership strategy for maintaining change. That is, in order to inform, update, and encourage individuals, good communication is required. Participatory leadership is the second leadership strategy, which focuses on maintaining change. In this case, encouraging people to participate in the process is the main goal (Kotter, n.d.). Additionally, there is the method of holding the change process accountable. That is to say, the leadership must take responsibility for the change, honor commitments, and ensure that others follow suit.

Leadership Function in Evaluating and Sustaining Change

According to Seljemo, Viksveen, and Ree (2020), leadership is the primary force behind change, and as such, it is essential to the assessment, upkeep, and sustainability of change. To begin with, leadership is required to decide whether or not change is necessary. To start the transition, the leadership must provide resources, both financial and human. Leadership serves as a role model for the followers during the shift by leading the charge to support the change. In order to maintain change and reduce fear, leadership must communicate the change (Kotter, n.d.). Leadership’s role in maintaining change is to address employee resistance to change by paying attention to and addressing the employee’s concerns.

Leadership Influence on Aims

Different leadership philosophies exist for handling change. That being said, the transformational leadership method is the main topic of this section. First, in order to support, maintain, and sustain change, transformational leadership techniques are essential. These include inspiring staff members to embrace the change and giving the resources and tools that are known to help achieve the goals of change (Sfantou et al., 2017).

By communicating the change’s vision to the workforce and inspiring them to achieve the intended outcome, transformational leadership techniques are required to instill confidence in the workers during the transition (Sfantou et al., 2017).

When to Stop Measuring Change

It is impossible to overstate the significance of evaluating change inside an organization. To start, measuring the change is essential to determining and sharing the process’s success, which will motivate people to embrace the project. It will be impossible to assess the success of the change without measuring it, and if people are unable to assess the change’s success, they might be reluctant to support it. Because everyone in the organization is aware of the benefits and expectations of the change, measuring it also helps to empower people to take action. Additionally, monitoring progress is necessary to understand how well the program is working and pinpoint areas that still require development (Sipes, 2020).

Conclusion

All things considered, change is unavoidable. But without strong leadership and an efficient change management system, change cannot succeed. The provision of the instruments and frameworks required to maintain the change process calls for change management. The assessment, upkeep, and sustainability of the change process depend on successful leadership techniques including accountability, participative leadership, and effective communication. Measuring change is also crucial for gaining understanding of the program’s effectiveness and pinpointing areas that still require development (Sipes, 2020).

 

 

References

Khattak, M. N., Zolin, R., & Muhammad, N. (2020). Linking transformational leadership and continuous improvement: The mediating role of trust.Management Research Review,43,8, 931-950.

Kotter, J. (2012). Change management vs change leadership—what’s the difference? [Video].YouTube.

Kotter, J. (n.d.).The 8-step process for leading change.

Seljemo, C., Viksveen, P., & Ree, E. (2020). The role of transformational leadership, job demands and job resources for patient safety culture in Norwegian nursing homes: across-sectional study.Bmc Health Services Research,20,

Sfantou, D., Laliotis, A., Patelarou, A., Sifaki-, P. D., Matalliotakis, M., & Patelarou, E. (2017). Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings:A Systematic Review.Healthcare,5,4, 73.

Sipes, C. (2020).Project management for the advanced practice nurse(2nd ed.). Springer Publishing Company

PEER # 2

Quennie Xserenity

Quennie XSerenity Main Post

Change is, indeed, inevitable; however, not all changes are bad.  To grow, we must change.

Change management describes the processes for how the change can be achieved, while change leadership describes influencing and focusing on the change.  Basically, change leadership is a proactive approach to change management.  It is essential to differentiate between change management, or the tools, processes, and techniques used to help people progress through change, and change leadership, or the style, attributes, values, and behaviors of the person creating the momentum.

According to John Kotter Leadership Vs management (n.d.), managers carry out the strategic plans that leaders develop.  While managers focus on the present and manage change, leaders focus on the future and create change.  Managers focus on the here and now, while leaders look at the long-term big picture.

There are eight steps for leading change (Kotter, n.d.).  First, create a sense of urgency.  Inspire people to act and pursue a vision of the future.  Second, build a guiding coalition.  “A volunteer network needs a coalition of committed people – born of its own ranks – to guide it, coordinate it, and communicate its activities” (Kotter, n.d.).  Third, form a strategic vision.  Clearly differentiate how the present and future will differ from the past.  Fourth, enlist a volunteer army.  This army must be unified in the pursuit of achieving the goal together.  Fifth, enable action by removing barriers.  Clear the way and remove obstacles that slow things down.  Sixth, generate short-term wins.  Small wins should be recognized, collected, and communicated, early and often, to energize volunteers to continue.  Seventh, sustain acceleration by pressing harder after successes.  Finally, institute change by articulating the connections between new behaviors and organizational success, ensuring they continue until they become strong enough to replace old habits.

References:

John Kotter Leadership Vs. management | theory & functions. (n.d.).

Kotter, J. (n.d.). 

The 8-step process for leading changeLinks to an external site.
Links to an external site.

.

Swift, C. (2023, April 12). Change leadership vs change management. Accipio.

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