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In short, implementation is a critical aspect of any change initiative. Leaders should strive to understand why people resist a change (Daft, 2010). They can use communication and training, participation and involvement, and—as a last resort— coercion to overcome resistance. Leaders should recognize that change can have negative as well as positive consequences. One of the most difficult situations leaders may face is downsizing. They can use techniques to help ease the stress and hardship for employees who leave as well as maintain the morale and trust of those who remain.
Discussion Questions: 1 Page with references
Think of a problem situation you would like to change at work, school, or home and describe how you would frame the topic and approach the change using appreciative inquiry.
2. How are Kotter’s eight-stage framework for change and the appreciative inquiry method similar? How are they different? Explain.
Kurt Lewin’s Process of Change
References
Daft, R.L. (2010). The leadership experience. (5th Ed.). Mason, OH: South-Western.
David, F. R. (2013). Strategic management: A competitive advantage. (14th ed.). New
Jersey: Pearson.
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