It’s vital to understand that in all that we do, there’s a dependably a chance that we’ll come up short. Confronting that chance, and grasping it, it likewise gives us a fuller, all the more compensating life. However, they are ways to overcome fear as learned from the book. Many people experience fear of failure because they fear the unknown. Remove that fear by considering all of the potential outcomes of your decision.
A leader needs to adapt to situations and use techniques that are inclusive in order to avoid conflict and aids decision-making. Building relationships, considering others feelings and celebrating their successes with them can maintain strong leadership. By encouraging my team to participate in the decision making process I empower them, which inspires job satisfaction this reduces conflict, poor time keeping and absenteeism. I need to be able to help my staff team understand the need for change and I do this by being clear about my aims and objectives, the actions required and the part they need to play. Sometimes I need to take control especially where health and safety is concerned, these policies and procedures me adhered to at all times.
Cognitive dissonance can be seen in all aspects of our lives. When we feel cognitive dissonance we feel an inner discomfort and when such bad feelings occur we want to feel better. To feel better we look for ways to be consistent again—we try to control the information, which we are exposed too. Instances where one is motivated to resolve any inconsistency occurs when there are negative consequences involved or one has some choice to resolve their own contradictions. Our attitudes and beliefs are always changing as we age or encounter new situations.
An organization may choose to adopt an extended term or brief term strategy. It would be in the organization best interest to devise and generate public value connecting the organization to its environment. At the ends the planners might want to not encourage a formal strategic plan or might seek it to move to the conclusion. This step places additional importance on adopting actions instantly after identification because they are needed. This is a simple step with not much too it.
Lewin’s change model is planned, it has the three definite steps with the process being very defined, and appears relatively easy to remember and use. The analogy of the ice is an added bonus visual to remember the steps. Lewin’s model does set up a clear roadmap for the change, but seems to focus on a top down approach of management ("Lewin 's Change Management," n.d.). Lewin’s model, developed in the pre-civil rights era, is too simple. It was a time devoid of the complex social issues we face in the year 2018.
(Kotter, 2008) Kotters first step is to identify urgency. A known need for an urgent change is more inclined to effectively gain the employees acceptance to change, rather than resist it. (Kotter, 2008) The next step to accurately address the need for such change, and why this change is needed as soon as possible. The organization that is ready to implement this change needs to be impelled to do so action is taken and short term obtainable change goals are created. The goals will help to keep the organization moving forward, and give them a sense of accomplishment when they reach said goals.
Personal Mastery in a subject matter or situation can be described as an individual’s ability to determine what is important and work relentlessly to achieve same. The change generators displayed personal mastery and persisted despite the change in government to ensure that the change was initiated and achieved. Shared Vision Building can be described as the development of a picture and a vision of the future that everyone can agree to and are committed to achieving. This is shown in the case where it was stated that employees did not object to the proposal and that they agreed that the service was poor, felt ashamed of it and accepted the change was necessary. Senge describes a shared vision as follows: “People are not playing according to the rules of the game but feels responsible for the
The affective preparation process and the interpersonal skills I would want to improve. Regarding the affective preparation process I would like to improve my proactive behaviors as well as my critical thinking. For myself I know that I personally need to start early on a project and do a bit at a time in order for me to be successful. This would require me to push myself to be more proactive with starting the preparation process. I also feel that I could improve my critical thinking skills when creating the analysis as well as writing the proposal.
Some people are consumed by minor fears, which most dismiss as irrelevant, but can have a serious impact on those so infected. There seems to be a constant battle between fighting the fear and surrendering to it and accepting the consequence. Fear can have the same gripping hold on us as grief. It seems to take an unusually long time, if ever, to overcome its effect. It extends to our daily decisions and often flies in the face of logic, causing us to make bad choices.