How Do You Manage Change? Two Principles Form The Basis

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Reflect on how you generally react to change. Common reactions may include, "Oh no!," "Yea, here we go again!," "Oh, well, whatever," "No, and no, and no again," or "Change? What change?" To complete this assignment, you need to complete a free online assessment. Click or cut and paste to access the online assessment to take a 30 question survey: Respond to the following :

• Describe your general reaction when dealing with change. How do you respond to others' needs? Do you focus on the task at hand, expect others to embrace the change as inevitable, reassure others that they will be able to adjust to change, show indifference to the change process, or examine reasons for others' reluctance and try to counteract those forces?
• Identify your strengths in how you react to change.
• Identify and explain areas for growth in how you react to change. These are areas that you might want to focus on in this course. Be sure to include specific behavioral changes. What do you think will be the most difficult areas to address, and how will you manage it?

Write a 4-page reflective essay in APA format.

Paper For Above instruction

Change is an inevitable aspect of both personal and organizational life, and understanding how one reacts to change is vital for effective leadership and consultancy. My typical response to change has evolved over time, but I generally approach it with a mixture of apprehension and curiosity. Initially, I tend to be cautious and deliberate, often feeling uneasy about the uncertainties that change brings. However, I recognize that this reaction stems from a natural instinct to maintain stability and avoid potential disruptions. As I reflect on how I respond to others' needs during change, I realize that I prioritize clear communication and empathy. I try to reassure colleagues or team members that change can be an opportunity for growth and that their concerns are valid. I focus on facilitating understanding and cohesion, which helps in alleviating resistance and fostering a more positive outlook toward change.

In terms of strengths, I have developed resilience and adaptability, allowing me to navigate change with a degree of flexibility. I am capable of reflecting on the benefits and challenges of change, which helps me manage my own reactions and support others effectively. My ability to listen actively and show empathy enables me to address concerns constructively and promote a collaborative approach to change management. Additionally, I tend to focus on the task at hand, which helps in maintaining productivity and motivation during transitional periods. My proactive attitude towards seeking solutions and embracing learning opportunities further strengthens my response to organizational change.

Despite these strengths, there are areas where I recognize the need for growth. One such area is managing my initial emotional reactions, particularly feelings of anxiety or resistance that may surface when faced with significant change. I have noticed that I sometimes delay taking proactive steps because of uncertainty, which can hinder progress. To address this, I plan to develop a more structured approach to managing my emotional responses—such as incorporating mindfulness practices and mindfulness-based stress reduction techniques—to improve my emotional resilience. Another area for growth is enhancing my ability to influence others who are reluctant to embrace change. I need to improve my persuasion skills and learn how to better articulate the benefits of change to overcome skepticism and resistance.

Behavioral changes I intend to implement include seeking feedback more regularly, practicing active listening, and cultivating patience when dealing with resistant individuals. I also aim to develop a toolkit of communication strategies, such as storytelling, to make the benefits of change more relatable and compelling. One of the most challenging areas to address will likely be overcoming my own resistance to significant change, especially when it threatens my established routines or beliefs. To manage this, I will focus on redefining my mindset to view change as an opportunity rather than a threat, and I will leverage my support network—including mentors and colleagues—to stay motivated and optimistic.

Furthermore, as I continue to grow as a change leader or consultant, I acknowledge that developing emotional intelligence and adaptability are critical. These skills will help me not only in managing my reactions but also in guiding others through transition effectively. Continuous learning, self-awareness, and reflection will remain integral parts of my approach, ensuring that I remain open to evolving strategies and perspectives related to change management.

References

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• Appelbaum, S. H., Habashy, S., Malo, J., & Shafiq, H. (2012). Back to the future: Revisiting Kotter's 8-step change model. Journal of Management Development, 31(8), 764-782.
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