One Discussion Post: 200 Words On Intentional Change
One Discussion Post 200 Wordsintentional Changedig Deep On This One
One discussion post - 200 words. Intentional Change Dig deep on this one! This is my favorite of the readings for Week 5. It always takes me down memory lane (a fairly recent trip) in terms of my role in operations and how I've had to change to adapt to the new environment (especially as it relates to not tolerating poor behavior). So, talk about how you've changed in the workplace, or talk about someone you know who has had to adapt to become a more effective leader. What was the prompt? Did they realize they needed to make a change or did someone make them aware of this?
Paper For Above instruction
In the dynamic landscape of modern workplaces, the capacity for intentional change is vital for personal and organizational growth. Reflecting on my own journey, I have experienced significant transformations in how I approach leadership and interpersonal dynamics, especially regarding standards of behavior. Previously, I was more tolerant of mediocrity or poor conduct, believing that flexibility fostered a collaborative environment. However, as organizational demands increased and workplace culture shifted, I recognized the need for a more assertive stance. This realization was largely driven by feedback from colleagues and supervisors who emphasized the importance of accountability and professionalism.
This self-awareness prompted me to adopt a more intentional change in my leadership style. I learned to set clearer boundaries, communicate expectations more explicitly, and address misconduct promptly. This shift was not sudden but a gradual process of reflection, education, and practice. I actively sought resources on effective leadership, emotional intelligence, and change management to support this transition. As a result, I became more committed to creating a positive, high-performing environment that discourages poor behavior and motivates individuals to excel.
This transformation underscores that recognizing the need for change often comes from external feedback and self-assessment. It highlights the importance of being open to continuous learning and adaptation in leadership roles, ensuring that one’s behavior evolves to meet the organization's needs and foster a healthy workplace culture.
References
Goleman, D. (2013). Emotional Intelligence: Why It Can Matter More Than IQ. Bantam Books.
Kotter, J. P. (2012). Leading Change. Harvard Business Review Press.
Laloux, F. (2014). Reinventing Organizations: A Guide to Creating Organization Inspired by the Next Stage of Human Consciousness. Nelson Parker.
Schein, E. H. (2010). Organizational Culture and Leadership (4th ed.). Jossey-Bass.
Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
Cameron, K., & Quinn, R. (2011). Diagnosing and Changing Organizational Culture. Jossey-Bass.
Heifetz, R., Grashow, A., & Linsky, M. (2009). The Practice of Adaptive Leadership: Tools and Tactics for Changing Your Organization and the World. Harvard Business Review Press.
Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations (6th ed.). Jossey-Bass.
Stone, D., Patton, B., & Heen, S. (2010). Difficult Conversations: How to Discuss What Matters Most. Penguin Books.