In this Discussion, you will explore the importance of gaining employee buy-in and creating a compelling vision to successfully manage organizational change.
In this Discussion, you will explore the importance of gaining employee buy-in and creating a compelling vision to successfully manage organizational change.
Assignment Details: Question 1 In Week 5, you examined the myriad reasons employees resist change, which can include fear of the unknown, perceived lack of control or support, and poor communication on behalf of leaders about why the change is necessary. In this Discussion, you will explore a related topic: lack of employee buy-in for change. Employee resistance to change often leads to lack of buy-in for the change, particularly if employees strongly believe in the status quo or fail to see the benefits of the change to themselves and others. Lack of buy-in to the change may ultimately stall or sabotage the change if employees decide not to take action to support and implement it. Therefore, addressing a lack of buy-in to change goes beyond calming employee fears to actively “selling” the change. One of the best ways to “sell” a change is to create a compelling vision.
In this Discussion, you will explore the importance of gaining employee buy-in and creating a compelling vision to successfully manage organizational change.
To Prepare:
Review the resources on change management models. Consider the role of leaders in each stage of the change process.
Read the article “Defining “Buy-In: Introducing the Buy-In Continuum.” Focus on the descriptions of each stage in the buy-in continuum and leadership strategies for helping employees move to higher stages in the continuum.
Read Chapter 4 in the Gordon text and the article “Visioning: The Method and Process.” Consider how to develop compelling vision statements for organizational change and the characteristics of well-written vision statements.
Review the article “Positive Leadership in Action: Applications of POS by Jim Mallozzi, CEO, Prudential Real Estate and Relocation.” Consider positive leadership practices for successfully managing change.
Identify an organizational change you experienced in your current or former workplace that was unsuccessful. Reflect on the employee attitudes and behaviors that led you to believe they did not buy in to the change. Create a 3- to 4-sentence vision statement that you think would have motivated the employees to buy in to the change.
Question 2Diversity is a much broader term than it used to be. At one point in time, diversity referred to employees of differing genders, races, ethnicities, and cultures. Now, diversity refers to employees of differing ages, sexual orientations, physical abilities, geographic locations, religious beliefs, social economic statuses, and so on. It is no longer enough for leaders to simply promote tolerance; rather, leaders must continuously work to foster a culture of inclusivity. Doing so benefits all employees and creates an environment where differences can be leveraged to improve the competitive advantage of the organization.
In this Discussion, you will discuss the benefits of a diverse workforce and necessary competencies for leading a diverse workforce.
To Prepare:
Read the article “Diversity as an Aspect of Effective Leadership: Integrating and Moving Forward.” Pay particular attention to effective leadership attributes, behaviors, and styles for leading a diverse workforce.
Read the article “Latino Millennials—The New Diverse Workforce: Challenges and Opportunities.” Reflect on the predicted growth of the Latino Millennial workforce, the discrimination and adversity Latino Millennials currently encounter in the workplace, and specific leadership strategies to embrace and engage Latino Millennials.
Read the article “The Business Impact of LGBT-Supportive Workplace Policies.” Consider how LGBTQ-supportive workplace policies benefit organizations, and think about how leaders can cultivate LGBTQ inclusivity.
Read Chapter 18 in the Sage Handbook. Consider age-related stereotypes and empirically supported differences between different age groups in terms of work-related capabilities, work motivation, work performance, and occupational well-being. In addition, identify leadership strategies for motivating and retaining employees from different age groups.
Identify two benefits of a diverse workforce and two leadership competencies for engaging diverse groups of employees, creating a culture of inclusivity, and leveraging the strengths of a diverse workforce. Then, consider specific strategies you would use to help develop a leader in those areas.
Describe two benefits of a diverse workforce. Then, provide an argument for two leadership competencies you believe are essential to engage diverse groups of employees, create a culture of inclusivity, and/or leverage the strengths of a diverse workforce. Finally, describe specific strategies you would use to develop a leader in these areas, and explain why each would be effective. Be specific.
Preferred Format: APA
Number of Sources: 2
Number of Pages: 1
PowerPoint slides:
Preferred Spacing: Double spaced
Your Topic: discussion Question minimum 150 word count
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