Leadership Studies





Leadership Studies

Question 1

As a leader in an organization, the three things I would do to get people to let go include minimizing of the anxiety, frustration and chaos that come about with change. I would also establish within the workforce, a sense of urgency in terms of the transition and effectively communicate the vision and strategies to all employees.

Question 2

The Neutral Zone refers to the time in-between embrace of new beginnings and letting go of the old systems. Evidence of the neutral zone includes worrying of the future by the affected parties, the feeling of being lost and scared to choose a different path and lastly, the need to try something different within the current setting of impending new beginnings.

Question 3

The actions a leader can take in helping people deal with neutral zone include normalizing of the neutral zone by making them understand that change requires time and commitment from all. The leader can also create temporary systems while strengthening connections of intragroup nature in which the people belong to.

Question 4

In launching a new beginning, the 4 P’s symbolize Purpose, Picture, Plan and Part to Play. The purpose of the new beginning needs to be explained to the people while the picture presents the idea of how the new beginning will be like. The planning of the transition is detailed with the parts each member will be required to play.

Question 5

To help people deal more successfully with new beginnings, leaders can create a vision with the direction to be followed. The leader can then communicate effectively about the vision and thirdly, the leader can plan and create the short-term wins as concerns improvements and visible performances for the new beginning.

Question 6

Three reasons why change efforts fail include poor communication between the facilitators of the change and the affected people, poor planning of the change process and resistance due to fear by the involved people. These reasons are true because if proper communication, proper planning and trust between the parties are established, change can easily be effected in an organization, setting or group.

Question 7

The three elements that tend to drive complacency include low overall performance standards in an organization, too much happy talk from the management and human nature. Human nature refers to the state of denial by the people especially when busy, involved or stressed from external forces.

Question 8

In initiating change in an organization, leaders have to create a sense of urgency. This can be achieved through the following, activation of the need for change to all the stakeholders, accelerating the process of change, cultivating the sense of results production and achievement, assessing of the need of change and its mechanisms and lastly, having quick response to matters brought up with the change to be effected.

Question 9

Three suggestions in putting together a guiding coalition include, the group should have proven leaders who will drive the change process, the group should contain credible individuals with reputation and finally, the group should have expertise in matters of making informed, vital and intelligent decisions.

Question 10

The importance of celebrating short-term wins creates satisfaction and erases doubts within the organization especially to those opposed to the change process. It also helps increase momentum to implement the fully change. Culture has great impact on change initiatives. If people are used to embracing change with effective communication, change initiatives are realized quickly.



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