From the text Leading Change by Kotter, The Eight Stage Process of initiating change transformation, the concept I found most compelling was establishing a sense of urgency. Change may be an exceedingly fearful phenomenon; people always find comfort in the status quo. Individuals would prefer staying in the known rather than venturing into the unknown, in this case, referring to change. Reluctance and resistance are expected reactions if the employees are not well prepared and ready for change (Carman, Vanderpool, Stradtman & Edmiston, 2019). Leaders must educate their juniors and other employees on the need for a particular transformation. To institute change, we require a strong management team to push for it, and the most vital thing the leader should deem change as necessary; thus, leadership commitment reinforce the change urgency.
Another critical thing to enlighten the employees is to inform them that change is not achievable achieved in a single day ( Baloh, Zhu & Ward, 2018). Once l had an encounter on how introducing change in the organization was extremely difficult. As an information officer of the white house clinics, I believed the organization needed change. I was very optimistic that incorporating GIS technology would help the organization explore, monitor, and close the existing gaps in healthcare in rural areas. The projected transformation would significantly leverage the organization. The GIS technology applies spatially referenced data, enabling the healthcare researchers to focus on rural regions to pragmatically scrutinize various causative factors and conceptualize how they affect this populations' well-being.
Delegate your assignment to our experts and they will do the rest.
As a leader, I was obligated to prepare the employees' mindset. Simultaneously, I was keen to observe all forces working against the urgency and cause complacency amongst the employees. However, since my institution is a high performing organization, I had a good foundation for establishing change. In integrating new ideas or innovation, it can be overwhelming and a cause of panic ( Kotter, 2012) . Hence, as a leader, I must exhibit a sense of composure and exercised control over every step of the change process, making decisions, and immediately acting on them. As a leader, it will be crucial for me to evangelize why incorporating the change into the organization require urgency. Also, bringing employees on board would need motivation and guidance ( Jones, Firth, Hannibal & Ogunseyin, 2019). Collaboration to actualized transformation is indispensable from various healthcare personnel including, physicians, nurses, clinic administrators, healthcare coordinators in charge of patient's health records, and medical assistants who directly provide healthcare services. Another vital consideration to propagate change would be clarifying the consequences of inaction.
Biblical Integration
Change is not something alien in the bible; however, as God is the same from the beginning of time, He initiates and causes change. By this, it can encourage employees to see transformation as a positive thing. In Isaiah 43:18-19, we are told that "d o not remember the past events; pay no attention to things of old. Look, I am about to do something new; even now, it is coming. Do you not see it? Indeed, I will make a way in the wilderness, rivers in the desert . As a change agent, this verse would be to encourage my employees the need to embrace new ideas and innovation, abandoning the status quo and comfort zones. Besides, we have time for everything as there is even time for a change; there is a time for everything and a season for every activity under the heavens: (Ecclesiastes 3:1, New International Version). A prudent leader will lead their followers in the right direction, so if there is somewhere that necessitate change, it would be my responsibility to lead the way. The scripture also advocates for the transformation of people, which can be done through change (Bayoh, 2020). During the initial steps of change as a leader, I would want to guarantee that it comes to better employees' lives individually and professionally.
References
Baloh, J., Zhu, X., & Ward, M. M. (2018). Implementing team huddles in small rural hospitals: How does the Kotter model of change apply? Journal of nursing management, 26(5), 571-578.
Bayoh, A. V. (2020). Christian Leaders as Managers: Facilitating Extraordinary Outcomes Through Stewardship. In Modern Metaphors of Christian Leadership (pp. 79-94). Palgrave Macmillan, Cham.
Carman, A. L., Vanderpool, R. C., Stradtman, L. R., & Edmiston, E. A. (2019). Peer-Reviewed: A Change-Management Approach to Closing Care Gaps in a Federally Qualified Health Center: A Rural Kentucky Case Study. Preventing Chronic Disease, 16.
Jones, J., Firth, J., Hannibal, C., & Ogunseyin, M. (2019). Factors contributing to organizational change success or failure: a qualitative meta-analysis of 200 reflective case studies. In Evidence-Based Initiatives for Organizational Change and Development (pp. 155-178). IGI Global.
Kotter, J. P. (2012). Leading change. Boston: Harvard Business Review Press. ISBN:
9781422186435.
