Milestone 3

Step 4 is to communicate the Vision. When everyone in the company understands and believes in what the company stands for, it creates a sense of unity and will reduce resistance to change. Communication is the key. Training will be implemented, but if there are any additional

Communication break downs are an important component to change and how they are handled. While the implementing phase is taking place managers need to have a open line of communication and address any questions that may come up, and address any conflicts that arise right away. In each area that a manager overseas should know their responsibilities, coaching and paying full attention to employee’s and provide positive feedback are key components to a manager’s role within an organization. A solution to staff resistance is providing employees with confidence regarding positive change as well as a positive organization plan.

Leaders change systems, structures and policies that have not yet been confronted. They hire, promote and develop employees who can implement the vision for change. In addition, they revitalise the process with a new round of projects or change agents.(Cengage Learning AUS, 2015)

Communication breakdowns within an organization may contribute to resistance in changing organizations. Managers must be prepared to talk candidly about the needs for change, otherwise fear and uncertainty will remain a prevailing element that can damage morale and prevent successful implementation of the desired changes at all levels of the organization. Employees need comprehensive information about the nature, processes, and consequences of organizational change.

During 6-9 months there will be some big physical development in babies, they will be able to move about more taking more active part around the family. They will start to put everything in their mouth whether they see it on the floor or if someone has given them an object because the lips and tongue are sensitive objects this helps them with the textures of the object. They will start trying different food which some they may swallow but some they may not because they may not like the taste or the texture of it.

Not only were the leaders impressed by the employees insights, they took action to address all of the problems. As a result, participation increased, communication improved, relationship between employees and management improved, and access to training and development opportunities were wide-spread. But most importantly, once the original change initiatives were introduced, employees embraced the initiatives, offered insights on how to improve their outcomes, and ensured their success.

Change and how to implement the changes are main topics in meetings. The leadership team at MHSW believe that “involving the staff members

10). Therefore, in order to have successful change, it is vital for managers to maintain control and communicate with all of the change agents during the change process. Finally, the change that Hightower and Welch showcased this unique capability to have a leader that possessed the vision and those leaders having the correct personnel to oversee the implementation of the

You also must form a powerful coalition and create a vision for change. This begins with strong leadership and effective communication skills in order to communicate your vision. Another step in the process is to remove obstacle or barriers that may block or prevent change from happening. You must also motivate the team along the way by creating short term goals, building on change and anchoring the changes in corporate culture. Kotter put an emphasis on step one which is creating urgency for change. You must be convincing and open when presenting this change to your team to gain their support. It is important to give scenarios, show the benefits of making this change and the drawbacks of not making the change.

* In forth step, I communicate change vision and plan of attain it with team members by assistance of guiding association.

I will also make sure that all the ideas of the change are well communicated and that a common understanding is reached before applying the change. This is what creates the energy that empowers the team members to make a change and embrace the change as it is implemented.

Communication is the foundation of any good relationship whether it is professional or intimate. Having excellent communications skills within in the workplace are about being able to express information to people clearly and concisely. It also enables the communicator to adapt to new and contrasting situations, reading the behaviour of the audience, the ability to compromise to reach agreement and also the ability to resolve conflict. Good communication is the capacity to be empathetic and understanding how others will interpret your words and behaviour (Kermode, 2017). Communication is critical, and the reason behind this is because the work environment is always changing. Because of these changes, employers or managerial roles need to be able to communicate this to their employees and suggests resolutions. However changes can come with implications for both parties. Sometimes the necessary changes can be met with resistance from employees for a number of reasons and thus make it harder to reach organisational goals. In order for human resource practitioners to alter and introduce new changes or business goals, practitioners must be able to communicate and instil in employees that communication is a two way street. If practitioners opt for holistic approaches, “engages and seeks to understand, rather than to simply overcome resistance” practitioners will find that often tasks, changes

Due to these findings, it is essential for this organization to implements new practices so that we can remain competitive, and grow. Accordingly, the transformational model of Kouzes and Posner (2012) provides leaders with practical guidance on how to lead, as well as practical steps to address challenges leaders are faced with. That being said, it is important for leaders to identify, and focus, on issues that exist in the organization, and align the vision of the organization with employees to easily transition into new practices (Goleman, Boyatzis, and McKee, 2002).

An effectively communicated vision is a valuable management tool for enlisting the commitment of company personnel to actions that get the company moving in the intended direction.

The second factor responsible for resistance is the costs inherent to the change. The validity of this point is hinged on the view that employees have personal interests that they always seek to protect. As far as this factor is concerned, the ability of the workers to support change is dependent on the impact it will have on the employee interests. The changes that subvert the interests of the employees would be resisted, while the kinds that complement them would be warmly welcome. According to Fabia McLean Bourda (2016), it is always important for the decision-makers to strive and strike a balance between the interests of the employees and those of the organizations. This step can be actually achieved by engaging employees in the decisions regarding the needed change, yet is an effective way of understanding the employee concerns.