Submitted by: Submitted by ClaytonSmith42
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Category: Business and Industry
Date Submitted: 12/10/2011 10:20 AM
Managing Change
By Clayton Smith
Communication, I believe it is the most important principle in managing change. Communication is the imparting or exchange of information, ideas, or feelings ( Collins, 2009).
I heard it said once that you have to have a transmitter and a receiver to have communication or in other words, you have to have one speaking and one listening. In order for someone to truly listen, he or she needs to understand what is being communicated. This will defray people’s fear of change.
Managing change means managing people's fear. Change is natural and good, but people's reaction to change is unpredictable and irrational. It can be managed if done right (Reh, 2011). This, I would say, is another important principle to managing change. People fear change when it "happens" to them (Lynco, 2011). To defray this, you need to have communication as I stated in the last paragraph, but that communication has to be in the form of my third choice for important principle, truth.
Truth is an important principle, because without communicating truthfully, a manager will not defray the fears of the people and promote a smooth change transition. This will cause animosity amongst the people, which will create a lack of respect for and trust in the manager, causing discord and possibly chaos with the new change.
My first response to a fellow classmate was in thought processes, trust, a clearly defined vision, and discipline and commitment. My second response to a fellow classmate was in thought processes, people’s fears with change and truth. These topics, though different than mine in some topics, do complement my topics. Without truthful communications, you can’t defray the people’s fears with change and this in turn will work against a change in thought processes necessary to promote a smooth change transition.
REFERENCES
Collins. 2009. Communication. Retrieved from http://dictionary.reference.com/
Reh, F. 2011. Managing change:...