18 Jun WHAT IS A “CHANGE AGENT”?
SOC AUG16 DF2.5
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How can change leaders help people deal with the complexity and ambiguity that occur in responding to rapid changes in the external environment? Comment on other student’s postings.
Phei Lok8 Aug, 2016 – 20:07:08
The first step for change leaders is to recognize the type of people they are interacting with, with respect to their personalities, previous experience with change, background knowledge and situation as some of the factors mentioned by Cawsey et. al (2016). For example, a person who has a background in marketing and works in this role may already have a good understanding of the external environment and how his/her work is impacted by that. More importantly, how changes in his/her work practices will help respond to the changes in the external environment. For people in roles were there is less external focus (e.g manufacturing), change leaders need to bring information, presented in a way which is easily understood by the audience.
Communication methods will help people deal with the complexity side. As for the ambiguity, again, people have different tolerances to ambiguity and some of this can originate from their cultural background, described by Hofstede’s Cultural Dimensions (Hill, 2015) as Uncertainty Avoidance/Tolerance dimension. The change leader can use this as a guide to help with tailoring how much reassurance a person may need by way of emotional support and information. Ultimately, offering genuine support by listening to people’s specific concerns and providing honest answers and showing understanding as described by Cawsey et. al. (2016) can go a long way.
Cawsey, T.F., Deszca, G. & Ingols, C. 2016, Organizational Change: An Actioned-Oriented Toolkit, SAGE Publications, USA.
Hill, C.W.L. 2015, ‘International Business: Competing in the Global Marketplace’, 10th Ed., New York, NY: McGraw-Hill/Irwin.
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