Sense of Complacency in My Neighborhood Discussion

Sense of Complacency in My Neighborhood Discussion

ESSAY- ID	53563633773
Type	Essay
Writer Level	Masters
Style	APA
Sources/References	4
Perfect Number of Pages to ESSAY-	5-10 Pages

Description/Paper Instructions

 

Sense of Complacency in My Neighborhood Discussion

Discussion 1: Developing a Change Plan – Introducing a Sense of Urgency

As counterintuitive as it may seem, it can be dangerous for a company to be too successful. Oftentimes, along with success, an air of complacency can emerge. By focusing only on the current success, an organization may be at risk of failing to either recognize opportunities for new growth or identify potential challenges resulting from their competitors’ innovations. Likewise, in communities or even in our personal lives, there are similar risks that can lull us into a sense of complacency.

In order for the change process to begin, managers and leaders often need to create momentum—and when no visible crisis exists, it may be necessary to develop strategies to make transformational change appear to be the best option for overcoming organizational inertia.

Consider the following:

Is complacency always negative?

What is the difference between a sense of urgency and a sense of emergency?

How can leaders and managers create a sense of urgency without creating a sense of emergency Day 3
Post a cohesive response based on your analysis of the Learning Resources and your professional experience. Be sure to discuss the following:

Describe an area in your own community or organization (or one with which you are familiar) where you recognize a level of complacency. After reviewing the different sources of complacency on p. 40 of the Leading Change course text, explain which source(s) may be contributing to this complacency and in what ways.

Reflect on the suggested methods for overcoming this complacency by creating a sense of urgency. Identify which of these approaches you would use to address the complacency issues you identified, and explain why you selected them.

Putting yourself in the role of the leader or manager responsible for the area in your community or organization you identified, create a specific plan for how you would implement the approach to create the sense of urgency for the change. (Be creative and ensure that you touch hearts as well as heads.)

Be sure to support your ideas by connecting them to the week’s Learning Resources as well as other credible resources you have read or to what you have observed and experienced.General Guidance: Your original post, due by Day 3, will typically be 3 or 4 paragraphs in length, as a general expectation/estimate. Refer to the Week 2 Discussion 1 Rubric for grading elements and criteria. Your Instructor will use the rubric to assess your work.Read a selection of your peers’ postings.By Day 5
Respond to at least two of your peers’ postings in one or more of the following ways:

Compare your example with what your colleague presented and examine how the sources of complacency are similar or different and why you think that is so.

Offer additional ideas for how your colleague could address the complacency issues he or she identified and offer examples to support your suggestions.

Evaluate the plan your colleague presented and offer insights or suggestions that would further improve creating a sense of urgency.

Examine how your colleague’s input has changed your thinking about creating a sense of urgency.

Discussion 2: Developing a Change Plan – Forming a Guiding Coalition
As a sense of urgency for change is developed within an organization, there needs to be a structure in place to manage the change. In the Kotter model, this need is filled by the establishment of a change management team composed of a variety of individuals with different competencies and roles. The composition of the key players in the change process is important, and while those with solid management skills may be needed, leadership skills are vital. These key players must align together in a coalition based on trust and common goals. A successful coalition is not necessarily composed of top management, but a blend of people within an organization—a selection based on position, skills, integrity, and leadership qualities that will garner the necessary commitment of the entire organization. Key players in the change process can exist at all levels of an organization.To prepare for this Discussion:

Review this week’s Learning Resources, especially:

By Day 5
Post a cohesive response based on your analysis of the Learning Resources and your professional experience. Be sure to discuss the following:

If you were tasked with establishing a network for change, which types of individuals within your organization would you select? Why?

Do these individuals represent all areas in your organization that would be affected by the change?

As the change project evolves, it will be necessary to include key individuals from every level of the organization that is affected. Explain how you have included these managers and leaders in your guiding coalition.

What challenges might a manager or leader face when enlisting individuals from diverse areas within the organization?

What could be the consequences of not identifying key individuals or of not including individuals that represent all areas of the organization? What additional work would that then create in managing change?

Be sure to support your ideas by connecting them to the week’s Learning Resources as well as other credible resources you have read or to what you have observed and experienced.General Guidance: Your original post, due by Day 5, will typically be 3 or 4 paragraphs in length, as a general expectation/estimate. Refer to the Week 2 Discussion 2 Rubric for grading elements and criteria. Your Instructor will use the rubric to assess your work.Read a selection of your peers’ postings.By Day 7
Respond to at least two of your peers’ postings in one or more of the following ways:

In developing a guiding coalition for change, how can your peers ensure that they have identified the crucial individuals to include? What criteria would you recommend they use to select individuals for their guiding coalition? Explain why those criteria are important.

Evaluate the type of individuals your peers have included in their guiding coalition. Are there additional types of individuals they should consider adding? If so, why? If not, what makes their coalition complete?

Analyze the list of challenges your peer discusses. Have they overlooked any key challenges? What do you believe will be their biggest challenge? Do you have any advice for them based on your own personal experience with managing change?

 

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