The main agenda to write this critique is to give the reflection review of the change management. This report explains the self evaluation of my experience by attending the sessions of change management. I found out that change management is a very important subject that helps us to understand the need of change in an organisation and how it can be successfully achieved. It helps us in getting new experiences of our lives and provides us with the complete knowledge to experience the good or bad changes in our personal lives as well. It also provides the techniques, skills and principal in order to manage the change in a positive way. SELF-EVALUATION:
The study of this subject is very helpful for me in every aspect. As it helps me to understand the principles of change, methods to be used while implementing change, challenges faced in order to implement the change and how the main organisational change could be implementing in an organisation effectively and efficiently. Even the study of change management is useful in my personal life as well. The self-awareness and self-management are those tools that help me to adopt any change in my personal life easily. Hence, it helps in developing my self-analysis abilities in order to establish and implement plans in my personal as well as professional life, in the period of change. As I got the chance to work with multicultural members in the group, it helps me in enhancing my abilities and even with the distribution of work among the group members, everyone enjoyed the work and even the workload also get reduced. KEY COMPETENCIES OF THE CHANGE PRACTITIONER/AGENT AND COMPARISON WITH MY COMPETENCIES: A change agent or practitioner is that person who helps the organisation internally as well as externally in order to implement change while focusing on effectiveness, development and improvement of the organisation. The main focus of the change agent is on the change in the technology and organisational structure and in order to implement the change effectively, they focus on the human resource of the organisation and their reactions as well. (Kanter, 1999) A change practitioner needs to have these competencies in order to be the best in his field:
Trustworthiness: Being a change agent, the first and foremost thing that is important for an agent is to earn the trust and respect from the organisation’s members. It is a fact that when the agent will achieve the respect and trust of the members then only they will be seriously looking for his advice and may implement in their decision as well.
Advanced communication skills: After the planning of the change, the most important task is to implement the change. For implementing a change, the change and need for the change has to be communicated with the employees. Hence, a change agent has to be a person with good and advanced communication skills, as lack of communication may cause rumour in the company and may lead to the failure of the change process.
Emotional Intelligence: A person can only manage others if he is having the ability to manage himself. If a person is self-aware and self-regulated, then only he can be a good change leader. Emotional intelligence is very important while helping others in implementing change. (Goleman, 2011).
Knowledge of theories, concepts and methods: In order to be a good change agent, one must have the complete knowledge of the change theories, its concepts and the various methods that could be used in implementing the change in the best possible manner. If a change agent is not well aware with the theories of the change or methods of implementing change, than he is not be able to provide the organisation with the best output and may result in the wastage of time as well as money of the organisation. (Linda Miller, 2011) When I compare all these key competencies of the change agent with my competencies, I found out that I am a person who is trustworthy as my fellow friends and...
References: Goleman, D. (2011, september 15). Daniel Goleman on leadership and the power of emotional intelligence. Retrieved from www. forbes.com: http://www.forbes.com
Kanter, R. M. (1999). The Enduring Skills of Chnage Leaders.
Linda Miller, C. c. (2011). Professionalization, Leadership and Management in the Early Years. London: Sage Publications.
Rhodeback, W. a. (1992). Ethical dilemmas in organisational development: a cross-cultural analysis. Journal of business ethics,11 , 663-70.
Waddell, D. M. (2000). Organisation Development & Change. Melbourne: Thomson Learning Australia.
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