Change Management And Leadership Assignment

Reflections on The Role of Leadership In Managing Organizational Change 1
REFLECTIONS ON THE ROLE OF LEADERSHIP IN MANAGING ORGANIZATIONAL
CHANGE
By (Student Name)
Professor’s Name
College
Course
Date

Reflections on The Role of Leadership In Managing Organizational Change 2
Table of Contents
My personal Managing Change Philosophy.......................................................................3
2. My Managing Change Philosophy Influences.................................................................4
2.1 Personal Experience.............................................................................................. 5
2.2 Case Study: Organization Y Change Management.....................................................5
2.2 Guest Tutor.......................................................................................................... 7
2.3 MBA Studies......................................................................................................... 8
2.4 Reading and Theories............................................................................................ 9
3. My Future Approach to Organizational Change.............................................................10
4 Conclusion............................................................................................................... 11
5. References.............................................................................................................. 12

Reflections on The Role of Leadership In Managing Organizational Change 3
My personal Managing Change Philosophy
I have come to learn change management with a positively biased perspective
having not been a victim of a huge organizational change and solely experiencing
people who were influenced by changing assuming control of their individual
destinations by accepting willingly voluntary redundancy. I needed to study more
regarding the change management practices and theories with particular emphasis on
leadership role in managing change as I little if not no experience in this field.
Reflecting on the approaches and practices taught and learned in this module
which buttress organizational change and the need for effective collaborative and
shared leadership, my personal change management philosophy hinges on the theory
which acknowledges dominant pictures of managing change- Controlling (interpreter;
director, and navigator); and Shaping (caretaker; coach; alongside nurturer).
Different viewpoints about change management stayed presented during the
course of my change management learning experience that I decided whether to reject
or accept. This remained a significant process in assisting me with my validation of my
individual beliefs and has since impacted my personal change management philosophy.
I recognize, through this paper, my personal experience working at Organization
Y as a key influence on my viewpoint of change management. I have further derived
motivation and inspiration from guest tutors that shared identical perceptions to my
personal philosophy. The case study event has further been a core learning experience
for me that affirmed the significance of leadership in change management process in
producing the positive results for the organization via the encouragement and

Reflections on The Role of Leadership In Managing Organizational Change 4
motivation of change management team and the organization staff as a whole to
embrace change.
From my personal experience as outlined in the “case study” section in this
paper, successful inspiration and motivation of team stood significant in propelling
effective change. Another fundamental influence source was module, “Leadership,
Coaching and Mentoring” where I gathered all-inclusive feedback regarding myself to
coat a Best Self-image of my leadership prospective. Such a replicated best self-image
activity assisted me in the recognition of my ability to lead as well as mentor my change
management team and to get most out of the team.
I prefer “shaping” organizational change to accomplish “intended” results, with a
priority toward “coaching’ picture, stood the utmost efficient image for change
management based on my subjective change management philosophy in the course of
this duration. Such a viewpoint has remained reinforced over this session, however, I
further come to assent that potential for embracing the “director” image exist to
guarantee knowledge of results. I hold a belief that, in doing so, “director” calls for the
balance of “coach” image to guarantee a lasting benefit for each stakeholder
(Cummings and Worley 2014).
2. My Managing Change Philosophy Influences
During my entire course of managing change studies, a number of source of
influence have buttressed my personal philosophy. I use the subsequent sub-sections
to break these sources down: