Management 1: Reflective Journal on Leadership and Change

This reflective journal, submitted by a student for a management course, provides a comprehensive analysis of personal leadership styles, change agent capabilities, and the ethical impacts of change on stakeholders. The journal details the student's self-assessment of their leadership skills, including strengths, weaknesses, and areas for improvement. It explores the role of change agents and their essential skills, such as communication, personal skills, and organizational abilities. The journal further examines the ethical considerations of organizational change, emphasizing the importance of stakeholder perspectives and the impact of change on various groups. Additionally, the student outlines a personal development plan, addressing individual, professional, organizational, and leadership development goals, including strategies for enhancing self-awareness, communication, and decision-making skills. The journal also reflects on team contributions and cultural relationships within a group setting, integrating learning from the module to inform future career endeavors.

Running Head: MANAGEMENT
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Management
Managing Change Reflection
(Student Details: )
9/30/2019

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Contents
Reflective Journal.......................................................................................................................2
Part I: Personal.......................................................................................................................2
WHAT, WHY and HOW: Change Agents........................................................................2
WHAT, WHY and HOW: Ethical impacts of change on stakeholders.............................4
WHAT, WHY and HOW: Personal Development Plan....................................................5
Part II: Team..........................................................................................................................7
WHAT, WHY and HOW: Team members contribution...................................................7
WHAT, WHY and HOW: Reflection on cultural relationships as a group member.........8
Overall Future Action Plan........................................................................................................9

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Reflective Journal
This reflective journal is based on providing a personal reflective evaluation while
covering several learning aspects of the module. In this journal, I will describe my own
leading as well as managing capabilities along with a resulting personal development plan.
With the help of this journal, I am going to demonstrate effective communication as well as
teamwork skills suitable to various cultural contexts. While discussing above, I will also
justify judgments and decisions which address a complex business issue. I will also consider
the social and ethical consequences of the aforementioned business issue. In this context,
based on, this reflective journal will majorly include two reflections. These two reflections
will be based on personal and team-skills so that I can integrate my learning from this module
into future career endeavours.
Part I: Personal
This section contains the first part of the reflective journal which is majorly based on
personal learning and a future development plan accordingly. Here, in personal reflection, I
am going to critique personal leadership styles while providing a comprehensive analysis of
distinct leadership styles which integrates deep reflection and thereby critique of my personal
abilities. Furthermore, this discussion will include the ethical impacts of change on
stakeholders. In this way, based on all of the above reflections, I will provide a personal
development plan in this journal. In the second part of the reflection, I will reflect on how I
contributed to the different team projects. Besides, a reflection on cultural relations from the
group-member perspective will be provided in detail. This personal reflective journal is
including personal leadership style critique, ethical impacts of change on stakeholders and
most importantly personal development plan.
Throughout this module, I have learned about the abilities of change agents. To me,
change agents play an important role while managing change within this modern business
environment. I learned about the capabilities of change agents while experiencing different
roles in my group. I learned about change agent capabilities as I also wanted to be an agent of
change. I realized that one always needs the following skills and capabilities for
implementing or using change agents anywhere:

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WHAT, WHY and HOW: Change Agents
What
I learned about the first change agent which was people skills. In this context, I would
like to mention that while managing change, people skills act as a major change agent. People
skills include persuasion; communication and networking are the key pillars of this change
agent. Apart from this, communication in a person is a very much important factor and skills
which can also work as a change agent. As we know that communication is a great skill
which is all about what people actually understand from what one has communicated. In
addition, this module made me learn about communication like a two-way path where
hearing and understanding is highly important. While coming to the second change agent,
Personal skills, I learned about this capability of change agents with the help of personal
skills such as enthusiasm, perception, flexibility, and tolerance of ambiguity. In addition to
that, flexibility is that capability that is required in a person suggests that change is, well
changeable. In this context, I will need to be able to swing with the tide wave, provided that
things may go in favour or the other side. I realized that a person needs to have flexibility in
his or her attitude. According to me, tolerance of ambiguity will definitely allow me to be a
change agent as situations of change are often ambiguous and uncertain. This module’s
findings and learning made me realize that the absence of tolerance of ambiguity made
people find change tough and sometimes intolerable. I will always try to be comfortable with
ambiguity resulted from the change. In the context of organization skills, I learned that
sensitivity, team-building, and political ability are the core capabilities of change agents.
Why
I found that people skills act as an important change agent because persuasion is
something beyond communication; I learned that one will require changing minds while
persuading others of the value and reason into going along with the change. In this way, the
capabilities of change agents include acquiring real persuasive skills. While studying into this
module, I realized that for being a change agent, I require to be able to see with my
mindfulness. It can be further explained as visually seeing is not recommended but observing
with all of my senses when I will perceive things like market, climate, culture as well as
deeper personality within me then it will be counted as a change agent. I felt that while

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managing change, one need to be sensitive to so many things, right from the usual climate to
an individual’s feelings of the people who are involved. Based on, I observed sensitivity like
seeing; when one cannot see they will soon collide with immovable objects. On the other
hand, if one is insensitive then they will collide with immovable resistance to change.
How
I learned that for managing change having a good social connection with the people
all across the firm. I learned that effective communicators own a great skill in creating change
rather than bad communicators. Such personal capabilities are essential in an individual’s
personality. In order to provide insightful examples of change agent capabilities, enthusiasm
has been taken as an example. Here, it found a key difference amid salespeople who do not
believe in their products and who really believe in the products that they are selling. For
instance, some people are enthusiastic about the changes which are promoted by them, and
hence they are successful. On the other hand, some people are doubtful as well as uncertain
about the changes they are promoting in their organization; it seems they are less successful
than the above-mentioned category of people. In the context of leadership styles, based on, I
learned that leadership acts like a personal relationship where an individual directs,
coordinates and then supervises others in the performance of a task which is common for all.
Apart from this, the social contract of leadership can be viewed as a myth which functions to
strengthen already existing social beliefs as well as structure about the requirement of leaders
and hierarchy in an organization. I learned that leadership can a matter of aligning people to
their common goals and thereby empowering them for taking the actions required to reach
them. I will try to build the ability to motivate my group or an individual towards their
achievement of shared goals. If I will assess and try to reflect on my own leadership style
then it reveals that I demonstrated some key disadvantageous behaviour.
WHAT, WHY and HOW: Ethical impacts of change on stakeholders
What
This section is focused to demonstrate a detailed as well as an extended understanding
of the ethical impacts of change on modern stakeholders. In this context, I would like to
mention that every possible central issue with different perspectives of stakeholders will be
identified. In addition, I am here studying critical consequences for identifying and thereby
connecting them with my future actions. Based on, my learning suggests that there is a huge

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ethical impact of change on stakeholders in modern organizations. In this context, an
organization is nothing without its shareholders and stakeholders with which the company
grows and nurtures.
Why
I believe that contemporary organizations survive because of their capability of
creating valued products and services. It yields desirable outcomes for different groups of
stakeholders. To me, stakeholders are those persons who have an interest, stake or claim into
the organization, for what it does as well as for how well it works. Generally, it has been
observed by me, stakeholders are typically motivated for participating in any organization
when they are regularly receiving inducements that exceed the contribution values they are
willing or required to make. When I was studying about the ethical effects of change on
stakeholders, I got to know that assessing this change is equally important for both employees
and stakeholders of an organization.
How
I would like to share that inducements are rewards like power, organizational status,
money and the support of values or beliefs. Contrary, I found contribution as the knowledge,
skills as well as expertise which firms need from their employees and other people during
task performance. In this way, my learning suggests that the two major groups of
organizational stakeholders include outside stakeholders and inside stakeholders. When
changes are implemented, then views and reactions of stakeholders matter a lot as they play a
key role in organizational success and growth. I can now use this learning during my future
change management events in personal as well as professional life. I learned that managing
change requires effective leadership qualities in managers and senior management so that the
impacts of change on stakeholders can be minimized as well as optimized in a good manner.
WHAT, WHY and HOW: Personal Development Plan
What
I realized that all of the learning which has been acquired throughout the module
needs to be integrated and used in future career endeavours. Thus, I have evolved a personal
development plan listed below. Here, a personal development plan is sub-divided into four

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major categories. These four development plan categories are individual, professional
technical, organizational, leadership and team development. Thus, based on learning occurred
throughout this module, I could generate a personal development plan on the basis of my
strengths and opportunities while also working on threats and weaknesses.
Why
In my opinion, a personal development plan is important for being successful in a
future career. Without an action plan, a person cannot achieve their individual, professional,
technical, organizational and leadership goals for the betterment of their career and personal
life. In addition to that, a personal development plan is necessary for an individual to assess
their own personality in terms of strengths, weaknesses, threats, and opportunities. In this
way, I evolved my personal development plan so that I can acquire my long-term goals
effectively and efficiently.
How
Here, for evolving my future action plan, I have documented it into four main
categories as follows:
Individual
I will evolve my self-awareness, presentation and organization skills and capabilities.
I will always take responsibility for the impact of my personal leadership and work styles. I
will build my confidence and assertiveness skill-set. The development of a network of my
peer-mentors will be done by me. My personal development planning includes decision-
making skills, time management skills while addressing existing issues. Besides, I will
always respect people while considering their perspectives and needs. I learned that
respecting people can be done with the help of providing and receiving feedback. I will use
my upgraded knowledge on my personal skills, and thereby handle personal issues
effectively. Moreover, based on learning acquired from this module, I will embed values of
diversity, equality as well as inclusivity practices into daily experiences. I learned that it is
essential to take responsibility for personal learning and development in the future. Thus, I
will adapt myself to change while seeing beyond the immediate scenarios. I will always try
novel and distinct approaches for solving problems related to managing resistance towards
change in future while incorporating learning gained from this change management study

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Organizational
I learned that from an organizational perspective, understanding self, as well as others'
role at work and personal life, is necessary. In this context, I will use my knowledge of my
role in my future work so that I can better manage change and resistance towards change. I
will always understand the priorities of the surrounding people as well as departments
Professional and Technical
We know that technical and professional knowledge and skills are necessary while
evolving self-personality for positive change. In this way, in the future, I will enhance my
technical knowledge, skills and other attributes with the help of attending several workshops
and seminars into my relevant field.
Teamwork and leadership
In this context, when a person needs to be successful then leadership and team-work
are the most essential skills in their personality. I will cultivate my team-work and leadership
skills by reading and studying about several useful theories and frameworks for these
concepts.
Part II: Team
WHAT, WHY and HOW: Team members contribution
What
In the context of reflection on team projects’ contribution, I am happy to mention that
I always have been an active team participant throughout my studies and career. While
working with the team, I always supported the common goal of our team project. I
contributed myself fully to team projects in different areas. In addition to that, team-work
made me realize the importance of collaboration, initiatives, cultural intelligence, self-
awareness, SWOT analysis, and change management in one’s professional and personal
growth.
Why
When I was studying into this module, I realized the importance of team and effective
team-work within an organizational scenario. In this way, my learning related to team-work

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suggests that without a co-operative team one cannot be successful in personal or
professional life. Apart from this, my contribution to the team project was huge as I realized
that teams must change how they do their jobs for the change to be successful.
How
I learned so many things related to managing change resistance and the capabilities of
change agents in today’s scenarios. In addition to that, my learning about team project
managers is suggesting that they are the preferred sender of change messages in relation to
the personal effect of a change over their team-members. For example, initially there were
too many tasks to be executed and task-allocation as per expertise of the team-members was
essential. At that time, team members and I all supported each other by expressing and telling
their expertise so that task-allocation could be done easily.
WHAT, WHY and HOW: Reflection on cultural relationships as a group member
What
Here, I would like to reflect on cultural relationships being a group-member of my
project group. I felt that peer discussions always affect the group’s performance as well as
cultural relationships in a group. This discussion has included a comprehensive analysis of
leadership styles which integrates critique and deep reflection of one’s capabilities while
managing change. In the context of personal reflection, I could easily assess the ethical
impacts of change on stakeholders. Besides, this reflective writing has talked about the
importance of stakeholders for an organization. According to me, one may or may not be
connected with their peers or team-mates from a cultural perspective. In such cases, one
should respect cultural diversity principles, rules and thereby humanity so that a common
goal can be achieved efficiently. Learning into this module covered every possible aspect of
team-work and leadership styles while managing change. Ethical impacts of change suggest
that change is imperative however it should be implemented with prior communicating to
shareholders, stakeholders, and other organizational people. In whole, this reflective journal
has covered my reflections in relation to personal as well as the team for future career
development.
Why

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Based on, my learning throughout the module is suggesting that in a team there are so
many people belongs to different cultures and native places. When I worked as a group
member, I realized that we should respect other people’s cultures and beliefs. I also learned
that when we respect each other with all of the values, cultural beliefs and customs, then a
strong relationship exists among all of us. This cultural relationship motivates us to co-
operate with each other and thereby help each other in any tough scenario while achieving
common team goals. In this way, I learned how the peer discussions considerably affected
group-performance as well as cultural relationships in the group.
How
During all of my future group-projects, I will promote effective peer discussions
within my teams so that people can feel their cultural connection with each other. When I was
writing this reflective journal, I could easily understand several leadership styles and personal
leadership style as well. This reflective writing made me articulate detailed as well as
insightful examples of change agent abilities effectively. I learned a lot while keeping a
record of my learning, lessons which I have learned from this managing change module. In
addition to that, cultural relationships and their importance for improved group performance
have been explored well. Apart from this, I reflected on my contributions to team projects
while discussing my team contribution towards achieving team goals with illustrated
examples.
Overall Future Action Plan
Based on reflection learning acquired into this change management module, I can
now express my future action plan as follows:
I will set my goals to include short-term, medium-term and long-term goals so that I
can become successful in my personal and professional life. I will always read good and
reliable journals in relation to organizational change and behaviour in order to become a
successful employee and person throughout life. I will read the study and explore real-life
examples in relation to desired organizational behaviour for growth and development. I will
always practice personal evaluation through SWOT and any other self-assessment tools so
that I can convert my threats into opportunities and weaknesses into strengths respectively.

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Furthermore, I will learn every day of my life with failures, challenges, barriers, and
difficulties coming into my path. I will learn more about change management case studies by
reading about the world’s best firms’ change management scenarios. I will practice team-
learning and team-harmony skills by effectively working with different cultures and skilled
people again and again. I will own all change agent capabilities in my personality in order to
become successful at future workplaces.
In a nutshell, with the help of this reflective journal, I have successfully integrated the
learning related to change agents, change impacts on stakeholders, personal development
plan, cultural intelligence, and team-work.