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Introduction
For an individual to be able to bring forth change, he or she must be well informed in the fields of leadership. Leaders are people who have the ability to productively run projects through the human resources utilizing the diverse forms of change that come along with it (Rosebush, 2005).
In the process of leadership, an individual must be able to give rise to new ideas which can be used to propel an organization to greater heights. This article is aimed at discussing seven skills that are important in successfully managing change.
Skills for managing change
Change if not well managed can be result in various negative impacts. To avoid such instances, a leader is urged to be extra sensitive to learn situations which can lead him to identify safe landing grounds from which to spring out his or her newly innovated idea (Rosebush, 2005).
His ideas however must be critically considered to make sure that they make sense before they are let known to the audience. As much as change is not desired by many, a leader can not sit back from being innovative since the welfare of any leadership position depends on the person on board to come up with ideas suiting the organizational changing times.
People aspiring to be responsible for positive changes in a society must put themselves in positions that surpasses the levels at which most people find limits to their thinking.
Besides they should be able to use their skills of communication to make the audience accommodate their ideas. This they can do by sweetening their language in describing the importance of getting their ideas implemented through a process known as the kaleidoscope thinking (Rosebush, 2005)
After successfully getting people to their levels of understanding, the next step is to shape an idea into their minds to make one’s dream idea in their lives. This step will launch images in the audiences’ minds which will later be converted by their minds into themes pressing the people to start improvising visions that will give rise to ambitions among the group (Rosebush, 2005).
Ambitious managers do not just stop there; they go further to implement the idea through able sponsors and any other party regardless of position and locality. It is however important that the leader considers the right people within the required bracket who can actually enable the group bring the dream to reality (Rosebush, 2005). This can be worked through the creation of a strong personal network.
The fifth step is the nurturing of the idea through the rest of the participators who may otherwise be in a better position to translate the idea into materializing or fulfill their promises (Rosebush, 2005).
The sixths step is a tempting step to withdraw from the whole idea started, which of course is a dangerous thing to do (Rosebush, 2005). It is important for a leader to note that every innovation has got its own challenges. Research indicates that the more innovation is pumped into a project and more research done over it, the more difficult and challenging it appears. It is not time to quite but time to persist.
The final step is the accomplishment stage (Rosebush, 2005). The leader should ensure the celebration of this stage at which it will include positive remarks to the participated group in the realization of the goal attained. If possible participants should be publicly recognized individually for the supportive contributions.
Conclusion
The paper has critically analyzed seven steps that are necessary for managers to successfully manage change.
Reference
Rosabeth, M. K., 2005.Havard Business School. Leadership for Change: Enduring Skills for Change Masters,Harvard Business School Review, p.1-16.
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