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Interview Analysis and Recommendation Feedback

I have attached four files contain discussions about the learners' interview with a change leader in the organization. The interview conducted was based on the followings:
1. Assessment of the current conditions in the organization such as the change leader's competencies, the perceived need for change, and the readiness for change in the organization.
2. Analysis of the leader's change management methods. The kind of methods, processes, and assumptions does the change leader use.
3. Comparison of the leader's change management approach to the theory and processes they selected.
4. Assessment of the progress of the change and discussion of the factors that are contributing to the success or failure of the change.
5. Learning experience as the result of their interviews in terms of what they learned about barriers to change, skill building, outcome measurements, et cetera
6. Recommendations they offer to improve the leader's change management success.

Please provide comments for these discussions pertain to the following:

When responding to others, seek clarification, address any questions regarding the discussion, share your personal experiences that relate to their experience, and provide feedback on their posts. In addition, consider providing feedback on the clarity of the recommendations. If you were the leader, would those recommendations be clear to you?


Solution Preview

Document one has some excellent reinforcement for the lessons of the class. One of the most important is to listen to employees. They are often closer to the action and know what is working and what is creating problems for them and others. Another thing to be gained by listening, identification of those people who are not in the right positions. When you have leadership teams in place, if you listen to them, you might discover their strengths lie in other directions and they could be a barrier to success. Really listening, using feedback and other methods is important to have people feel involved in the process. Having the right leadership and the right plan, naturally follow one another.
The line between confidence and arrogance can be an issue. An arrogant leader is usually not followed and presents a barrier to success. Even if they seem to be listening, employees can feel they are not being heard. The employees then do not buy in and the change has new barriers.

Challenge employees to do the work and keeping the goals in front of them helps with change. Listening, communicating, and having the right leaders help to make this possible. Keeping priorities in mind also help.
In document two the leader interview is concerned with the way the leader enacts change. The first part of the job is to find out what the stakeholder has in mind and then creates the buy in with the stakeholders. With this assurance of support the leader then turns to the need for urgency and buy in of the employees. In this company's case, this was going to be difficult because the company had been doing business in the same manner for twenty years. To get the buy in and create ...

Solution Summary

This solution provides a discussion on interviews and assessments.