Think about a change process that you have experienced: a downsizing, an acquisition, an introduction of new technology, the replacement and introduction of a new leader, being put in a new group, the creation of a new enterprise, and so on. Or think of a personal change, such as a change in relationship or a new job. Use the formula: D * V * F > R.
D is dissatisfaction.
V is vision.
F is first steps.
R is resistance.
Write a one-page analysis describing D, V, F, and R, and describing how these factors helped create change, or describe what was missing that made the change difficult. Imagine you are the consultant and make recommendations about what was needed to overcome the missing element.
D-is the mode and method that drives change into action. Most leaders evaluate an internal process to measure their effectiveness within internal and external environments. Once the low achieving processes are identified a leader will begin the preparation phase of eliminating low performing processes and replacing them with high performing processes, i.e. technological upgrades or product implementation.
V-is a clear image of what an organization is trying to achieve and how the organization will transition from one level of effectiveness to another.
F-is a fundamental approach that enables a leader or an individual to identify the necessary changes and to determine what changes will be expected in the present to near future.
R-change processes also incur resistance, that is mainly due to lack of communication or the inability to articulate why a change is necessary.
All throughout ones entire lifecycle there is an overwhelming need to change for the betterment of ones personal and professional life. Organizations are required to quickly adjust to new changes regardless of critical feedback during the process. One of the ...