Telling the truth and its relevance to organization change

Telling the truth and its relevance to organization change

Introduction

Today majority of the companies are facing situations in which they are deemed to make some changes in their organization and processes. This calls for managers skills to lead the organization throughout the change process.  Most of the time change is done with the best of intentions, but it does not turn out to be so. This is because majority of the leaders concentrate on logical analysis rather than telling the employees the truth which brings a feeling and attitude towards the change

Telling the truth and its relevance to organization change

The majority of organization managers are basing the company’s change and development on analysis of the strategies and tactical pieces to get the business done.  To them, it constitutes the easiest way to of leading an organization through change and improvement. The comfort zone of such managers is where there are “brain-left” activities where they do not need to address the people’s feelings in their move towards implementing organization change. However, the use of analysis is not appropriate if a manager needs to implement change throughout the organization. Addressing the feelings of employees through telling the truth to the employees is an important aspect of trying to motivate the employees towards achieving change. Being a leader entails stepping forward and been honest to the employees about the plans of the organization and any prospect of new changes and developments.

Responsibility a Leader Has to Honor Stakeholder Concerns

Stakeholders comprise of a group of individuals who are bear particular interest to the organization and its activities and its products.  The interests and feelings of the majority of interested parties are essential to leaders when they are making their decisions. Stakeholders are people too and tend to have opinions concerning the organization. Leaders ought to consider stakeholder feelings when making decisions. A manager is responsible for ensuring that the interest of the stakeholders is considered first by considering any move they make from the stakeholders perspective. Leaders should be empathetic of stakeholders to not only understand their perspective but also drive them to action. Leaders should make changes to their plans because they feel the stakeholder’s pain as well (Greever, 2015).

Conclusion

Change is inevitable in any given setting. Organizations tend to incorporate change through different strategies. Different managers will include the feelings of the employees of the company will implementing change and any other improvements. The feelings of the stakeholders of the company is important in designing the organization change