We are creatures of habits.Change is always difficult. Especially when change is a slow process, it is difficult to to see the light at the end of the tunnel. I have noticed in my organization sometimes they change things that are not broken and make the process much more difficult and time consuming.Usually the change is brought on by someone who doesn’t even work in the unit.
I totally understand. My DON informs, notifies and occasionally has reprimanded us via e-mail. Change can and sometimes is unfortunately difficult to adjust to and can cause much discord. I truly think anyone can be in a leadership position just by their qualifications; however, qualifications don’t make a leader, some people just can and some just shouldn’t!
I agree, that most people do not embrace change me included. That’s why it essential to have a plan such as Kotter’s or another change theory in place. It takes a certain type of person to be an effect leader and just like you mentioned qualifications do not make a leader.
I see the same were I work. The changes that management want are usually form people who have never worked on our unit or have even spent anytime there. We recently got bought out by another company and are hoping things will change and at least keep staff informed of planned changes.
We are creatures of habits.Change is always difficult. Especially when change is a slow process, it is difficult to to see the light at the end of the tunnel. I have noticed in my organization sometimes they change things that are not broken and make the process much more difficult and time consuming.Usually the change is brought on by someone who doesn’t even work in the unit.
I totally understand. My DON informs, notifies and occasionally has reprimanded us via e-mail. Change can and sometimes is unfortunately difficult to adjust to and can cause much discord. I truly think anyone can be in a leadership position just by their qualifications; however, qualifications don’t make a leader, some people just can and some just shouldn’t!
I agree, that most people do not embrace change me included. That’s why it essential to have a plan such as Kotter’s or another change theory in place. It takes a certain type of person to be an effect leader and just like you mentioned qualifications do not make a leader.
I see the same were I work. The changes that management want are usually form people who have never worked on our unit or have even spent anytime there. We recently got bought out by another company and are hoping things will change and at least keep staff informed of planned changes.