The syllabus says we're supposed to continue our Leadership class blog. I have felt like it's been better to do a new blog every time. If you'd like to reference my previous blogs, here's a couple links:
Leadership - https://steveoleadership.blogspot.com/2018/08/in-beginning.html
Conflict Resolution - https://resolvingthoseconflicts.blogspot.com/2019/03/week-1-time-to-get-resolving.html
I actually really enjoy writing these because it gives you a chance for introspection and the setting of expectations for yourself. I wish this was a requirement for every class because it's a really powerful learning tool.
As far as expectations for the class go, I only have one: I will get an A. When I started this MBA program, I wasn't worried about grades. As I went, I kept getting As. When I got an A in Quantitative Analysis, I knew there was a chance I could finish this with a 4.0. That's what I intend to do.
The way the posting requirements are written makes it seem like a lot more work than other classes. It's not, it's just spread out more. I do appreciate the DQs so I don't mind. When they are done well, I learn a ton from those posts. I think it's really about the feedback you get from your peers.
I'm particularly excited about the Application of Change Models activity. The place I work is incredibly resistant to change so I doubt I'll ever get to use it there. What I will get to do is lay out how I think things could go which will be a great application of the skills I will learn in this class. Newell (2018) said "The first major step toward successful change management is having a
clear understanding of the approach you are looking to employ within
your organization." My company's approach is no approach. Nothing is ever communicated clearly. Things leak out in whispers and hushed tones. Nothing formal is ever said. It's all treated like something bad. Even if it is something bad, you still have to approach it in a way that helps everyone adjust to the new norm. I think one of our major problems in that area is that our HR department is lackluster at best. Newell (2018) believed that the HR department was integral to the change management process, saying "Ensuring that your HR team has the right tools and innovative approach
for managing change is an important step in change management." I know we don't have those skills in place.
I'm actually really excited to learn in this class. I feel like this is the type of thing managers need to know, but few actually do. Having a solid understanding of the ideas that make up this topic will provide many benefits to my current job and anywhere I go afterwards.
References
Newell, C. (2018, July 20). Change As An Opportunity: A Strategic Approach To Change
Management. Retrieved from https://www.forbes.com/sites/forbeshumanresourcescouncil
/2018/07/20/change-as-an-opportunity-a-strategic-approach-to-change-management
/#49fdfbe32241
