{"id":310,"date":"2018-11-22T13:00:23","date_gmt":"2018-11-22T13:00:23","guid":{"rendered":"https:\/\/create.twu.ca\/layla11\/?p=310"},"modified":"2018-11-22T13:07:06","modified_gmt":"2018-11-22T13:07:06","slug":"response-to-competencies-at-work","status":"publish","type":"post","link":"https:\/\/create.twu.ca\/layla11\/2018\/11\/22\/response-to-competencies-at-work\/","title":{"rendered":"Response to “Competencies at work”"},"content":{"rendered":"

This is a response to Palak’s post:\u00a0https:\/\/create.twu.ca\/psonvane\/2018\/11\/20\/competencies-at-work\/<\/a><\/p>\n

Adapting to new conditions (Hughes, Beatty and Dinwoodie, 2014) mentioned in the part of the three most effective competencies in Palak’s post is the valuable one for me as well. Although we live in different countries and engage in different professional work, the adaptation matters the same. Adapting to new conditions is concerned with reflecting and focusing on ourselves. Whether we could adapt to the change and whether we could stay open to new ideas are crucial for building our leadership competencies (Hughes, Beatty and Dinwoodie, 2014). I also believe being able to adapt to new conditions requires the\u00a0ability to critical thinking and becoming a life-long learner. Critical thinking could help us logically process the information gained during the change or from the new context, and the ability to learn greatly shortens the time for us to understand different perspectives and pick up new methods.<\/p>\n

However, I could not agree with “the organizational change process is phasic and progressive and not a cyclic process” (Sonvane, 2018, para. 16). Lepsinger (2010) mentions “change is not a linear process” and “people will\u00a0recycle through the stages several times before the new behaviour is a habit” (p. 105). The organizational change, although appearing to be the change happening in plans, strategies, and policies, is all about people\u00a0(Hughes, Beatty & Dinwoodie, 2014). To be more specific, the people implementing the changes, adopting the new ways of doing things, and interacting with each other in the company is the main factor of the organizational change. Therefore, the principles we could learn from addicts can be applied to the organizational change, and the people involved in the organizational change will experience the cyclic changing process. Besides, the five levels of change readiness provide a general picture for us to understand what people are going through during change. We do not have to get the level of each member precisely; instead, transformational servant leaders should focus on the whole picture of the staff’s levels during change and provide empathic understanding and greater patient acceptance to them (Northouse, 2013). Therefore, our staff could feel being understood and valued, and we could motivate ourselves to manage the new way of doing things and walk through the change successfully.<\/p>\n

Thank you for sharing, Palak. Happy Thanksgiving!<\/p>\n

References<\/p>\n

Hughes R., Colarelli-Beatty K. & Dinwoodie\u00a0 D. (2014)\u00a0Becoming a strategic leader.\u00a0<\/em>(2nd<\/sup>\u00a0ed.) San Francisco:\u00a0<\/strong>Jossey-Bass (pp.182) [PDF version]<\/p>\n

Lepsinger\u00a0 R. (2010)\u00a0Closing the Execution Gap<\/em>. San Francisco: Jossey-Bass. [PDF version]<\/p>\n

Northouse, P. (2013). Leadership: Theory and practice <\/i>(6th ed.). Thousand Oaks, CA: SAGE Publications.<\/p>\n

Sonvane, P. (2018, November 20). Competencies at work. [web log comment]. Retrieved from https:\/\/create.twu.ca\/psonvane\/2018\/11\/20\/competencies-at-work\/<\/p>\n","protected":false},"excerpt":{"rendered":"

This is a response to Palak’s post:\u00a0https:\/\/create.twu.ca\/psonvane\/2018\/11\/20\/competencies-at-work\/ Adapting to new conditions (Hughes, Beatty and Dinwoodie, 2014) mentioned in the part of the three most effective competencies in Palak’s post is the valuable one for me as well. Although we live in different countries and engage in different professional work, the adaptation matters the same. Adapting … <\/p>\n

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