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Change may well be the most difficult aspect to master in
any organization. There are the surface issues to change
that may appear easy to overcome but below the surface there
are always emotional issues that lurk. Failure to recognize
these subsurface issues and to deal with them openly will
tend to make any attempt at change a failure.
Innovation is the willingness and ability to be creative and
to look for ways for an organization either to begin working
or to improve on what is already happening within an
organization.
The scholarly work
submitted for this domain is entitled Strategic Change for
the Center for Distributed Learning and provides evidence
that this author has been influenced by the writings of
Senge, Peters and the combined work of Hersey, Blanchard,
and Johnson. The paper looks to link theory with proposed
change.
The exhibit work submitted
for this domain is entitled Intentional Change Project in
which using the change theories of the above named authors
this author endeavored to lead change in the department in
which he works. As noted in the supporting appendices in
this case the change went smoothly after some initial
opposition by one member of the team.
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