Week 3 Fullan's Framework for Leading Change

 

 

What can we learn from this framework? What are the implications in our workplace?

 

 

Fan Jiajun, Clovis

 

Fullan’s framework for leading change reveals that in order to successfully implement and manage change in an organization, leaders, who work with enthusiasm, energy, and hope, must act on the following five components for leading positive changes:

 

Moral purpose: It is important for leaders to consider the benefits of all the staff, the organization and the society as a whole when they decide to implement changes. The changes made should have a favorable impact on all the stakeholders.

 

Understanding change: In order to manage the whole change, leaders should know the process in great detail. Detailed strategies and projects should be designed according to the leaders’ deep understanding of the change process.

 

Relationship building: Good interpersonal relationships can help organizations implement changes smoothly and successfully because changes are normally achieved by the efforts of all staff rather than those of leaders alone. Leaders, who are skilled at building good relationships among colleagues, tend to motivate staff to follow changes and to manage changes in organizations well.

Knowledge creation and sharing: In the current knowledge economy, knowledge has become the most valuable asset in organizations. Leaders who have realized to capitalize on the power of knowledge are more likely to manage changes successfully. Creating an organizational culture which advocates creating, sharing, and learning knowledge among staff can provide a solid foundation for implementing changes.

Coherence making: Complexity and contradiction inevitably exist in organizations. Leaders should be capable of handling complex and contradictory situations and lead colleagues to work and learn towards a correct direction during the period of implementing change.

 
Leaders in my organization----an IELTS training institution, have demonstrated that they have three of the above five components, namely moral purpose, understanding change, and coherence making when they managed previous changes during the last several years. Therefore, it is of great importance for these leaders to develop their capabilities of building relationships and creating an atmosphere for sharing knowledge. As a foreign language training institution, the success of my organization largely depends on the quality and performance of our teaching staff. So the relationships among teachers and between teachers and the management and the knowledge of teachers are the most important elements in my organization. When implementing changes, our leaders can attach more importance to the aspects of relationship building and knowledge sharing.