I would like you to reply to this peer discussion post with one peer-reviewed scholarly articles. The post reply need to be substantial and constructive in nature. It should add to the content of the post and evaluate/analyze that post’s answer. Normal course dialogue does not fulfill the peer reply.
Post:
Change Agents
Individuals taking on the pivotal role of instigating or managing change are commonly referred to as change agents, a term supported by Deszca et al. (2019). While change agents are often found in managerial positions, they can also emerge from employees who exhibit a deep understanding and acceptance of the change process. Alternatively, organizations may source change agents externally, offering fresh perspectives unaffected by the existing organizational culture. Although externally sourced change agents can be highly effective, their success may be hampered by their limited knowledge of the organization’s culture and other factors influencing change.
In the capacity of a change agent, several roles become apparent when driving change initiatives. Drawing from my past organizational experience, three primary roles come to the fore. The first role involves consultation, where change agents assist fellow organizational members in embracing change (Deszca et al., 2019). This role necessitates a comprehensive understanding of the change, including its significance and the steps required to ensure successful adoption. Thus, training becomes a significant aspect of a change agent’s responsibilities. Additionally, research plays a crucial role as change agents acquire essential knowledge and skills, seek out solutions, and explore potential strategies for managing change effectively.
In my previous roles within organizations, I have actively fulfilled the responsibilities of a change agent, contributing to the successful implementation of change initiatives. I have approached this role by thoroughly comprehending the nature of the impending change, conducting extensive research to understand why the change is imperative and the expected outcomes. Furthermore, I have engaged with the management team to gather critical insights and information regarding the impending change. Armed with a profound understanding of the change, I have then undertaken the task of enlightening my colleagues, helping them grasp the intricacies of the change and its relevance to their specific areas. This approach, particularly in the context of technological change, has proven to be instrumental in garnering support, reducing resistance, and ensuring the continued embrace of change by fellow colleagues.
However, my journey as a change agent has not been devoid of challenges. On several occasions, I have encountered difficulties in engaging with the management team. They were frequently unavailable, preoccupied with other pressing matters, or had limited time to discuss change-related aspects. Additionally, instances of inadequate communication or the unilateral implementation of change by the management have posed substantial challenges. In such situations, the gap between the change implementers and other stakeholders, including employees, has hindered the effectiveness of change agents. To address these issues, I recommend that managers prioritize involving all stakeholders, guaranteeing the smooth and positive acceptance of change (Griffin et al., 2020). Furthermore, improving communication practices can enhance information sharing, thereby simplifying the responsibilities of change agents (Dempsey et al., 2021).