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Personal Assessment
Written Change Plan
Change goal: Become an assertive individual who can voice opinions and requests in a tactful manner that increases communications harmony.
Expected process for implementing the change: First, I will attend a weekend seminar on how to become a more assertive person. Then, I will purchase books and other helpful resources that will help retrain my thoughts and behaviors. Currently, I struggle asserting myself. Afraid to speak up, I sometimes hold in my true feelings until an outburst happens. The last phase in the change process is to put what I learn into practice. This means recognizing the small incidents in which I demonstrate the new behavioral change.
Progress Report
By attending the weekend seminar, I connected with others who also want to improve their communication style and ability to be assertive. These people became new colleagues who can support me as I implement the desired changes in my life. More importantly, friends and family members will be noticing the changes in my behavior. The friends and family members with whom I am closest are also allies in my quest to create change in my life.
I have been drawing on my strengths during the process of change. By keeping a journal, I have been able to track my progress in this area. When I have setbacks, I write those down too. This way, I have been able to see what incidents give me the most trouble in terms of being assertive. Understanding the situational triggers that cause me to lapse into non-assertive
The principles of change are similar for individuals and organizations. As Robbins & Judge (2011) points out, change can be "forced" or brought about by unseen external events such as a death in the family or a war. However, change is often planned. Planned change is that which is inspired by a desire to reach a personal or organizational goal. By thinking about my intended desire to change the way I communicate, I planned to change by actively pursuing a healthier assertiveness. An organization might be inspired to change things like its customer relations.
Robbins & Judge (2011) also point out the factors involved in resistance to change. I noticed a little bit of resistance to change in some situations. These situations were those I identified as my weakest spots in terms of ability to remain assertive. There were times I slipped into old behaviors by factors like habit and security, which are also identified as personal resistance to organizational change (Robbins & Judge, 2011). Issues like inertia are common to both businesses and individuals.…
References
Gilley, A., Godek, M. & Gilley, J.W. (2009). Change, resistance, and the organizational immune system. SAM Advanced Management Journal 74(4).
Joyner, A.J. (2006). Organizational Theory, Design, and Change. Pearson.
Robbins & Judge (2011). Organizational change. Chapter 18 in Organizational Behavior. 14th edition.
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