EDET Week 7

ESSENTIAL QUESTION: Why are all five components of leadership necessary for success in leading through change?

We have been talking about change for the last few weeks. Humans are naturally curious but also complacent in areas that we feel comfortable with.

For example, in the beginning of the internet era we loved the default web browser and search engines. It was functional and we know where all the buttons were. We could use bookmarks and shortcuts – so why would we try Mozilla’s Firefox or Google Chrome web browser? However, it did not take long for users to switch to the alternatives. I hardly ever use Internet Explorer or Safari unless I have too now.




Change requires buy-in from management and the users. Management (or leaders) must demonstrate a positive attitude when talking about the benefits the user will have once the change is in place.

Leadership is not is a singular element, but requires a few partnership components to make the quality successful. The 5 components of leaders as follows (Fullan, date):

  1. Moral Purpose
  2. Understanding Change
  3. Relationship Building
  4. Knowledge Creation and Sharing
  5. Coherence Making

Moral purpose is need when stating the reason for the change. We need hard evidence and positive results to inspire users to want the change. They also need to understand the change; if the old system was so good then why do we need a new system. The new change must be presented in a better light with more functionality. Relationship building, leadership must have a good relationship with the users to impose the change. I have seen this so many times when management does not build a solid relationship with the users and then roll out a new change. The change will have user resistance with this method. We need to build the trust of the users.

Knowledge creation and sharing is so important with peers. Having one trusted peer who likes the new change and can spread word-of-mouth news, which is a great way to build trust. Coherence making (or unit making) is when the group is working toward the change. This is the end goal of the change system when all parties involved are on the same page.





Commitment > both External and Internal

The commitment phase happens when members (both external and internal to the change) are utilizing the change (software or new system). The change was successful and the members are using the new system.

Results: More good things happen; few bad things happen

When the members are using the system in the recommended fashion then fewer mistakes happen and work productivity will increase. There is always a learning curve (which varies from person to person) which I think is necessary in the process to be a product expert. Poking around the system to learn the menu and running reports are necessary actions when learning a new system.



Fullan, Michael. Date. Leading in a Culture of Change. Retrieved on March 2, 2017 from: http://egandb.uas.alaska.edu:2081/lib/uasoutheast/reader.action?ppg=17&docID=10842273&tm=1444680173430

Miller, R. (2014). The 5 elements of effective leadership. Retrieved March 2, 2017 from: http://beingchief.com/five-elements-effective-leadership/

Moon, Andy. (2011, Feb 15). 5 components of effective leadership during the change process. Retrieved March 2, 2017 from: https://prezi.com/r4wmicti91rp/5-components-of-effective-leadership-during-the-change-process/



2 thoughts on “EDET Week 7

  1. I like how you started out your blog and am currently using Internet Explorer, which is weird, because that would normally be my last choice, but for some reason am to lazy to put anything new on my computer in fear that it will no longer work. Anyways, I like how you started it out relating it to something I knew about, because this week, the essential question went over my head for a long time (it’s been a very long week), but that totally makes sense now.

    I certainly agree that change involves buy-in from management or at least some type of relationship built on trust. I know for me in the past the leadership in my professional life has been awesome, I had a relationship with them and we shared the same beliefs and values. When I was asked to do something or change something, it was easy to do because I knew and believed they were speaking to me out of truth and I could trust them. However, in recent months, I have found when you don’t have a relationship with the leadership, it is difficult to follow what they are asking you to do when you don’t understand why they are asking you to do something, so I definitely agree with your comment about resistance to change without a solid relationship.

    Liked by 1 person

  2. You had a much different take on the question than I did, but I love your perspective and appreciate the thoughts. The graphic is great because it also shows how in our world there are dozens of options (if not hundreds) to do one task. However, it is the one that offers the most diversity, user-friendly, eye-catching, efficient, and reliable experience that users lean towards. This is definitely the same for leaders as we are drawn to people who make things easier and more efficient for us.

    Liked by 1 person

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