Assessing Leadership for Change Organizational change is a difficult task for leaders to implement into their organizations, and they need help from change agents to support the change and motivate individuals to implement the change. Leaders are relying on lower-level employees to become change agents, and change agents need to possess several skills to be successful (Monnot, 2017). Besides having the skills needed to be a change agent, individuals also should know their audience, such as who supports change and who resists change (Monnot, 2017). This paper is a reflection on my own leadership competencies and the areas that I need to improve as a change agent.
My Communication Skills I believe that I have great communication skills. I can deliver messages successfully. My writing and verbal communication skills are straight to the point and easily understood. I write and speak professionally and word it so that it is not condescending. I write and speak to others, as I would like to be written and spoken to. I make sure that my written communication is written so
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I am the adjunct faculty that is at every faculty meeting, so I receive any changes and new information that the program chair is relaying to the faculty members. Since I am the adjunct that is always present, I am the one that relays the changes and information to the other adjunct faculty members. Since adjunct faculty do not have as many office hours or resources that full-time faculty have, the adjunct faculty will be emotional or have a negative response to the changes. Since I am the one relaying the message, I will receive these responses and will have to address them. I have a positive attitude about the change and try to pass it along to the other adjunct. I help them come up with a plan to implement the change and give them ideas on how I am implementing the