What responsibility does a leader have to honor stakeholder concerns
According to the textbook, people are more motivated when “they are shown a truth that influences their feelings” than they are by analysis. Discuss the relevance of this statement for organizations growing and responding to change. What responsibility does a leader have to honor stakeholder concerns when “feelings” are the primary basis for the concerns?
Kotter, P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change their organizations. Boston, MA: Harvard Business Press. ISBN-13: 978-1422187333
Sample Answer
Leadership
According to Cohen and Kotter (2012), the essential aspects are people’s feelings and emotions. These aspects are more on having a positive and successful impact on different individuals. For instance, when it comes to statistics and numbers, it is more important to analyze the growth and profit and ensure that it does not give any findings on feelings and emotions. The emotional reaction provides energy and motivation, which pushes individuals to understand the change process. Additionally, where trust is involved, we have better leaders and followers, thus creating an effective team. A perfect example is the motivation and promotion of change by showing concrete and visual information which presents a dramatic offering rather than a dull speech.
On the other hand, stakeholders have a huge responsibility in honoring their employees, especially in matters of feeling and different concerns. The aim is to ensure the smooth running of the organization as workers form an imperative group in the organization. From the textbook (Cohen & Kotter, 2012), it is evident that there is the application of empathy, fairness, and the share of rea stories that depict humankind and touches people’s lives. Additionally, trust and open communication has been emphasized as better tools in the growth of an organization. If all staff believe in the company’s vision, it is evident that it is bound to rise and meet its set goals and obligations. Finally, open communication has what it takes to propel the organization to the next stage of development once well implemented. Communication acts as the backbone to the success of any organization and thus success at the end of the day. In summary, having a platform where employees can air their concerns with honesty has room for ensuring better and constructive advancement in the organization and thus a win-win situation.
Reference
- Kotter, J.P. & Cohen D.S. (2012). The heart of change: Real-life stories of how people change their organizations. Harvard Business Review Press: Boston, MA. Retrieved from http://gcumedia.com/digitalresources/harvard-business-school-press/2012/the-heart-of-change_real-life-stories-of-how-peoplechange-their-organizations_ebook_1e.php
