The literature tells us that change agent leaders have a vision, and foster a shared vision by valuing the people that work within the organization.  They accept and embrace risk.  Leaders believe that the purpose of the organization is to meet the needs of constituents, be they employees and consumers in the others and realities that energy, when the pressure of change is present.  The need to change affects the organization and the people within it; therefore, the leader needs to analyze the impact of change on individual, organization, and group needs.  What pressures to change has your organization faced?  Where did the pressure come from?  How was the change articulated?  Was planning for the change built into the communication?  Fullan (2016) talks about the too-tight/too-loose problem, better known as top-Down/bottom-up change.  The Tomal, Schilling, and Trybus (2013) Change Framework sets the context of change by the interrelatedness of needs.  Relate the concept to your own organization’s change experience.  Choose an example that might guide

Your inquiry in the course Leading to the final assignment ( Organizational improvement Change Project).  How did people react to the change?  How did you react?