Images of Managing Change - Essay Example

The six different images that are under managing change are director, coach, caretaker, nurturer, navigator and interpreter (Donoghue, n.d.). Different styles of implementing change are provided to the managers by the six images which vary according to the size and nature of the organization. Out of these six images the mangers need to choose the most appropriate image that fits into the organizational requirement and can derive long–term benefits for them (Ukaby, 2012). This provides a framework which helps in managing the changes in the structure of the organization, affect the processes of the new business or change the culture of the firm.

Changes in the organization are unpredictable and furthermore outcome of that change is also difficult to predict. Different manger working in different organization has different approach of implementing change in own style. Therefore, before incorporating any changes they need to have a clear understanding regarding the various images. This study focuses on in-depth discussion regarding interpreter and navigator image. Outline of the other five images Coach: This image of change management aims towards shaping the organization rather than controlling it.

This is very similar to the sports coach. Here the manager teaches and guides the organization in such a manner that they sustain in the competition and conquer all the challenges ahead (Chowdhury, 2009). Navigator: This image of the management is based on control. The change manger in this case agrees with the fact that while some of the outcomes of change are achievable, on the other the management has little control. Interpreter: This image of the management aims towards shaping the organization rather than controlling it.

It helps in building a meaning for the members such that it facilitates them in understanding the various actions and events that initiate the changes in the organization. Caretaker: This image is primarily based on controlling the organization but the change managers also acts like “shepherd guiding” the organization. In this way they intend to change the management process. Nurturer: This image of change management believes that a small change is enough to create a huge impact on the organization, which indicates that the outcome is beyond the control of the change managers.

However this helps in cultivating the notion of positive self nurturing and organizing the firm. Change manger as Navigator This image considers control as heart of the action taken by the management. The mangers believes that the external factors are such that some of them helps in achieving the change outcomes that are intended, for sure while the other will be achieved over time, on which they have little control. Outcomes are not completely planned rather than they are partly emerging and results are obtained from various influences, processes and competing interests.

For instance in a situation where the change manager intends to restructure the business units by creating cross-functional teams who will assist development of product across the various functional units, the change manger will be successful in establishing the cross-functional teams but it will be difficult to get the work done effectively where there is a history of gathering information, boundary fortification by functional units and distrust. In such cases the change manager may appoint some people to the cross-functio