How would you respond to this post?

When it comes to managing and leading through both good and challenging situations, there are different ways of accomplishing the tasks. Some individuals prefer a more direct role and are not interested in how much the situation impacts those that are going through it. Others take a different approach and want to be more of a guide and work with those that are going through the change. Looking at the six different images of change as outlined by Palmer and Dunford and Buchanan (2017), the two that will by my focus include being a navigator and a coach. Looking at the image of being a coach, the major focus of this approach according to Palmer and Dunford (2008) is to take a consultative approach to managing the change within an organization (p.S24). Having this approach allows the CEO or the individuals organizing the change to work with those that are going to carry out the change process. With the very high failure ratio of successful organizational change, this approach will hopefully lead to more success since individuals feel more a part of the change process. However, this process is not without flaws and one of those major flaws is an overall vision could be lacking during this process since there is so much collaboration and no clear direction from the leadership (Palmer and Dunford, 2008). The next image that is part of my focus is that of a navigator. This approach is more of a selling approach to the change according to Palmer and Dunford (2008). Setting up a strategy and giving the points of why it would be the best solution is the focus. This strategy is different and involves more trying to convince those involved the change is good as opposed to letting them know the change is happening and moving them through the change. The major difference in these approaches is that the navigator leaves room for interpretation or the thought process of those involved that the change may not occur. With the leadership approach the message is more clear, although has some interpretation and ability to make adjustments, but has an understanding the change is going to occur. Looking at both approaches, my personal style would be to focus on the coaching image to lead a group through change. Letting individuals have input is important in the change process in my opinion, but trying to convince someone that change is a good thing is a very uphill battle.