Jeffery David Whippo Describes the Adverse Effects of Failed Change Attempts

1. Jeffery David Whippo Describes the Adverse Effects of Failed Change Attempts Jeffery David Whippo describes the unfavorable effects of an unsuccessful attempt at organizational reform. Negative conduct, in his opinion, includes decreased production, rising absenteeism, more frequent organizational turnover, and declining morale. Teams are also less likely to work honestly and transparently together. Moreover, stakeholders within the company both actively and passively oppose. Leaders are the reason why change initiatives fail. Often, the issue is poor execution rather than a lack of leadership. There may not always be strong enough reasons to make a shift. After all, even the greatest plans require a compelling narrative to back them up. It is crucial that your narrative creates a link between the difficulties of today and a more promising future. He thinks that even while some leaders are aware of the principles involved in leading change, their inability to put those principles into practice renders their leadership ineffectual. He asserts that all members of the organization—not just the leaders—need to be involved in and accountable for particular aspects of the organizational transformation. Respected businessman and educator Jeffery D Whippo expresses his opinions, believing that the development of excellent coaching abilities is necessary to assist others in reaching their career objectives. Good coaching techniques can promote long-lasting changes in attitudes or behaviors while also promoting growth and learning. He goes on to say that in order for the follower's development to be an ongoing process rather than just a one-time training session, the coach must establish a non-threatening learning environment.