The Andrews University Leadership Department advances a set of leadership competencies, which require students to have “theoretical knowledge and practical application” within a set of “core [leadership] competencies” of which the “leadership through organizations” is one group of competencies (Leadership Handbook, 2011, p. 36).

The third group of leadership competencies addresses “the organizational aspects of leadership. Leadership sets direction in ways that facilitate achievement of organizational goals” (Leadership Handbook, 2011, p. 36).

​Regarding the competency of implementing change, “Leadership involves working with others in order to collaboratively shape the vision and strategy for change, as well as being capable of facilitating the change process” (Leadership Handbook, 2011, p. 37).

In my work experience in organizations, managing and implementing change, typically, are not well handled by leadership. I did not wish to continue such a pattern in my leadership of TMF. Therefore, I have read and studied change theory as a part of my Andrews experience, and I have shared some of what I have learned with our board. I have also applied various change theories to my work in leading TMF as the board has labored to structure and develop the organization. My reflection paper will capture some of my journey in leading and implementing change in the growth and development of TMF.

​Change. A simple explanation of the concept of change is altering or making something different. Organizationally speaking, change, in and of itself, is subjective and may be understood as the “immediate effect and what we expect or hope for” (Schein, 1985, p. 298). Furthermore, as Schein (1985) contends, how someone views change “may also depend on one’s time horizon,” and also, determining whether or not something has changed “may depend on one’s goals” (p. 298).

Please find below, the documents, photographs, certificates, etc.that best represent and illustrate the artifacts, verifications, and / or evaluations that I have generated and received related to ​Competency 3d: Implementing Change​​.

​In this competency, I have learned about theoretical research constructs regarding the development of human and financial resources along with their practical application to my work in leading The Matzevah Foundation, Inc.

PLEASE NOTE: You may access each file by clicking on the link. The document will open into a new window for your review. You may download and save the file or print if you wish.

​​You may read my combined reflection paper by following the link for ​Competency 3d: Implementing Change. It is also available below for you to view or download.

Use the rubric on the ParticipantHub - Steven Reece to guide you in reaching your score for the desired level of competence.

​As a reviewer, you may score my Competency 3d: Implementing Change reflection paper on my ParticipantHub page - Steven Reece (links below). 

​PLEASE NOTE: You will need to select the appropriate link based on your role (Peer, Advisor, or 2nd Reader). A separate page will open and you be directed to the Andrews LearningHub where you must log in to use the following links: 

1. 3d Portfolio LLG Peer Evaluation
2. 3d Portfolio Advisor Evaluation
3. 3d Portfolio 2nd Reader Evaluation