Peer's Post Responding
Peer’s post
Recently, the organization that I work for, Bright Horizons EdAssist Solutions, underwent a change of requiring all Employee Services Coordinators to take on Live Chat. There were two different teams that underwent the same change; one team required a schedule to ensure that there would always be coverage and the other did not.
When Employee Service Coordinators first began their positions, this was not a job requirement. Now, for one group, the impromptu demand of having to be on a schedule in a remote work environment was not appealing and others took it in stride. For the second group, many started working outside of regular business hours to avoid having to take on the extra responsibility while others took it on willingly.
Not many people are comfortable with change and commonly feel hesitant when confronted with change. We must break down the hesitation and resistance in order to move forward in molding the team or individual towards the desired outcome.
There are three distinct stages of changes: unfreeze, change, and refreeze (Lewins Change Management Model, n.d.). If leaders can recognize which of the three stages an individual employee or team are in, they will be better prepared to implement any given required changes or actions (Lewins Change Management Model, n.d.). It is imperative to obtain modern or current knowledge within the organization to create and implement actionable knowledge into the change (Shani, Noumair, & Pasmore, 2013).
If I were to utilize Lewins Change Management Model to assist with the transition of additional role responsibilities, I would spend more time on the first stage of the model, unfreeze. I believe the company went a bit too quickly through this stage, almost as if they believed that if we didn’t dwell on anyone’s insecurities or fears of the new responsibility then it would not exist. Since people’s barriers to this change were not broken down but rather brushed over, there are still many people stuck in this stage. Specifically, I would create and deliver a message to explain why this change has to occur and what benefit it will bring to our organization. Currently, many people still believe that this is just another added role responsibility instead of understanding the greater picture.
References
Lewins Change Management Model. (n.d.). Retrieved February 19, 2019, from https://www.mindtools.com/pages/article/newPPM_94.htm (Links to an external site.)Links to an external site.
Shani, A. B., Noumair, D. A., Pasmore, W. A., & Woodman, R. (2013). Research in Organizational Change and Development. United Kingdom: Emerald Group Publishing Limited. Retrieved from http://search.ebscohost.com.csuglobal.idm.oclc.org/login.aspx?direct=true&db=nlebk&AN=549276&site=ehost-live
Require:
Please response to above peer’s post with half or one page comment or response with one or two reference citing.