Change management paper

Stouten, J., Rousseau, D. M., & de Cremer, D. (2018). Successful organizational change: Integrating the management practice and scholarly literatures. The Academy of Management Annals, 12(2), 752-788.

Their model integrates prescriptive, practitioner models of organizational change with research based information about organizational change. They identify stages of change that have empirical support.

I. Get Facts Regarding the Nature of the Problem(s) — Diagnosis Step #1

A. Information from multiple stakeholders about need for change.

B. Information from multiple stakeholders about preexisting conditions or constraints that limit implementation.

II. Assess and Address the Organization’ s Readiness for Change — Diagnosis Step #2

A. Prior history change successes and failures.

B. Current stress among employees

C. Capability of current management to lead and implement change.

III. Implement Evidence-Based Change Interventions

A. Ideas from insiders and outsiders about plausible solutions.

B. Solicit ideas from current employees

C. Scientific evidence.

IV. Develop Effective Change Leadership Throughout the Organization

A. Top and bottom leaders

B. Skill development.

V. Develop and Communicate a Compelling Change Vision

A. Vision must be compelling to stakeholders.

B. Should be tied to broad goals.

C. Communicate vision through multiple channels

D. Communicating urgency does NOT work.

VI. Work with Social Networks and Tap Their Influence

A. Network ties are more important than change agent personal skills

B. Activate cohesive teams.

VII. Use Enabling Practices to Support Implementation

A. Goal setting at individual, unit and organizational levels. Must be consistent.

B. Learning. Create psychologically safe climates.

C. Employee participation.

D. Fairness and justice. Procedural justice is key.

E. Transitional structures. Task forces.

VIII. Promote Micro-Processes and Experimentation. Small trials and interventions.

IX. Assess Change Progress and Outcomes over Time. Reliable metrics from stakeholders.

X. Institutionalize the Change to Sustain Its Effectiveness. Integrate the change into institutional structures and practices.

Key ideas:

1. Involve and align multiple stakeholders.

2. Change may take time.

Problems:

1. The model is general rather than specific.

2. Research is focused on the individual steps but not on the total process.

3. Research does not address many important issues.