I’m studying for my Business class and need an explanation. 10 slides and the team charter template filled YOU ARE DOING ASSIGNMENT 2- INSTRUCTIONS IN THE PDF READ THROUGH THE DETAILED INSTRUCTIONS SO THAT YOU DO THE RIGHT THING.. THE MAIN ASSIGNMENT N

JWI 556: Leading Change by Putting People First

Assignment 2

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556 Assignment 2 (1196) Page 1 of 7

Assignment 2: Group Project, Leading Change in HR Teams

Due: Sunday, Midnight of Week 6 (25% of total course grade)

Background

You are now at the midway point of the final course in the HR concentration of your MBA. In previous

courses, you explored how to attract and retain the top talent (JWI521) and what it takes for HR leaders

to earn a seat at the table (JWI522). Throughout your JWMI journey, you have had opportunities to learn

practices that are critical to building a winning organization. You’re probably bursting with great ideas that

you are anxious to put to work. Hopefully, you have been doing that already in keeping with our “learn it

today, apply it tomorrow” focus.

As you are seeing in this course, large-scale change initiatives take time. They need to be well thought

out, and they need concrete plans – like Kotter’s 8-Step Model – to provide structure and accountability in

order to make the change successful. The group project for this assignment will help you gain insight into

how this applies to leading change in HR teams.

Project Overview

 Your instructor will assign you to a group by the beginning of Week 2.

 There is a Team Workspace set up in in Blackboard for each group to exchange materials and

post to the group discussions. The link is located in the main course menu on the left-hand side

of Blackboard. You will find instructions for accessing this in the assignment model in the course.

 You will first read the Change Initiatives in HR Leadership and Talent Development document

on your own, and choose a change Initiative you find to be the most interesting/compelling. Then:

o Discuss this idea with your team and colleagues at work to gauge their reactions

o Post your completed Change Initiatives in HR Leadership and Talent Development

Template by in the Group Workspace by Sunday, midnight of Week 3

 Your group will then discuss the templates submitted by each member, decide on a team focus

area for the project, and submit a Team Charter identifying your focus areas and agreed-upon

work process by Week 4

 During Weeks 5 and 6 your team will draft, review discuss and edit the components of the project.

 The final submission is a PowerPoint Presentation created by the group applying Kotter’s

change model to the selected change initiative. This is due by Sunday, midnight of Week 6 and

will be assigned a single grade for all group members.

JWI 556: Leading Change by Putting People First

Assignment 2

© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This course guide is subject to change based on the needs of the class.

556 Assignment 2 (1196) Page 2 of 7

Detailed Instructions

1. Prior to your discussions with your group, review the “Change Initiatives in HR Leadership and

Talent Development” document posted in the assignment module in Blackboard. These ideas and

initiatives are taken from current and previous course readings, so they should all be familiar to

you. However, you may want to go back to the sources to remind yourself of the context and

rationale presented by the authors.

2. Select your favorite Change Initiative based on the following criteria:

a. The idea genuinely excites you.

b. It would have a significant positive impact within your team and within your organization if

it could be implemented.

c. There is a realistic opportunity for your team to lead the way in getting this practice off the

ground.

3. Each member will gather data to validate their selection using the “Change Initiatives in HR

Leadership and Talent Development Template” posted in the assignment module in Blackboard.

a. Get feedback from your own team at work or another group of professional associates.

b. Using the template, summarize the feedback as well as industry and economic factors

that could impact the change initiative.

c. Each member will post their completed “Change Initiatives in HR Leadership and

Talent Development Template” in the Group Workspace by Sunday, midnight of

Week 3.

4. Over the next week, discuss your selected Change Initiative with your group.

a. It’s up to your group to decide how to coordinate communication. You may:

i. Use a virtual meeting tool such as WebEx, Zoom, GoToMeeting, Google

Hangout, etc.

ii. Share documents and/or videos via email or through the Team Workspace set up

in Blackboard.

iii. Schedule conference calls.

b. In the group discussions, explain how your chosen Change Initiative would have a

positive impact on your company and industry. Address the evidence you gathered in #3

supporting your position. Present your professional assessment of why this practice is

worth pursuing.

c. Respond to your teammates’ positions by addressing where you have consensus and

where you don’t. Debate, explore, learn from each other, and have fun.

d. As your team engages in discussion, make sure you consider how the insights and

models about the psychology of change covered in the course and used in your first

assignment should be leveraged to support a positive outcome.

JWI 556: Leading Change by Putting People First

Assignment 2

© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This course guide is subject to change based on the needs of the class.

556 Assignment 2 (1196) Page 3 of 7

5. As a group, and leveraging the team feedback and data you have shared, narrow the field of

initiatives down to one focus area for the Group Project. Take note of the following:

a. It may be based on a single idea, or it may be a combination of several ideas that work

together as one initiative.

b. It must be non-trivial. In other words, it must be significant enough to warrant the effort to

make the change, and it must have the potential to drive larger enterprise-wide change.

c. The focus must be chosen by group consensus.

d. You must describe a change that can be driven within your immediate teams.

6. Carefully read the instructions for Applying Kotter’s Model to HR Change (below).

a. Discuss these with your group to make sure that everyone is clear on what is required.

b. If additional guidance is needed on any items, reach out to instructor immediately.

c. Decide, as a group, how the workflow will be organized.

i. Which members will own which components?

ii. How and when will drafts be submitted for group review?

iii. What process will be used to finalize edits and prepare the final deliverable for

submission?

iv. Remember, everyone must contribute to the assignment, and the grade that is

earned will be applied to all members of the group.

7. Select one member of your group to post your TEAM CHARTER by Sunday, midnight of

Week 4. The Team Charter template can be downloaded from the Assignment Module in

Blackboard. In the template:

a. Identify the Change Initiative your group selected.

b. Complete the fields on workflow and ownership for the group project.

8. Over the next two weeks, work with your group to complete the assignment. Your submission

of the POWERPOINT DECK is due by Sunday, midnight of Week 6. You will select one group

member to submit on behalf of the group.

JWI 556: Leading Change by Putting People First

Assignment 2

© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This course guide is subject to change based on the needs of the class.

556 Assignment 2 (1196) Page 4 of 7

Applying Kotter’s Model to HR Change

Working as a group, and leveraging what you have learned about leading change, create an Executive

Level Overview using PowerPoint of your chosen HR Change Initiative leveraging the first six steps of

Kotter’s model as your guide. Your submission must address the following:

1. Establishing a Sense of Urgency

a. What is the current level of urgency around this issue in this team and at your various

workplaces?

b. What is driving the urgency or complacency? Is it a lack of insight into market conditions,

bureaucracy, makeup of the workforce, or something else?

c. What can be done to elevate the sense of urgency? Why do you believe this will be

effective?

2. Creating a Guiding Coalition

a. What groups/roles should be involved? There is no need for specific names of

individuals; just focus on groups, their place in the hierarchy, and what functional areas

they impact.

b. Why did your team select these groups/roles? What influence do these people have?

3. Developing a Vision and Strategy

a. Create a vision statement for the change initiative.

b. Explain the future state.

c. Outline the strategy for how this change would be rolled out.

d. What happens if your teams don’t make the change?

4. Communicating the Change Vision

a. What specific tools will work best in your organization(s) to ensure effective

communication?

b. Why did you identify these?

c. How will communication within your team be different than communication beyond your

team as you roll out your change initiative?

d. Create a RACI map using the template provided to support and explain your

communication plan.

5. Empowering Employees for Broad-Based Action

a. Identify a minimum of three specific actions that will empower your team members to take

action.

b. How will these be initiated and supported?

6. Generating Short-Term Wins

a. What short-term wins are needed to demonstrate your change initiative is working?

b. When will these happen, and how will they be measured?

c. What rewards and celebrations should be part of recognizing these wins?

JWI 556: Leading Change by Putting People First

Assignment 2

© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This course guide is subject to change based on the needs of the class.

556 Assignment 2 (1196) Page 5 of 7

Professional Formatting and Submission Requirements:

 Leverage the benefits of the medium to include colors, graphics, charts, and diagrams to create

an engaging presentation. Don’t just fill the slides with text. Make sure the deck is complete and

can stand on its own to address all the required components of the assignment.

 References must be included and provide appropriate information that enables the reader to

locate the original source. Application and analysis of course materials and resources is

expected, and additional research is welcome.

 Include all data and supporting documents from each group member for step #3, above.

 Include a cover slide containing the title of the assignment, the group members’ names, the

professor’s name, the course title, and the date.

 The suggested length is 10 slides, excluding a cover slide. You may exceed 10 slides, but be

sure that what you include adds value to your submission and is not redundant.

JWI 556: Leading Change by Putting People First

Assignment 2

© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This course guide is subject to change based on the needs of the class.

556 Assignment 2 (1196) Page 6 of 7

Rubric: Assignment 2

25% of Total Course Grade

NOTE: Grade Will Be Evaluated Collectively for the Group

Criteria Unsatisfactory Low Pass Pass High Pass Honors

1. Supporting evidence was gathered, organized, and clearly presented in the Change Initiative Templates

Weight 15%

Supporting evidence and data are missing, incomplete, and/or do not provide a clear and compelling connection to main themes and key ideas.

All group members submitted basic evidence and data. Rudimentary connections to main themes and key ideas are present, but in need of further clarification.

All group members submitted relevant evidence and data, and made good connections to support main themes and key ideas.

All group members delivered very good evidence and data, and made excellent, logical, and clear connections to support main themes and key ideas.

All group members delivered exemplary evidence and data, and made clear and compelling connections to support main themes and key ideas.

Included additional relevant research to add further support.

2. Identification of, and rationale for, focus area and focus area selection process in the Team Charter

Weight: 10%

Does not or unsatisfactorily identifies the change focus area. Rationale for selection is missing or unclear. Missing or unclear synopsis of how group arrived at final selection of focus area.

Identifies the change focus area. Rationale for selection is superficial or unclear. Synopsis of how group arrived at final selection of focus area is satisfactory, but lacks detail.

Identification of the change focus area is clear and logical. Rationale for selection is well-explained and provides sufficient detail to understand the process and the conclusion.

Very good description of, and logic for, the identification and rationale of the change focus area and the process used by the group.

Exemplarily describes the identification and rationale of the change need, the specific focus area, and the process used by the group. Includes additional relevant details on group meetings, discussions, and debates.

3. Develops the change initiative according to the first six (6) stages from Kotter’s eight-stage framework. Demonstrates understanding of change leadership practices and themes.

Weight: 35%

Does not or unsatisfactorily develops the change initiative according to Kotter's framework. Demonstrates minimal under- standing of change leadership practices and themes.

Partially develops the change initiative in at least 4 stages according to Kotter's framework. Demonstrates a basic under- standing of change leadership practices and themes.

Satisfactorily develops the change initiative in at least 5 stages of Kotter's framework. Demonstrates a good under- standing of change leadership practices and themes, but lacks focus on their application to leading change in HR teams.

Thoroughly develops the change initiative in all 6 of the required stages of Kotter's framework. Demonstrates a deep under- standing of change leadership practices and themes and their application to leading change in HR teams.

Meets all criteria of HP, plus includes additional relevant insights and supports to connect the HR team change to a larger divisional or company-wide change.

JWI 556: Leading Change by Putting People First

Assignment 2

© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This course guide is subject to change based on the needs of the class.

556 Assignment 2 (1196) Page 7 of 7

25% of Total Course Grade

NOTE: Grade Will Be Evaluated Collectively for the Group

Criteria Unsatisfactory Low Pass Pass High Pass Honors

4. Addresses best practices, key actions, and open issues that are critical in keeping a “people first” focus during the change initiative.

Weight: 30%

Does not or unsatisfactorily addresses critical actions and issues in 3 or more of Kotter’s stages.

Does maintain a “people first” focus

Addresses critical actions and issues in at least 4 of Kotter’s stages.

“People first” focus is present, but unclearly developed or poorly connected to the HR change focus

Addresses critical actions and issues in at least 5 of Kotter’s stages.

“People first” focus is present and connected to the HR change focus

Addresses critical actions and issues in all 6 of the required stages of Kotter’s framework.

“People first” focus is well- developed and with a clear and direct connection to the HR change focus.

Meets all criteria of HP, plus includes additional relevant research, tools, and insights to elevate the role of HR as a change leader.

5. The submitted work PPT is a team effort and is professionally formatted, includes in-text citations, references, and is free from grammatical errors.

Weight: 10%

Unsatisfactorily formatted. May not include cover slide and headings, and/or lacks professional layout, font, or spacing.

References are not consistently cited in text, and/or not included in a manner that enables the reader to quickly identify sources.

There are mechanical and/or usage errors.

Meets minimum formatting requirements. May not include a cover slide and/or lacks professional layout, font, or spacing.

References are not consistently cited in text or not included in a manner that enables the reader to quickly identify sources.

There are some mechanical or usage errors.

Satisfactorily formatted. Includes a cover slide and headings, but may have minor font and layout issues.

References may not be consistently cited in text, or may not be included in a manner that enables the reader to quickly identify sources.

There may be minor mechanical or usage errors.

Professionally formatted. Includes a cover slide and headings, and is free from font and layout issues.

All references are consistently cited in text, and are included in a manner that enables the reader to quickly identify sources.

There are no mechanical or usage errors.

Exceptionally well- formatted. Highly professional in look and easy to quickly locate information. Includes a cover slide, headings, professional font, and layout. All references are consistently cited in the text, and are included in a manner that enables the reader to quickly identify sources.

There are no mechanical or usage errors.