Benchmark - Change Initiative: Implementation, Evaluation, and Sustainability
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KatriceChangeModel12.pptxChange Initiative: Develop a Change Model
LDR-615
Katrice Bottoms
Grand Canyon University
10/09/2017
Dr. Brisking
Robert Bisking (RB) - Katrice, You did a terrific job on this assignment. Using Lewin’s model is a great way to show your understanding of how to apply it. You addressed all six numbered concepts stated in the instructions. It is very clear that you have a good grasp of the material we have been covering. The references you used did a nice job supporting your work. I look forward to your Week 8 assignment where you will simulate implementing the model for your organization by going through the steps of your model covering all of the requirements in that assignment’s instructions. This was very well done and one of the best in the class! Very nice work! The only points deducted were for late submission.
Agenda
Basics of Change Management
Understanding the Organization
Needs of our Organization.
Change Management Model for our Organization.
Evaluating the need for change
Agenda
Communicating the idea
Engaging the key employees in change process
Confronting the grievances and conflict instead of suppressing.
Refreezing the change.
Basics of Change Management
Lewin’s change management model best defines the way change process works in an organization and all models following this basic agenda with agendas of their own. Lewin’s model describes change with following three factors:
Unfreeze: This step involves analyzing the need for change and need to gain competitive advantage and analyzing the support and resistance within and outside organization (Normandin, B. 2012).
Basics of Change Management
Change: it is the second step of model, which involves taking steps towards change and properly communicating with everyone to eliminate doubts and managing the concerns of stakeholders. (Normandin, B. 2012).
Refreeze: it is the third and final step of Lewin’s model, this step makes sure that change will not revert back to previous position. Resistance to change is identified and properly managed by introducing proper reward scheme (Normandin, B. 2012).
Needs of our Organization
Need a change model to address diversified workforce.
Organization has rich culture which plays fair with customers, supplier, shareholders and employees.
Structure of the organization is relatively flat which speeds up communication and feedback.
Organization seeks to be market leader .
The new model has been designed based on these needs of the organization, the new model combines the three change management models used by organizations today: Lewin’s change management model, Mickinsey’s 7-S framework and Kotter’s 8 step change model.
6
Change Management Model
Identifying the need for change
How change can improve things?
Considering alternatives.
Considering shared values
Change step should align with organizational value.
Can change succeed in such diversified culture?
Identifying the key personnel
Individuals which will play vital role in change process.
Individuals which will come handy in managing resistance.
Change Management Model
Ensuring participation
From top management and stakeholders
From employee unions and relevant supervisors.
Communicating the need for change
Why it is important for survival of organization
How it will make things better for those who are part of organization.
Implementing change
Taking steps towards change.
Keep communicating during change.
Change Management Model
Training of Employees
Assessing training needs of employees.
Properly training employees .
Change Leader
internal
External
Identifying obstacles
Rewarding those who are part of change
Communicating with those who are against the change.
Change Management Model
Analyze change process
What could have been done to make it work better.
Taking steps to address the weakness.
Communicating success
Communicate with shareholders about success to change.
Communicate with employees about success and new opportunities for them.
Refreezing change.
Rewarding key individuals properly.
Addressing any grievances which still exist.
Evaluating the Need for Change
This is the first and most important step, change can go all wrong if decisions are made incorrectly. This step not only includes the need for change but also understanding the organization.
Mckinsey’s 7-s approach may come very handy in understanding the organization (Mindtools.1996-2016).
Everyone from top management should give input on need for change and in analyzing the available alternatives (Mindtools.1996-2016).
Communicating the idea
Communication is one of the most important step of change process for the organization because culture is diverse and structure is flat. Communications helps in removing obstacles and misunderstandings which may revert the whole process.
Communication will start with start of the change process.
Communicating the idea
Communication will be carried on with key employees who can play vital role including those from worker union.
Communication will continue during the process of change and all questions will be answered to avoid any conflicts.
Communication will continue even after the change process to ensure refreezing step.
Engaging the key employees in change process
Engaging key personnel and getting their support is also very tricky step, change can also go wrong on base of racial dispute, so individuals representing all races should be included in this step and change leader should be chosen carefully which represents views of everyone and deeply understands organizational values and culture (Kotter International, n.d.).
Confronting the grievances and conflict instead of suppressing.
Change simply cannot persist if a group of individuals or a department are against it and they are not properly communicated with. Grievances and obstacles should not be confronted with aggression and suppression.
Obstacles should be identified during whole change process.
Communication will play key role on this step.
Refreezing the change.
Once all steps of change are completed and organization is working in a new way, refreezing step must be taken to ensure that organization don’t take a step backwards.
New job descriptions must be introduced to clear the new ways.
Deep grievances must be dig into and worked on to clear the air.
Refreezing the change.
Training must be provided to those who need it to achieve organizational goals and to boost morale of employees.
References
Normandin, B. (2012). Three Types of Change Management Models. Retrieved October 08,2017 from: http://quickbase.intuit.com/blog/three-types-of-change-management-models
Mindtools. (1996-2016). The McKinsey 7-S Framework. Retrieved October 7, 2017 from: https://www.mindtools.com/pages/article/newSTR_91.htm
Kotter International, (n.d.). Kotter’s 8-Step Process for Leading Change. Retrieved October 6, 2017 from: http://www.kotterinternational.com/the-8-step-process-for-leading-change/
Kotter, J. P., & Cohen, D. S. (2002). The Heart of Change:Real-Life Stories of How People Change Their Organizations. Harvard Business Review Press. Boston, MA
