Assignment

Strategies for Change

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Strategies for Change

Significant facts about my organization in relation to change

Implementation of change is necessary and paramount for organizations to remain competitive, vibrant, and successful (You, Kim, & Lim, 2021). However, desired changes are hard to implement, and often, these fundamental shifts fail. In this regard, it is necessary to create a sense of urgency as this will facilitate the implementation of change (Kotter & Cohen, 2012). Being a part of a rather crucial organizational unit, there is a constant need to restructure and redesign our strategies and practices. While most changes are minor, I am often subjected to influence and propose large-scale changes that are not always supported. Besides, such changes often require funding and resources, which are not always available. In this regard, my organization lagged behind competitors, resulting in poor organizational performance and decreased profits.

It is undeniable that many organizations firmly adopt the technology due to its contributions to promoting organizational success. In association with these adverse effects of failing to apply changes, my organization ascertains that it is not technologically disadvantaged. However, digitalizing the organization’s service was not a success, despite being a matter of urgency. The failure of this transformation was linked to untrained employees and the inability of the community to accept the change. Additionally, we are not exploiting all technological discontinuities, which negatively reflects the organization's performance. Regardless, there are a series of opportunities that require the implementation of change, through which the performance and profitability of the organization will be enhanced.

Urgency level regarding the established problems

According to Davis (n.d.), establishing a sense of urgency in relation to change builds support for the shift, facilitating the execution of change. In this sense, the level of urgency shapes the performance of change implementation in consideration of the need to address the issues my organization is facing, the urgency level at a maximum. Since the implementation of change is necessary, it is also imperative to incorporate strategies that will facilitate its (change implementation’s) success. In correlation to this, it is necessary to establish and communicate a high sense of urgency to the employees and the organizational leaders (Kotter & Cohen, 2012), ensuring that they are not complacent and see the need to work on the project related to the proposed changes.

Behaviors supporting the urgency level

The adverse effects of these issues massively supported the heightened urgency of the established problems in line with implementing the change to make the organization’s services digitalized. The most significant behavior is attributed to the fact that the employees were not trained in digital skills. Besides, there was decreased employee morale and motivation, linked to the organization’s shrinking margins and decreased profits and generation of revenue. In correlation to this, the competitive organizational level and performance significantly deteriorated. These outcomes of the attributing issues affect the ability to keep the organization afloat.

Factors creating and/or supporting the defined behavior and the underlying feelings

Various factors and behavior are linked to the maximized urgency level concerning the problems at the organization. For starters, the organizational management tended to use courteous and backchat as a way to motivate employees. In correlation to this, there were a series of false promises that massively contributed to the issues at the organizations. This factor promoted the feeling of deception among the employees. In addition to this, the employees’ needs and concerns were not timely addressed. Despite the proposal of training employees in digital skills, “happy talk” from the management massively contributed to the failure in digitalizing the organization’s services.

Additionally, the organization incorporates practices that are out of touch with today’s competition and market reality. Even though the employees were not trained in digital skills, they were more at ease utilizing the already outdated practices in service delivery. Besides, not every employee supported the idea, resulting in heightened resistance to change (You et al., 2021). Another significant factor that supported the behavior of the employees is linked to the difference in performance across the organizational units in the organization.

Ways to attack the problem of insufficient urgency

Most organizational problems go unresolved due to insufficient urgency, as evident in the problem experienced in my organization. However, various strategies can be incorporated to attack the issues of insufficient urgency. For starters, developing a strategy and effectively communicating the change vision will make significant contributions in establishing a sense of urgency. Another way to effectively and efficiently attack the problem is by motivating relevant stakeholders to take action (Kotter & Cohen, 2012). Through this, the employees will accept the change and go the extra mile to ascertain that they are armored with relevant digital skills to facilitate the implementation of the change. Gathering appropriate sources of external feedback will also be beneficial (Davis, n.d.).

Showing people of the things within the organization

Showing people within the organization will help manage the issue of insufficient urgency. In correlation to this, it is also effective to allow the crisis to escalate, through which people will get a clearer view of the ongoing situation and its outcomes. Besides, it will demonstrate the need to urgently address the established problem. Using performance reports will also facilitate understanding the problem and generate a sense of urgency, ensuring the problem is effectively addressed (Davis, n.d.).

Highlighting the problem

A graphic illustration of the problem will make significant contributions in ascertaining that all staff members are informed of the situation at the organization. Additionally, it will promote a deeper understanding of the problem and enhance the support of the proposed change. Through this, the level of resistance from the employees and organizational leaders will massively reduce (You et al., 2021).

Communicating the situation indirectly

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In consideration of the situation in my organization, I will indirectly distribute relevant data throughout the organization that will support the need for implementing change. It is not always necessary to directly communicate and show people the situation within the organization, mainly if it involves persons of higher positions. Besides, it is significant to shake complacency among the employees as this will enhance urgency (Davis, n.d.).

The significance of a collaborator

Finding a collaborator will ascertain that I have someone who will guide me in addressing the situation. While working with a collaborator might be challenging, it will help limit missteps and repeating already made mistakes. Besides, a collaborator will ascertain that I successfully incorporate effective strategies, and thus, create a sense of urgency.

References

Davis, B. (n.d.). Establishing a Sense of Urgency in Kotter's Model: Definition & Explanation. https://study.com/academy/lesson/establishing-a-sense-of-urgency-in-kotters-model-definition-lesson-quiz.html

Kotter, J.P. & Cohen, D. S. (2012). The Heart of Change: Real-Life Stories of How People Change Their Organizations. Harvard Business Review.

You, J., Kim, J., & Lim, D. H. (2021). Organizational learning and change: Strategic interventions to deal with resistance. In Research Anthology on Digital Transformation, Organizational Change, and the Impact of Remote Work (pp. 723-741). IGI Global.