9-1: Change Management Plan
Marques Pedescleaux
MBA 687: Leading Organizational Change
Professor Gary Hanney
KEY STAKEHOLDERS
The involvement of key stakeholders is vital to the success of any change management
initiative. In addition to possessing a heightened level of interest in the company, they also wield
authority over its entirety (Browning et al., 2018). Consequently, following a thorough
evaluation of the Leaders' Self-Evaluations, the Vice President (VP) and the Sales Manager from
the Singapore headquarters and the U.S. branch will be designated as our critical stakeholders for
the change process. The vice president was chosen on the basis of their familiarity with the board
of directors, which will facilitate the acquisition of senior management support, which is critical
for a successful change. In addition to years of experience and the capacity to concentrate on the
purpose and mission of the company, the vice president possesses strong leadership abilities. The
sales manager was appointed based on the "first-time" achievements they attained, which
demonstrated their adaptability, desire for change, and capacity to guide others through the
process of change. Additionally, the sales manager demonstrates a profound commitment to
enhancing the organization's cross-cultural protocols. This is critical, as it directly affects the
success rate of the U.S. branch and Singaporean headquarters. Failure to do so may result in
failure or disappointment attributable to cultural misunderstandings. Additionally, the vice
president and sales manager were evaluated in the following areas: leadership, communication,
visioning, strategic thinking, and change management.
Stakeholders’ Role Significance
The stakeholders are tasked with the obligations of establishing and providing
support for the change. These activities consist of obtaining departmental buy-in, acceptance, and
support for the change. Obtaining support and agreement from all members of the organization is
vital for the change management process to be successful, as it acts as the "binding agent that ties
all project components together and guarantees the implementation of the change" (May, 2016).
Individuals frequently require some time to embrace the change and gain buy-in, but early and
consistent communication can significantly reduce this concern. The process of gaining
acceptability begins with the stakeholder embracing and accepting the change; for them to
effectively inspire others to do the same, they must sincerely believe in it. After stakeholders
have comprehended and acclimated to the change process, they will be able to encourage others
to do the same via frequent and punctual communication. Employee acceptance can increase by
encouraging feedback and providing a clear comprehension of the value, purpose, and
progression of the change process (Bhasin, 2018). The failure of individuals to embrace or
implement these novel systems or processes results in minimal value generation and renders the
change process flawed. Facilitating cross-departmental support for change is a crucial
undertaking for our stakeholders, as it fosters cohesion and guarantees that all individuals are
aligned. Support can be offered by stakeholders by establishing a unified language throughout
these departments. This would enable all individuals to comprehend the importance of the
change process, the necessary adjustments, and the reasons why their respective roles are
significant (Newman, 2022). Facilitating interdepartmental support enables stakeholders to gain
insight into the specific requirements of each department, thereby furnishing vital data for the
change management procedure. By assessing the condition of each department, an organization
can ascertain its current stage in the change management process, ascertain the readiness of the
organization to proceed to the subsequent phase, and obtain insights regarding essential
modifications to the change process (Heathfield, 2019).
Every stakeholder canAincrease the chances of success for change initiatives by accepting
the roles of opinion leaders, connectors, counselors, and journalists. Opinion leaders are
individuals who occupy a position of authority and possess a comprehensive understanding of
the organization. This is because their knowledge offers pertinent evidence for critical
assessments. Furthermore, these individuals are frequently regarded as reliable sources of
information and possess the capacity to motivate or influence behavior in a way that is essential
for change initiatives. Connectors and counselors aid employees during the change process by
facilitating the development of objectives, fostering relationships, and moderating expectations
(Lawson & Price, 2021). By offering support and direction to employees throughout the entire
process, one can not only enhance their motivation but also cultivate their engagement and
acceptance of change. In conclusion, journalists are inquisitive individuals who inquire about
matters, conduct thorough research to obtain background information, foster trust and
transparency, and maintain plain communication throughout the change process. By adopting the
approach of a journalist in managing the message of change, one can effectively portray the
change process and reveal any barriers or hindrances that may exist. This, in turn, facilitates a
more seamless transition for both employees and stakeholders.
STRATEGIC GOALS
When establishingAsuitable strategic objectives for our organization, it is essential to give
careful consideration to theAmission, vision, and strategic goals (MVS). The strategic objectives
that were chosen based has to do withAtheir congruence with the organization's objectives
are:Adeveloping talent,Aself-paced learning,Aand internalAgrowth. Prioritizing growth requires
endorsing and facilitating the endeavors of US-based officeAto establish, maintain, and grow their
operations, which includes a well-coordinated organizational structure and transparent
&Aefficient communication. Talent and learning incorporateArecruiting top-tier personnel,
facilitating managers' allocation of additional resources to employees' fundamental capabilities,
and ensuring both staff and stakeholders have consistent access to the consistent flowAof
information. To guarantee equilibrium, those in authority must establish aAframework that
harmonizes the short-term goals of their employees with the objective’sAorganization.
The sense of unity in the workplace is achieved via initiative-taking planning, transparent
communication, and astute administration.AAnother organizational strategic objective that is in
line with our change management strategy is talent and learning. This target emphasizes the
recruitment of fresh talent, the growth and improvement of current staff, and the promotion of a
positive work atmosphere. The following can be achieved by establishing a learning culture
within our organization; byAdoing thisAfosters creativity and higher productivity, but also proves
that our personnel are valuable investments.AAdditionally, ongoing education contributes
significantly to the achievement of the organization's strategic objectives by reducing employee
attrition. Investing in our workforce is of the utmost importance, as it has the potential to produce
future leaders of distinction who possess unparalleled organizational knowledge and can guide
our company to success.AEmerging trends that may have an impact on U.S. branch employees
include abundant career advancement opportunities and a culture that prioritizes people. Present-
day employees consistently strive for both professional and personal growth within their
organizations, seeking opportunities to gain experience, advance, and develop (Pathak, 2024).
Hence, our organization must prioritize offeringAopportunities for learning and development, but
also publicly acknowledge employees for stellar service,Aand promote from within.AIn addition,
employees "experience a sense of support while performing valuable work" in a people-first
culture (Bowler, 2022). Staff aim to be employed by an organization that demonstrates concern
for its workforce, offers transparency and clarity, encourages balance and flexibility, and
empowers workers to assume responsibility for their tasks. Given the substantial advantages that
these trends offer to both the organization and the employee, our organization must integrate
them into the change management strategy.
IMPROVEMENT OF SYSTEMS
Enhancing ourAinternalAsystems will additionally guarantee the implementation of
enduring and effective behavioral modifications in both offices. It is immediately apparent from
an analysis of the exit interviews that our organization's communication requires refinement. The
establishment of effective communication channels between leadership and employees is a
critical element of any team, as it fosters understanding and cooperation. Using sharing
information in a transparent, honest, consistent, and dependable manner, open communication
can enhance our organizational system. Establishing trust among employees, supervisors, and
senior leaders through transparent dialog can additionally influence the behavioral modification
of personnel at the U.S. branch (Willard, 2021). Employees exhibit greater morale and dedication
when they have faith in management, this willAlead toAenhanced efficiency and effectiveness.
ENHANCING STRATEGIES FOR TEAM COLLABORATION
The twoApotential approaches to improve team collaboration are the implementation of a
circular organizational structure and the facilitation of open communication. Based on the
findings from the Exit Interviews and Leaders Self-Evaluations, the organizational dysfunction
stems from a communication deficit that affects the employees who expressed their
dissatisfaction with the organization's hierarchical structure, which failed to adequately address
their feedback. The lack of collaboration between team members in both locations can also be
attributed to this hierarchical structure; U.S. employees were required to communicate through
the Singapore team's administration rather than at the team level. As previously stated, open
communication enables the transmission of messages that are trustworthy, consistent, and
transparent. In addition to streamlining communication, circular organizational structures
facilitate the exchange of information, which fosters the development of fluid relationships. By
integrating these two communication strategies, not only will communication and team
collaboration be enhanced, but individual performers will also be equipped with the resources
required to improve team collaboration. Through socialization, individual performers can
develop into team members and enhance collaboration within the team. Socializing with
colleagues beyond the workplace can foster greater interdependence, as well as improve
communication and collaboration within the team. The employees' lack of confidence in their
supervisors stems from the inconsistent and inadequate communication that has occurred.
Employee morale and trust decline, respectively, when leaders fail to motivate and communicate
with their staff; "effective leader communication is a critical factor in fostering high employee
engagement" (Rhodes, 2016). To restore confidence among our personnel and their superiors, we
must modify our leadership conduct. In addition to fostering transparent communication, our
leaders will be tasked with resolving conflicts, delivering impartial evaluations, and
administering incentives for accomplishments. These qualities of leadership have the potential to
transform our present leaders into proficient individuals who boost morale and establish
confidence.
CHANGE MANAGEMENT MODEL
The ADKAR change management model is the most suitable change management
framework for the U.S. branch.AThe ADKAR model is an outcome-oriented change management
approach grounded in evidence. It comprises five distinct milestones that must be achieved by an
individual, group, or organization to ensure a successful transition. As a result of our
organization's diversity, this model will be implemented to rectify any communication issues and
comprehend change at the individual level. By gaining comprehension of people within these
various groups, one can gain insight into how each person evolves, thereby mitigating the
likelihood of conflicts arising. This assists the people in preparingAfor change but also helpsAour
company in identifying its unique requirements (Williams, 2019). The ADKAR model
additionally establishes a lucid and uncomplicated language for all personnel, spanning all
organizational tiers; this is precisely what our employee engagement surveys advise. This
facilitates the organization in the process of clarifying and articulating the nature of the change,
optimizes dialogues, and enables efficient and effective discussion of the change.
STEPS OF IMPLEMENTATION
The ADKAR model specifies the procedures required for launching the change management
model at the U.S. branch. "Being cognizant of the need for change, willingness to support the
change, understanding as to how to change, capability to show the new skills and behaviors
required for the change, reinforcement to sustain the change" are the components of these five
milestones. As stated by (Wong et al, 2019). To eliminate and reduce any obstacles that may arise
during the change management process, transparent communication will be employed. As
inadequate communication represents the most frequently encountered obstacle to change,
preventing and surmounting obstacles within an organization is contingent upon the maintenance
of successful communication throughout the process as a whole (Greeno, n.d.). Additionally,
open dialogue fosters trust and confidence between management and staff, thereby establishing
rapport that can facilitate the timely identification of obstacles. Strategy formulation, leadership
development, support building, and information sharing are the approaches taken to manage the
effects of planned and unanticipated changes, as well as any unforeseen circumstances.
Effective leadership training will facilitate the management of change by endowing
leaders with the necessary abilities to mentor and comprehend their subordinates, thereby
fostering team cohesion and inspiring the best in all individuals amidst challenging
circumstances. Change management training and support building enhances organizational
commitment and team spirit, thereby contributing to the development of resilience; employee
support is crucial for navigating both anticipated and unanticipated changes. Information sharing
improves change preparedness because it enables employees to better comprehend the change,
thereby facilitating the management of any potential contingencies. Finally, by developing a
strategy with our staff, we will establish a vision that inspires them to adapt to any change,
whether anticipated or unanticipated.
To achieve success in change implementation, two key milestones must be met: the
operationalization of the circular organizational structure and the execution of the open
communication strategy. According to the findings of the Exit Interviews and Employees Survey,
communication emerges as the primary concern within our organization, leading to a decline in
employee morale and a subsequent surge in turnover rates. By attaining these two objectives, not
only will effective communication be ensured across the U.S. branch and Singaporean
headquarters, but a solid groundwork will also be established for a streamlined change
management procedure (Grossman, 2023). Employee surveys will be conducted by our
organization during the implementation phase to assess the effectiveness of our strategy. These
surveys remain anonymous, and our all leaders notify them of any modifications during the
change initiative. The focal point of this change management process is our workforce, given
their frontline status and their status as the most reliable source of information regarding change.
Indeed, our personnel constitute the most valuable asset in which to invest.
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