Response to discussion quesitons

The one change in an organization that I was involved in that stands out to my is when the Navy switched to a cammo uniform.  This was introduced to the mass ranks first in a Navy Times article.  The Navy tested several different designs of the uniform before settling on one.  This stage is what the text referred to as the Unfreeze step of the change process.  The Navy introduced the uniform into the ranks by starting with the sailors that went through boot camp.  After those sailors had made it to the fleet, the response was widely positive, and that is what the text refers to as the Change step inthe change process.  Once the Navy had staged the implementation of the new uniform into the fleet, a Naval Message was sent out giving a deadline for all hands to have the uniform.  The uniform was called the Navy Working Uniform, and the message gave instructions on how to properly wear it, and what type of boots should be worn with it as well.  This stage is what the text refers to as the Refreeze stage of the change process. 

This change was a foreign concept in the sense that the higher ranking personnel had to depend on the lower ranking enlisted for guidance on first hand knowledge of the wear and care of the uniform.  I am not a huge supporter of all the decisions that the Navy makes, but I feel that they nailed the change introduction with this one.  Looking back at it after reading this chapter it is quite impressive that an organization as big as the Navy could have the foresight to take this approach to such a huge change.  In the text it says that "Instead of trying to get everyone on board at the same time, it may be more useful to convince and prepare the opinion leaders."  In my experience, the airmen and such are the most opinionated and have the loudest voice of all, so one again, this was a perfect plan by the Navy for best results on buy in from the ranks. 

In the text it also stated that "Studies show that employees who participate in planning change efforts tend to have more positive opinions about the change."  This was done by letting the sailors try out the different styles and chose the one that got the best ratings from the testers.  Another way that the Navy nailed it on this one, according to the text, is by going for small wins.  The text states"During a change effort, if the organization can create a history of small wins, change acceptance will be more likely."  The roll out of the NWU uniform started in boot camp, then it went in regions of the world.  Each step along the way word got out about how amazing the new uniform was and excitement was growing with each stage of the implementation. 

I am not sure that the Navy did anything poorly with this scenerio, with the exception of maybe taking too long with the roll out.  The entire process took a couple of years.  I think that had it been a more rapid implementation, then it may have been even smoother, but at the same time, it is my opnion that with the delayed stages of implementation came anticipation and excitement.