You will utilize your change model for this assignment. Review the feedback submitted by your instructor on your previous change model assignment. Make any changes or modifications necessary for the submission of this assignment.Evaluate the performance of your organization or department. Identify an area that would significantly benefit from initiating a change. Write a paper (1,500-1,750 words) in which you describe the particular area you propose to address through a change initiative. Include the following for your company:
- Discuss the issues in this area and the current outcomes as a result of the issues.
- Describe the external and/or internal driving forces, contributing issues, and the people affected.
- Evaluate the stakeholders involved and discuss how they will be affected by your change initiative.
- Clarify your role and responsibility as a change leader. Discuss the leadership theory (or theories) you will use to guide the change process.
- Discuss the change agents you need to recruit in order to successfully implement your change. Describe the roles of these change agents.
- Utilize your change model to develop strategies: (a) Explain the relevance of this model to your organization; and (b) Present the strategic aspects using your model. Be sure to clearly define the purpose of each aspect, the people involved, and the actions that need to be taken.
- Identify, or predict, the potential barriers to change. Discuss possible ways to overcome these obstacles, including methods for dealing with emerging or unforeseen circumstances that could impede implementation.
- Describe the evaluation methods you will use to determine the level of success of your change initiative. Discuss what metrics or measureable determinates you will use.
- Propose strategies to anchor change or support continuous change.
- Establish how your change plan supports the organizational mission/goal, genuinely addresses stakeholder concerns, and will serve as an equitable contribution for the community or society overall.
Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.You are required to submit this assignment to LopesWrite. Refer to the
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Hi Class,
For this assignment, you HAVE to follow APA 7th Edition Style. If you do not have the book, I suggest getting the APA 7th Edition manual. Additionally, please follow attention-to-detail to the assignment instructions. Many students get deducted points on their paper because of not following instructions. Common mistakes include forming paper in the first-person versus third person (No “you” “I” “Me” “Our”) should be “the author of this paper,” The paper’s author,” etc. etc. Also, make sure you follow the example paper as closely as possible.
Also, remember, this has to be a NEW PAPER. You are not modifying or copy/pasting any previous work. This will result in a failing grade.
Change Model
Student’s Name
Institutional Affiliation
Date
The Global 8-steps Change Model
The Global 8 steps change model was developed after a survey of several change models that have been put in place by different organizations.
The model focuses on how people are to experience change and in cooperate it to facilitate the desired change in the organization.
The 8-steps articulated in change will facilitate the implementation of the strategic process.
This will helps the organization to integrate and respond to the forces that will hinder the change.
The Global 8-steps Change Model
The model consists of the following 8 steps
Creating the urgency
Build awareness
Form the vision
Get everyone to desire for change
Facilitate knowledge
Removing barriers
Boosts people ability
Reinforce the change
The Global 8-steps Change Model
The steps of the ‘The Global 8-steps Change Model’ should follow one another in the order provided in the infographic.
When the steps have reached the end and the change has not been successful incorporated to the organization, the steps are to be repeated.
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Create urgency
Build awareness
Form vision
Get everyone to desire for change
Facilitate knowledge
Remove barriers
Boost peoples ability
Reinforce change
1. Creating the urgency
A sense of urgency for the change in the organization is created.
This helps in motivating the employees and getting them engaged to the various processes for articulating the change.
Having a convincing dialog about what is happening and what the change will do makes the urgency to build and feed itself.
Communication for creating the urgency is created to the employees through various communication techniques. They include meetings, posters, and emails among others.
Here, the potential threats and scenario of what could happen in the future are developed.
Opportunities to be exploited are well examined and honest discussions for convincing the people communicated.
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2. Build awareness
After creating the urgency for change, it is important to communicate it in order to create awareness.
It is more than just announcing the change but providing a concrete explanation of how the change come about and it is of what benefit.
When creating the awareness for change, focus more on the benefits and allow the employees to contribute to the change.
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3. Form the vision
With the ideas and solutions from the change are linked together to form an overall vision that will be easy for people to grasp and remember.
Having a clear vision helps is essential as it facilitates understanding as it gives a summary of what is required.
This is accompanied with the strategies that will be used to execute to the vision.
Vision is developed through forming a short summary of about two sentences that captures the whole change.
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4. Get everyone to desire for change
Leaders are among the core people in the organizations that will aid in fostering for change.
Leaders are the ones who connect with the people that will be affected by the change.
Appropriate leaders are to be selected to ensure they provide proper guidance and support to the people that are to be affected by change.
The desires for change should be greater that the desires for the organization to stay the same
Since employees have understand that their need to be a change does not imply that they want the change. For the change to be executed, they have to desire for it.
When coming up with these desires, it should be at the back of the mind that resistance to change are the major obstacles and they should be dealt with accordingly.
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5. Facilitate knowledge
Knowledge is mainly about training and educating the people involved to the change to prepare them for transition.
Before change is executed, it is important for the organization and the people involved to understand the way in which their responsibilities, processes, skills, and tools will change.
Knowledge building has to be specific since people will be affected individually directly to their responsibilities.
Enough time should be taken to evaluate the skills, duties, and skills that will be changed as a result of change.
This is important as it helps in planning and scheduling for the necessary skills and knowledge development.
Some of the ways to pass knowledge includes mentoring, blog series, meetings, training, and videos.
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6. Removing barriers
Examples of the barriers to be removed is the resistance to changed.
Before change has been made in an organization, barriers are continually checked and removed as people are empowered.
Changed is mirrored to the organization structure, culture, and performance to ensure they are inline with organization’s vision.
For proper removing of the barriers, change leaders are hired or identified in the organization that will play a major role of change delivery.
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7. Boosts people ability
Boosting their ability to change is promoted with ones confidence in the capabilities of making change.
Hands on training is one of the essential aspects that helps in boosting peoples ability as members have a chance of interacting with the change before it has been put in place.
Besides, it helps in identification of the issues that are projected to affect the change and works on them at the early stages.
The ability of the employees can also be boosted through the creating of the short term wins and celebrating each achievement.
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8. Reinforce the change
After the change has been implemented and the people ability boosted, it is important to reinforce it.
This should be backed up with motivations to maintain and build enthusiasm.
When people go back to the old behaviors, correct them in private immediately they have been identified.
Continually, collect all the feedbacks and listen to the employees for the adjustments.
A time frame for the reinforcement has to set to establish if the change is successful or not.
If the change is too slow, the change leaders can accelerate it basing on the resources in the organization.
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Methods to evaluate the need for change
Key Performance Indicators (KPI) (Hristov & Chirico, 2019)
Technical indicator – these includes the high-technological tools that helps in achieving more in terms of the products and services (Meyer, 2020).
Social indicators – this is the working climate that gives a very strong indicator immediately there is the need for change (Meyer, 2020).
Hristov, I., & Chirico, A. (2019). The role of sustainability key performance indicators (KPIs) in implementing sustainable strategies. Sustainability, 11(20), 5742.
The KPI provides clear indication to the need for change as it tracks productivity, efficiency, and growth. A fluctuation in either of the three factors indicates that there is a need for change.
The technical indicators includes improvement in the technological equipment that are used to increase productivity in a certain organization for it to be in the competitive level as other companies.
The social indicators includes the things like demotivation, frustrations, and lack of energy from the employees to perform their normal duties.
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Approaches and criteria for choosing individuals necessary for change initiative and strategies for stakeholder support to overcome resistance
The approaches and criteria for choosing individuals necessary for change initiative are:
Diversity of the knowledge
Responsibility and ownership
Flexibility
Be black and white thinker
The strategies for overcoming resistance to change includes:
Communicating the change in advance
Educating people on the importance of change and how it will be executed.
Setting clear goals
Recognizing change
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Communication, implementation, and sustainability strategies
The communication strategies that will be used are:
Focusing on the change
Listening to all the participants
Training
Using the right tone (Perryer, 2018)
The implementation strategies to be used are:
Planning careful
Create an appropriate roadmap
Being transparent
Communicating in advance
Sustainability Strategies
Establishing the appropriate mindset to the employees and all the people to be involved in the change process
Accepting the failures and recovering from them as fast as possible
Being consistent always.
Celebrating the small bits of achievements.
Sustainability enables us to remain in the change and overcome the barriers. It is to ensure there is sustainability, it is very essential to have a proper mindset and celebrate the wins accomplished.
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Relevance of The Global 8-steps Change Model and How it Will Work With the Organization Culture
The steps in the model skillful turns the members of the organization that are resistance to change to accept the change through transparency, trust, and teamwork.
Employing the goals together, creating a vision, and education the participant on how to deal with the change makes the model to be outstanding among other models for change.
Facilitates change both in individual and organization level.
Conclusion
The Global 8-steps Change Model will led to sustainable change because it tends to identity the barriers for change before the whole process has been implemented.
This helps in providing solutions to the challenges at an early stage.
Besides, it articulate the knowledge to the people for change and motivating them which are among the core aspects for change.
Lastly, it is a combination of more than two models put in one which has increased its effectiveness and efficiencies.
References
Perryer, S. (2018). 20 effective communication strategies for the workplace. Retrieved from: https://www.perkbox.com/uk/resources/blog/20-effective-communication-strategies-for-the-workplace
Meyer, J. (2020). Indicators for the need for change. https://www.nordantech.com/en/blog/transformation/indicators-for-the-need-for-change
