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  • Bachevinder Singh A/L Param Singh @ Bob

    Member
    November 12, 2021 at 12:18 am

    In the scenario given, as a Lead Consultant a proper change management should be chosen. To implement the organizational change, I would recommend Kotter’s Eight steps model for leading change (Kotter’s change management theory).

    Kotter’s divided his change management theory into 8 steps. First, we need to create the climate for change whereby we need to create sense of urgency, form a powerful guiding team, and create a vision for change. Assess any threats that may be arise in near or future and why change is required. Create a sense of urgency environment by seeking support from stakeholders, customers, and managers by explaining to them on all the potential threats that may be arise. This can be done by explaining to them the reason why these changes must take place. Survey/Questionnaires will be distributed to all employees so that they are aware on the changes. We also need to build up a team with leaders of various skills and departments that consists of all level of management from different department. This is the team that will implement the change and on the same time create a vision and the vision of the changes should be explained to all levels of employee in the organization so that they are aware on what the organization want to achieve in this change and how things should be in the future.

    Next stage will be engaging and enabling the organization. Under this circumstances, we need to communicate the vision for change with everyone who involve in this change management (include employee) so that they know what their role in the change management is. Here, the Finance and HR team need to understand the centralization of that both department as there will be not any job loss but increased specialization and responsibility but only involve breaks up of existing teams, reform new teams and also new reporting manager. This step is very important as some of the employee with get the vision wrong, thus those members in the change management team should explain and motivate the employee effectively and highlight why the changes are necessary for the organization. We also need to remove obstacles whereby all the obstacles should be monitored closely. Identify all those resistant to change and work against those resistant. Rewards and recognition also can be given for those who supports the change management to achieve the organization vision. Next, create short terms wins are important as we need to identify the short-term goals that are not very costly and do not require any approval from anyone who are not satisfied with the change management. This will provide proof to the employee that all their efforts are working which they will feel satisfied.

    The final stage is implementing and sustaining for change. Here includes build on the changes and apply the changes in corporate culture. All the changes that have been implemented need to be analyzed so that it can be improved from time to time. Once it has been analyzed, then we can start to implement the changes into the company culture. The changes need to be announced officially to all level in the organization. The strategy of de-centralization of product department will create the flexibility. This centralization of Finance and HR will bring benefit to both employers and employee.