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How can I add to strategic goal: Consider including change…
How can I add to strategic goal: Consider including change implementation steps that will inspire customer confidence. Put yourself in the shoes of the customerwhat will they like to see in terms of change events?
An overview
It is the organization’s primary objective to align its goals with its change initiatives and take steps to implement them. The report contains the change management plan and a description of the processes and procedures for requesting organizational changes. It discusses stakeholders’ roles in implementing change and identifies their needs.
Identifying Key Stakeholders and Improving Change Initiatives
According to the stakeholder analysis, several key stakeholders play a crucial role in driving change. A connector and an opinion leader are among them. Risk-averse and problem-solving are characteristics that portray opinion leaders. Strategizing through careful planning, they approve and implement the change process. As technology and methods progress, they adapt to the changes around them, accelerating diffusion (Lewis, Kouzes, & Posner, 2021). Employees and external stakeholders receive information from senior management through connectors. In particular, they are ideal for conveying a vision of change and its implementation details (Lewis, Kouzes, & Posner, 2021). The group includes the management team and information collected through employee engagement surveys. It has been proven that trust between employees and managers is essential for building trust between them.
A vice president plays a crucial role in the process of change. A vice president’s input, influence, commitment, and acceptance determine the parameters of a change. His approach to change management is based on leadership, ethical practice, and strategic thinking. The U.S. branch’s organizational culture must be implemented to improve change initiatives, which means communicating with employees and sympathizing with them. By examining this aspect, he will gain a deeper understanding of himself. Inclusivity is a critical factor in achieving higher levels of productivity. It is uncomfortable for American employees not to be valued and supported equally. When V.P.s embrace the company culture, they can integrate different perspectives, provide mentorship opportunities, and eliminate bias in compensation and promotions. Establishing a communication plan is crucial for employees to see how their input contributes to the initiative’s success. Trust will be built, and employees will be encouraged to adopt an adaptive mindset.
The leadership team brings stakeholders together by gathering feedback and giving feedback on change initiatives. With middle managers’ trust, they can contribute to the initiative’s success by applying networking, influencing, communicating, and aligning skills. They can help change an employee’s perspective from a restrictive perspective to a desirable one. Middle management can help make a culture of applied thinking by creating ownership and accountability. This will allow employees to realize the project’s benefits while ensuring the vision and mission of the organization are maintained.
Strategic Goals
The objective of a change management plan is to manage the change process. The aim is to reduce the impact of change on all stakeholders. Strategic alignment is crucial to its effectiveness (Hashim, 2013). The Singaporean headquarters and the U.S. branch have set five-year strategic goals for securing talent and facilitating learning. A primary goal is to acquire new customers in the U.S. through more effective marketing and visibility efforts (MBA 687: VISION, 2022). The organization’s vision, mission, and values focus on its employees. The strategy builds employee unity through appropriate recognition, communication, and training. By achieving this, we will allow our employees to be innovative and provide superior customer service. The change management plan fills a gap in the U.S. branch and management team. As part of the change management strategy, the company identifies problems with voluntary employee turnover of 70%, and the company outlines strategies to improve employee morale, communication, and work-life balance. The U.S. branch will be able to retain top talent and improve productivity through training and career development. Motivated employees perform above and beyond expectations, resulting in customer engagement and support. Change is best implemented and motivated by a capable, well-rounded leader. The Leaders’ Self-Evaluation identified communication, collaboration, and delegation of responsibilities as areas for improvement. As a result, individual and team efforts will be encouraged through communication and collaboration to promote organizational strategic alignment. Leadership should take into account developing trends that have the potential to impact employees of the U.S. branch. Several trends are identified, including aligning corporate culture with employee values and creating adulate and more flexible organizational structures.
Enhancements to Organizational Systems
Based on the exit interviews, the organization’s systems and processes need improvement, especially training and development, career advancement opportunities, relationship management, inconsistencies in operating procedures, top-down management methods, and a lack of feedback and communication.
Continuous learning promotes an employee’s commitment to growth and advancement (Editorial, 2018). This helps employees remain motivated and confident in their roles. It also offers career enhancement opportunities that can reduce burnout and increase self-esteem. Leaders and employees who cultivate a nurturing relationship create a perception of organizational support where employees feel that the organization values their contribution. As a result, trust is built, loyalty is rewarded, and high performance is encouraged. Implementing a culturally appropriate operating standard for the United States will help employees cooperate and change their attitudes toward apathy. It will increase the smoothness of daily activities and reduce resistance. Feedback and follow-up are crucial for encouraging desired behavior. As a result, employees can repeat preferred behaviors, and expectations are aligned. Communication is one of the most common encounters. It is imperative to create a communication plan that encourages employee engagement to remove the barrier of lack of transparency and inclusion (Sun & Bunchapattanasakda, 2019).
Enhancement of Team Collaboration Strategies
In the Leadership Self-Assessment, it is noted that some leadership team members hinder cooperation. As a result of his authoritarian behavior, the vice president admitted that the U.S. branch could not exercise its full autonomy. The reliance on the Singapore headquarters to make all decisions has resulted in frustration. Furthermore, it eliminates the need for local management, so there are few opportunities for advancement and career advancement. The micromanagement of the U.S. branch affected policies and procedures, resulting in a lack of cooperation between team members at both locations. Team cooperation can be enhanced by creating the necessary conditions for development, allowing individuals to become influential team members. Developing a culture of respect, trust, and tolerance for dissenting views can also assist in achieving this goal (Cocks, 2005). A leader’s first responsibility is to instill confidence in their character and competence (Cocks, 2005). To achieve this goal, they must build their credibility and reputation and act as role models for their employees. Transparency and integrity build trust and reciprocity and create employee motivation and morale.
Change Management Model
Kotter’s change management model could be used to address the current challenges facing the U.S. branch. The process promotes organizational change and innovation by encouraging employees to adapt to upcoming changes. Kotter’s eight steps include: creating an urgent need, forming a guiding coalition, creating a strategic vision, initiating change communication, removing barriers to change, developing short-term benefits, making change an ongoing process, and embedding change in the organization’s culture (Galli, 2018).
This high employee turnover rate adversely affects our stakeholders, namely our customers. It was due to poor communication, an inconsistent organizational culture, and a lack of cooperation that the U.S. branch failed. A solid explanation of the change will support the change initiative. This change cannot be accomplished by Singapore’s management team alone. The success of a project depends on the collaboration of different opinions, ideas, and support. There should be influencers from both locations on the team to spread support for the change. Employees are often confused by change initiatives. Therefore, developing a well-defined plan that outlines objectives and deliverables is necessary. Strategic visions should strike a balance and set reasonable deadlines. The result is that employees can see a documented performance standard, eliminating ambiguity about the company’s goals and objectives. Through developing a change management communication plan, stakeholders will be better able to understand and support the change process. The process of visioning and implementing the vision is widely included. The concerns of employees will be addressed transparently at this stage. It is evident from employee surveys that there is a lack of transparency and the ability to express opinions and seek clarification. The solution to these problems lies in communicating change.
Impediments must be addressed promptly, including those related to leadership and staff. Organizational culture and top-down approaches are the main contributors to resistance. Evidently, employees at the U.S. branch were unmotivated and dissatisfied with the lack of recognition and rewards. Celebrations of short-term victories and accomplishments can be motivating. An innovative reward system will encourage desired behaviors. The process of implementing change should be ongoing. SMART goals enable leadership to continue analyzing and improving over time. The gradual introduction of all phases creates momentum for the change process within the organization. A change initiative must be integrated into the company’s daily operations to be widely accepted. A continuous training program will reinforce the conventional trends of constant improvement.
Steps Needed to Implement the Change Management Model
Kotter’s change management model is implemented in three phases: change readiness, change management, and change escalation. Reviewing the company’s mission, vision, and strategic goals is essential to recognize the need for change (Lewis, Kouzes, & Posner, 2021). Identifying, reducing, and removing all barriers to change is a prerequisite for preparing for change. This process involves buying back from the exchange agent. Assuring these key players are engaged on the side of change will help bridge the gap between those opposed to reform and those who understand the urgency and benefits of change. A vital component of this is effective communication of the need for change, the process of change, and how it will benefit everyone in the long run (Lewis, Kouzes, & Posner, 2021).
It is crucial to foster a culture of openness and two-way communication that promotes questions, comments, and feedback to break down barriers. The employees are more likely to listen to reasoning when regular and transparent communication is provided. Implementation and change management are the next steps. Your company’s culture and practices must be adapted to accommodate the change. The standard plans developed during this period include communication, education, and resistance management. After implementing a change, evaluating and enforcing expected behavioral changes is imperative.
Continuity and Variation
Be prepared for change and the unexpected. The risk associated with the change is identified through a risk assessment. The findings of this investigation are used to develop contingency plans to mitigate these risks (Robert J. Fischer, 2018). Key stakeholders should be informed of this plan.
Success Factors for Change
Each step in employing the change model is necessary to achieve success. Again, this includes:
Establish a shared vision, maintain regular communication, provide two-way feedback, train change agents, and appoint them.
Change Management: Management of the various phases of change: rejection, resistance to change, discovery phase, and acceptance/commitment phase.
Ensure that the change is consolidated: Take corrective action, celebrate success, and ensure ownership of the change is transferred.
Achieving Success: Measuring Results
Change management metrics and key performance indicators help measure the success of the organizational change. Employee satisfaction, training evaluations, and readiness for change are reflected in employee surveys. Additionally, performance reviews, staff turnover, and employee engagement are tracked. A company’s primary objective is to maximize profits. Customer satisfaction determines the profitability of your business. It is also imperative to monitor employee performance, support, time, and speed of completion to determine the success of change initiatives since these criteria assess customer satisfaction.
Final Thoughts
Kotter’s model aligns the company’s goals, vision, and mission with its change management plan. It is the most appropriate method because it focuses on the need to adapt to the new situation in an organization. Through gradual steps, the organization has been able to inform, manage, implement, and positively approach change.
References:
Bunchapattanasakda, L. S. (2019). Employee Engagement: A Literature Review. International Journal of Human Resource Studies, 63.
Cocks, A. (2005). Insider – Getting to know you. Developing a culture of trust can boost your balance sheet. But to trust you, staff first have to get to know you, writes Andrew Cocks. Accountancy Age, 19.
Editorial. (2018, March). The importance of continuous learning for innovation, progression and survival. Business Information Review, pp. 6-8.
Galli, B. J. (2018). Change Management Models: A. IEEE Engineering Management Review, 124-132.
Hashim, M. (2013, July). Change Management. International Journal of Academic Research in Business and Social Sciences, pp. 685-694.
Lewis, L., Kouzes, J. M., & Posner, B. Z. (2021). Leading Organizational Change for Southern New Hampshire University. In L. Lewis, Leading Organizational Change for Southern New Hampshire University (pp. 227-252). US, Wiley Global Education.
MBA 687: VISION, M. A. (2022). MBA 687: VISION, MISSION, AND STRATEGIC GOALS. Retrieved from learn: https://learn.snhu.edu/content/enforced/1202837-MBA-687-Q2885-OL-TRAD-GR.22TW2/Course%20Documents/MBA%20687%20Vision%20Mission%20and%20Strategic%20Goals.pdf?_&d2lSessionVal=EDHitASnZuPSKs7zEhx7LyEZr&ou=1202837
Robert J. Fischer, E. P. (2018). Contingency Planning Emergency Response and Safety. Introduction to Security, 249-268.
Sun, L., & Bunchapattanasakda, C. (2019). Employee Engagement: A Literature Review. International Journal of Human Resource Studies, 63.
