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Management Change Excercise - Research Paper Example

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Change Exercise “Thirty years of research by leadership guru Dr. John Kotter have proven that 70% of all major change efforts in organizations fail” (Kotter International, 2011). Literature review suggests that numerous theories of change management have been proposed to assist the organizational leaders in change management…
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Management Change Excercise
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Download file to see previous pages The steps include creation of urgency, development of powerful coalition, creation of a change vision, communication of the change vision, eradication of obstacles, creation of short-term success goals, building on the change, and integration of change into the corporate culture of the organization (Mind Tools, 2012).The first step in the process of change management requires the organizational leaders to convince the organizational personnel that a certain change needs to be there on urgent basis because of certain reasons (Coutts, 2000). If this action is not taken, people would underestimate the need of change. In the second step, the organizational leaders need to develop a team which facilitates gaining of people’s consent for change implementation. If this action is not taken, much more effort would be required to convince individuals because they would be scattered and not members of the same team. In the third step, the leader needs to develop a relation between change and a big vision in order to make it easier for the followers to realize what is happening. If this action is not taken, followers would have subjective idea of what is happening. In the fourth step, measures need to be taken to quickly communicate the change and spread the vision. If this action is not taken, there would not be uniformity of approach due to lack of information in certain followers. In the fifth step, the leader needs to recognize the barriers in the way of implementation of change and do whatever is required to remove them. If this action is not taken, the change process is likely to be interrupted along the way. In the sixth step, the leader should appreciate together with the followers the achievement of intermediary goals. If this action is not taken, followers might lose interest as there is little realization of achievement of preliminary goals. In the seventh step, the leader should emphasize upon a need for the followers to continue working in the same direction so that the achievement of preliminary goals leads to the attainment of the ultimate goal. If this action is not taken, followers might become over-confident and not do the needful. In the eighth step, the followers need to be motivated to constantly review the change process and keep modifying it to attain optimal results. If this action is not taken, the change may not bring the desired results. Each of the eight steps included in the Kotter’s model is essentially an action that requires a complete strategy to be taken effectively. Implementation of change and its management as suggested by Kotter requires sound management skills in an individual. As a manager, I have good oratory skills and thus, can convince people or for the least, present my opinion in an apprehensible manner. I am good at taking actions pertaining to all the steps of Kotter’s eight step model generally. However, I need a little improvement in the fourth, seventh and eighth step. This is because of the fact that I am a little careless due to which, I might not be able to make sure that the process of change is communicated to all of the organizational personnel. This requires a bit of organization on my part. I find it difficult to recollect myself if the continuity in a process is broken. So after the sixth step, in which I as a manager would celebrate preliminary goals with the organizational personnel, it might be difficult for me to develop the focus again to make sure that ...Download file to see next pagesRead More
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