Strategies for Organizational Change - Essay Example

The strategies of change include three main steps that are initiation, implementation, and finally the sustenance part where the organization achieves the expected outcomes. This study analyses two change strategies which are education, communication strategy, and Facilitation and support strategy.

Education and communication strategy
The first thing in this strategy is planning for change. When planning for change in the organization, it is crucial to understand the organization and the need to initiate change. This involves understanding, studying, and accessing the culture of the organization, analyzing and identifying stakeholders within; as these are the few people who can resist change and make sure that nothing is changed. Planning also involves having an effective communication plan and strategy. It also involves deciding the change strategy and charter that enables easier implementation of change. Finally, planning involves constituting change management to achieve a successful outcome (Stewart & Furlan, 2004).

Communication

The best way to make all employees agree with new ideas is to communicate with them on a personal level. This means that leaders should develop and deliver communications. While talking to employees, leaders should take time to listen to what the employee has to say about organizational change and why they do not appreciate it. Effective communication involves tracking and monitoring all communications to analyze and decide the most appropriate method. The leaders should occasionally disagree and give accurate information about why change is significant in a constantly changing environment. Other forms of communication are necessary to get employees for encouraging participate in change. Kotter & Leonard (1979) explains that the education and communication strategy advantage is that once the process is persuasive, people help in the implementation process. The disadvantage is that it may take a lot of time, especially where the process involves many people. This approach applies where the organization lacks information and analysis.

Facilitation and support strategy
Leadership is the next step after the planning process. This strategy is essential because employees and stakeholders need some direction on the right path to achieving key objectives in the organization. It involves factors in leadership buy-in that include conducting change contract workshops for employees and stakeholders. Read More