Developing Your Own Change Management Model - Essay Example

After enumerating and tabulating all the elements noted from the ten planned change management models, the commonly incorporated elements in order of frequency are as follows: (1) implement the change plan - 10; (2) need for change – 7; (3) provide a leader to manage and oversee the change process; (4) communicate – 7; (5) institutionalize change – 7; (6) develop structures for change – 6; (7) create a vision and (8) establish urgency, separate from the past and analyze the impact – 4 each. 

These sequences of change were deemed essential because they initially provided the rationale or the need for change, which is seen as the crucial step in justifying change within the organization. Then, after communicating, the management team must enjoin the participation of those to be affected by the change process to solicit inputs and minimize resistance. The rest of the steps would focus on the development of strategies for initiating and implementing change. Finally, monitoring and incorporating any significant changes within the outlined process must be included before finally institutionalizing the change process within the organizational setting.

The management skills that must be ingrained within the change management process are enforcing the functions of planning, organizing, directing, and controlling these various steps. The strongest skills require addressing resistance to change by enjoining the participation of people affected by the change process. The weakest would be a failure to communicate the crucial information required.

Through one’s experience of organizational change, the steps identified to be crucial and best handled were communicating the need for change by providing the rationale and justifying its urgency. Apparently, the change that was proposed did not solicit inputs from the personnel and therefore forms of resistance were eminent. The management team, therefore, had to contend with addressing resistance by calling a departmental meeting to justify the change and solicit feedback from the personnel regarding their resistance. Should they have enjoined the participation of the personnel in the first place, within the planning of the change process, all inputs could have been incorporated in the development and implementation plan and would have met minimum resistance.