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(solution) 1. Now, complete the task of apply the 8 Step Change Model to

1. Now, complete the task of apply the 8 Step Change Model to your selected company. Devise a plan for each of the eight steps as it applies to the recent change the company has under gone.

Step 1: Create Urgency

* Identify potential threats, and develop scenariosshowing what could happen in the future.

* Examine opportunities that should be, or could be, exploited.

* Provide convincing reasons to get people talking and thinking.

* Identify customers, outside stakeholders and industry people who can support you in strengthening your argument.

Step 2: Form a Powerful Coalition

* Identify the true leaders in your organization, as well as your key stakeholders. (since you may not know who the true leader are from information available, project what characteristics these people should have.)

* Describe how you would obtain an emotional commitment from these key people.

* Describe your team building within your change coalition.

* Describe how you would create your team, check for weak areas on the team, and ensure that you have a good mix of people from different departments and different levels within your company.

Step 3: Create a Vision for Change

* Determine the values that are central to the change for this company.

* Develop a short summary (one or two sentences) that captures what you "see" as the future of your organization.

* Create a strategy to execute that vision. This will be a step by step change model that is specific for the company as it undergoes a merger or acquisition.

* Determine how you will insure that your change coalition can describe the vision in five minutes or less.

Step 4: Communicate the Vision

* Describe how you will:

* Communicate your change vision to others.

* Address peoples' concerns and anxieties, openly and honestly.

* Apply your vision to all aspects of operations ? from training to performance reviews.

* Lead by example.

Step 5: Remove Obstacles

* Describe how you will:

* Identify, or hire, change leaders whose main roles are to deliver the change.

* Adjust your organizational structure, job descriptions, and performance and compensation systems to ensure they're in line with your vision.

* Recognize and reward people for making change happen.

* Identify people who are resisting the change, and help them see what's needed.

* Take action to quickly remove barriers (human or otherwise).

Step 6: Create Short-Term Wins

* Describe how you will:

* Look for sure-fire projects that you can implement without help from any strong critics of the change.

* Thoroughly analyze the potential pros and cons of your targets.

Step 7: Build on the Change

* Describe how you will:

* After every win, analyze what went right, and what needs improving.

* Set goals to continue building on the momentum you've achieved.

* Apply kaizen, the idea of continuous improvement.

* Keep ideas fresh by bringing in new change agents and leaders for your change coalition.

Step 8: Anchor the Changes in Corporate Culture

* Describe how you will:

* Use Storytelling to inform others about the change process.

* Include the change ideals and values when hiring and training new staff.

* Publicly recognize key members of your original change coalition, and make sure the rest of the staff ? new and old ? remembers their contributions.

* Create plans to replace key leaders of change as they move on

Change management


Kotter?s 8-step change model


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Date of submission: Introduction The business environment today is very competitive...


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Sep 13, 2020





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