Benchmark - Develop a change Model

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Grand Canyon University *

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615

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Business

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May 30, 2024

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Benchmark – Develop A Change Model Jessica Motley Professor Dr. Denny Lessard LDR 615 Organizational Development and Change 5-15-2024

"Change is often difficult, especially when you’re trying to implement it across a large company. Growing pains are real, and there are bound to be challenges and issues that occur as you implement changes." (Forbes, 2022). This quote is true and knowing how to use change models and how to connect them to the appropriate leadership styles. 2 TREY research

Lewin’s Change Model Three main ideas make up Lewin's model: equilibrium, restraining forces, and driving forces. The things that propel things forward and bring about change are known as driving factors. They encourage transformation by nudging the individual in the right direction. 3

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Lewin’s Change Model “ Change is crucial for organizations in growing, highly competitive business environments. Theories of change describe the effectiveness with which organizations are able to modify their strategies, processes, and structures. The action research model, the positive model, and Lewin's change model indicate the stages of organizational change.” (Hussain et al., 2018) 4

Step 1: Unfreeze the status quo • As leaders in staffing, we can start initiatives that help with the unfreezing phase. These include energizing the branches through change readiness, fostering trust and acceptance of the necessity for change, and promoting active involvement in problem identification and group brainstorming. Add a footer 5 “ Unfreezing is the process of altering behavior to agitate the equilibrium of the current state. This step is necessary if resistance is to be overcome and conformity achieved.” (Kathy Andresen DNP, 2023) .

Unfreezing Continued • By reducing the restraining factors that adversely impact movement from the current equilibrium and boosting the driving forces that steer behavior away from the current condition or status quo, unfreezing can be accomplished. 6 The unfreezing phase's first goal is to undermine resistance and ingrained ideas while increasing awareness of the need for change.

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Step 2 - Change • The process of arriving to a new equilibrium is called change. • As leaders in the recruiting can take steps to help shift the situation to a new equilibrium, such as convincing staff members that the current situation is not in their best interests, pushing them to see the issue from a different angle, collaborating to find fresh, pertinent data, and tying the group's opinions to those of influential, powerful leaders who are also in favor of the change. • Putting the intended changes into practice is the change stage Add a footer 7

8 Step 3: Refreeze Refreezing is the process of achieving balance with the newly intended habits. For the change to be maintained over time, this stage has to be completed after the modification has been put into place. If this stage is skipped, there's a good chance that the change won't last long and that workers will return to the status quo. Refreezing incorporates new values into customs and communal values. As leaders, we have the ability to institutionalize and strengthen new behavioral patterns through the adoption of new rules and procedures. We are able to notice this by utilizing the new bullhorn technology.

Evaluation of Needs • Perform a SWOT analysis, which stands for strengths, weaknesses, opportunities, and threats. • Conduct a cultural evaluation. • Examine market trends and performance indicators. • Obtain opinions from stakeholders, consumers, and staff. Add a footer 9

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Approach and Criteria for Choosing Individuals or Teams Necessary for a Change Initiative • Determine the knowledge, abilities, and skills needed for the change project. • Choose those who have demonstrated a capacity for invention and adaptation. • Create cross-functional teams to guarantee a range of viewpoints. • Take into account your capacity for influence and leadership inside the company. Add a footer 10

Communication Strategy • Create a succinct and unambiguous transformation vision and goals. • Communicate using a variety of media, including as email, intranet, and meetings. • Make sure you communicate back and forth on issues and feedback. • Provide regular updates on developments to all parties involved. Add a footer 11

Strategies to gather Stakeholders • Include stakeholders in the process from the outset. • Include stakeholders in the planning and decision-making process; address their concerns and clearly outline the benefits of the change. • To facilitate the shift, offer resources and training. Add a footer 12

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Strategies for Implementation • Make a thorough project plan with objectives and milestones. • Clearly define roles and duties. • Track developments and make required plan adjustments. • Honor temporary victories to keep the momentum going. Add a footer 13

Strategies for Sustainability • Integrate change into business procedures and culture. • Create measures to assess long- term performance. • Continue to offer guidance and instruction. • To guarantee ongoing progress, review and fine-tune adjustments on a frequent basis. Add a footer 14

Lewin’s Change Model and Leadership Approaches • A participative leadership approach may be beneficial when including Lewin's Change Model. This approach involves asking employees' ideas, including their perspectives into the decision- making process, and involving them in the process of change. By actively incorporating employees, managers may address their concerns, reduce resistance, and increase their commitment to the proposed changes. Add a footer 15

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References Forbes. (2022, December 22). Top Change Management Models for Your Company. Councils.forbes.com. https:// councils.forbes.com /blog/top-change-management-models Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s Change model: a Critical Review of the Role of Leadership and Employee Involvement in Organizational Change. Journal of Innovation & Knowledge , 3 (3), 123– 127. Science Direct. https://doi.org/10.1016/j.jik.2016.07.002 Kathy Andresen DNP, M. P. H. (2023). 5.1 Theoretical Approach to Change. Pressbooks.uwf.edu . https://pressbooks.uwf.edu/nursingleadership/chapter/4-3-implementing-change/ #:~:text=Lewin Add a footer 16

Benchmark - Develop a change Model

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