MBA 687 Module 5 Report

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Module 5 Report: Change Management Model Southern New Hampshire University MBA 687 Leading Organizational Change Professor Palombo January 12, 2024 Introduction

The leadership of the Singaporean-headquartered software solutions organization is concerned with issues arising from communication and coordination challenges between employees the US branch and the Singaporean headquarters. As the HR consultant I have been tasked to develop a change management plan to address these barriers. In this report I will provide a brief of three different change management models that I have considered, I will compare their benefits, and lastly, I will determine the most appropriate model to use for the U.S. branch. Change Management Models First, there is the ADKAR change management model is an outcome-oriented change management method that focuses to limit resistance to organizational change. ADKAR stands for awareness, desire, knowledge, ability, and reinforcement. The first part of the model is to create awareness of the change that goes beyond simply making an announcement, it needs to get employees to truly understand the need of the change. It focuses on the benefits of the change as they apply to those that are impacted. It then moves on to fostering the desire to support change, in this step selecting change leaders that can speak to their experiences, and they get specific about the benefits and how they apply to teams and individuals. The knowledge step of the model refers mostly to the training and education, the team must understand how their skills and responsibilities will be impacted. Then, it moves into the ability to demonstrate new skills and behaviors. Employees in this step need to feel confident in their capabilities to make the change, give employees the training necessary to get this point. And the last part of the ADKAR model is the reinforcement to sustain the change. At this point, sometimes employees may go back to old habits which can set the team back, continue to address mistakes and any poor behavior

privately. Being open to feedback from employees to identify the need of extra support is important (Malhotra, 2019). Kotter’s change management model consists of eight steps: create sense of urgency, recruit powerful change leaders, develop a vision and strategy, effectively communicate the vision, remove obstacles, create short-term wins, build on the change, and anchoring the change into the corporate culture. To create the sense of urgency, it begins by sparking motivation, discussing potential threats of not changing, and how it can impact the future. It is then followed by forming a coalition or team of influential people whose power comes from different sources. Once this team is formed, they need to work together to continue to build on the sense of urgency around the need for change (Mind Tools, 2022). Next, comes the focus becomes on creating the vision and strategy, and this can be done by explaining the values of the organization. The fourth step is communicating the vision, it needs to be embedded into everything that is done. Then comes the point of removing any obstacles, addressing anyone that still needs convincing about the change. Followed is step six of creating short-term wins, by doing in the early stages and along the process it gives off the sense of victories happening in the change process. Creating short-term goals that are achievable versus just one long-term goal allows for teams to keep motivated to move on to the next goal. Then comes, building on the change, each success provides the opportunity to build on what is going right and what needs improvement. Setting goals will keep the momentum building on what has already been achieved. Finally, the last step is anchoring the changes in the corporate culture. Making continuous efforts to keep change embedded in everything that is done, and leaders continue to support the change. Talking about the change and telling the stories to keep the change present is very important.

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The last model is Lewin’s change management model is a model aimed at understanding why change occurs and what must be done to implement change in a successful manner. The three stages of this model consist of unfreezing, changing, and refreezing. The first phase of unfreezing is the process of getting employees to understand how their jobs will be impacted. A compelling message needs to be delivered that explains that the current state the organization is in is not working. Once this is done, the change phase of the process begins, this is where employees begin to resolve their uncertainty about the change and accept the new ways of doing things, It may take some time to go from the first phase to the second, so it is important that employees understand how the change will benefit them. The last phase of this model is the refreezing, meaning constantly repeating the newly implemented learned things. Employees at this point have begun to embrace the new ways. Once everything settles for employees, they will be confident in their new abilities and the way things are now moving (GreggU, 2019). Comparing Benefits Each model comes with its own advantages and benefits, the ADKAR’s main advantage if that it encourages the organization to focus on achieving clear, finite communication goals at specific project stages, rather that just doing lots of activities and hoping that it is sufficient to achieve the bigger objective. It is goal oriented; organizations can implement many changes, large or small. It focuses on the needs of each person as opposed to what is best for the company overall, which can lead to a higher success rate (Mind Tools Content Team, 2023). The Kotter’s change management model has a simple step-by-step process that is easy to understand and follow. It covers the aspects of change from cultural to operational factors. This helps management and leadership across the organization to know how to go about implementing the change and what is the best way to handle resisting employees. It positively impacts the change

by largely focusing on employee buy-in and communication. And as for Lewin’s change model benefits, it is also easy to understand due to a simplified three phase process. The model is beneficial because it is based on basic human psychology. It takes into consideration how the human minds work and how they will respond to change. The easy-to-follow model breaks down human behaviors and it ultimately puts people first. Change Management Model for US Branch In reviewing the different models, I am suggesting that the most appropriate model to use at the US branch is the Kotter’s change management model. After review of the Employee Surveys, it is apparent that employees feel as if their leaders have not supported them enough in their development and growth. The organization needs its leadership to take initiative and step up to the plate and lead their teams so they can be successful. The model emphasizes leadership driving the change within the organization, which is needed currently. It will focus on getting employees prepared for the changes being made versus the change implementation. A success rate of less than 40% implies the low levels of confidence in leadership from employees and this problem needs to be addressed. The 8-step process will help identify the different factors that individuals are motivated by and be adaptable along the way to resolve the problem areas at the US Branch.

References  Malhotra, G. (2019, November 21). What Is the ADKAR Model for Change Management? (2023). The Whatfix Blog | Drive Digital Adoption. https://whatfix.com/blog/adkar-model-what-is-it-and-how-to-use-it/#:~:text=What %20Does%20ADKAR%20Stand%20For%3F&text=Per%20the%20ADKAR%20change %20management  Mind Tools. (2022). Kotter’s 8-Step change model. Www.mindtools.com. https://www.mindtools.com/a8nu5v5/kotters-8-step-change-mo  Mind Tools Content Team. (2023). MindTools | Home. Www.mindtools.com. https://www.mindtools.com/aou2mjr/the-adkar-change-management-model  GreggU. (2019). Lewin’s Process Model of Organizational Change [YouTube Video]. In YouTube. https://www.youtube.com/watch?v=2OKqnFnPdRE

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