MBA 687 Milestone 2

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Southern New Hampshire University *

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Apr 3, 2024

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Module 6 Milestone 2 Change Management Plan Southern New Hampshire University Leading Organizational Change Professor Palombo January 18, 2024 Introduction

The Singaporean software solutions organization has been facing issues around change and communication. This document is a significant component of the change management kit that as the HR consultant I am creating because it will outline individual and organizational activities that require change implementation. I will identify key stakeholders of significance, identify strategic goals, and ultimately recommend the process and strategies to implement the change management. Identifying Key Stakeholders One key stakeholder identified is the Vice President, he holds a vital role in the change management process of the organization. In the Leaders Self-Evaluations, the VP rated himself to be skilled in leadership, strategic thinking, and fostering teamwork which are all skills needed to encourage change management. He is responsible for departments and overseeing operations of the entire organization and supports the goals and objectives so they can be achieved. His position can add value to the change management process by ensuring that vision, mission, strategic goals, and beliefs are shared among the US and Singaporean branches. In his leadership role his participation in the change management process is crucial, he needs to be able to show support of the process and create buy-in from all employees and other leadership to implement it to address the issues of disengagement that the organization is facing. The role of leadership in change management requires communication and commitment. As the VP, he can be the bridge between the organization and the envisioned change (Deshler, 2016). Another key stakeholder identified is the Sales Manager, who leads the sales and marketing functions of the organization. The skills included to do this job is budgeting, planning, and forecasting to drive revenue and increase market share. The Sales manager shares in his evaluation how he has bene capable of increasing ROI year after year, which if those same skills

required to do that such as leadership, teamwork, team building, and knowledge building to support the change management. The sales manager like the VP rated himself as fostering teamwork, strong leadership, people management, and communication. He needs to use his position as well to identify opinion leaders to create buy-in, collect feedback, and empower employees to start communicating. By bridging the gap in communication between leaders and employees there will be valuable feedback on the issues that need to be addressed and what needs to happen for the change management process to move forward. Strategic Goals The organization has always considered people to be its most valued resource. The company has been able to create value for its customers in the marketing by leveraging people, resources, and technology. The company will focus on growth, talent, and learning, marketing, and customers to reach its ideal direction. When it comes to supporting growth, it is to develop, expand, and sustain operations at the US branch, which means ensuring the organization at both locations have aligned systems. To support the talent and learning, the goals are to provide continuous training, retain good people, develop people, and provide effective working systems and communication. Marketing is also important, new, and existing customers stay and are acquired by the organization’s ability to continue to be innovative. The organization needs to inspire loyalty among its customers. In this moment, the US branch is not supporting these goals. Employees are not completely bought into the values and principles of the organization. Their set procedures are still unclear, there is a lack of training, and the turnover is high. Employees have not been encouraged to offer innovative ideas for leadership to take into consideration. The change management plan will address each of these issues occurring at the US branch, hindering the strategic goals the company is trying to accomplish. It will focus on

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ensuring the organization delivers information effectively, while being able to handle employee feedback to better improve in the process or in innovative ways. Opening the conversation will reduce confusion and build on trust. The feedback from employees will serve to make decisions for the future. And the training, development and learning of employees will improve employee attitudes and increase their confidence and motivation. Improvements to Organizational Systems Improving organizational systems by setting clear goals and expectations, then communicating them effectively can ensure that employees are motivated to change their behavior in ways that will support the goals of the organization (Hannum, 2021). Identified in the Exit Interviews, communication, training and development, and procedures all require immediate improvement. There is a need to improve the scope of the process and procedures so that engagement between management and employees can improve. In addition to that training and development for career growth needs to be put at the top of the list. The lack of training and development of employees has potential costs many valuable employees to exit the organization for other opportunities. Employees that are constantly being trained to be better and gain knowledge naturally have a better outlook on what their career will look like in the future. They stay motivated and job satisfaction is in a much better position. The US branch employees need to get the sense that the Singaporean solutions company is looking out for them and by giving providing training and development is a way to show them that. Effective communication will also impact the behavioral change of the employees at the US branch. It can strengthen the communication between employees and leadership based on the interviews it is lacking. Setting and communicating clear expectations will promote confidence

among the employees leading to better performance outcomes. Any improvement proposed will only work if the organization can improve communication. Team Collaboration Enhancement Strategies There is an immediate need for communication to be improved at all levels of the organization. Leadership must come up with a better process to deliver information and to collect feedback. Managers need effective and efficient ways to communicate with their teams, and the Singaporean teams need designated times to speak with the US location because of the difference in time. Two enhancement strategies have been recommended for the organization to adopt in order to strengthen team collaboration. The main reasons for the lack of collaboration include lack of cross-cultural awareness and poor change management skills. To address these concerns that hinder team collaboration, enhancement strategies that can be adopted are of transparent and effective communication, and cultural intelligence skills by leaders of the company at both locations. Communication is a fundamental strategy to boost collaboration between teams, so accurate and clear information is distributed among teams. Collaboration is defined as the action of working with someone to produce or create something. The organization needs to get employees to collaborate to achieve desired goals and outcomes that will benefit the entire company. By focusing on better engagement and communication among employees, there is a strong belief that they will have a shared vision of the company. Any individual employees can be transformed into a team player and help foster team collaboration by listening to others’ ideas and being active in the participation of a task or project.

Another enhancement strategy is the emphasis on cultural intelligence by leaders. The Singaporean branch leaders must work on their cultural awareness abilities. In a workplace setting, cross-cultural competence means that employees can understand, communicate, and effectively interact with people across cultures, whether it is their colleagues, customers, clients, or suppliers. It is an important skill for professionals that operate in an organizational landscape like the one the Singaporean solutions software organization is operating in now. Leaders need to work in this area so that they can understand the differences in culture between the two locations. Insight into different cultures can help establish respect in diversity and differences and create an inclusive culture where employees of both locations can function in the same space (Windon, 2023). Once leadership can help master this skill, then providing training for this skill for employees will also be helpful for them to learn firsthand and be able to navigate through working with employees of either branch. Change Management Model The issues that the organization is facing stem heavily from lack of communication and disengagement. It is my recommendation to use Kotter’s change management model to address these issues that are hindering the work culture. The 8-step model sets the clear path to the fundamental steps that need to be taken to bring change into the organization (Mind Tools, 2022). 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 specified 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. Kotter’s change management model will help identify

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the different factors that individuals are motivated by and be adaptable along the way to resolve the problem areas at the US Branch. As the model is applied to the US branch it will guide employees to be part of the change and get them to buy-in on the goals that are to be achieved. The model will bring about key elements like communicating with employees and involving them in the process. It will help foster collaboration and have staff join in on shared vision for the entire organization. Implementation Process Kotter’s 8-step change management model will be used in the US branch, and it will follow its order to drive change. A sense of urgency will need to be communicated to the employees and let them know that communication and engagement are the elements that are important to accomplishing the organizational goals. Then, a coalition will need to be established by putting together a team of key stakeholders including the VP and Sales Manager to help support the change process. The strategic vision of the organization will be delivered in a companywide form to bring in and connect employees at all levels. This step will be imperative to minimize the separation and differences that are being experienced at US branch from the Singaporean headquarters. Following this step will be conveying the vision with the assistance of the key stakeholders to gather employee buy-in. Moving forward the efforts will be to empower employees by removing the obstacles or barriers. The obstacles such as lack of communication and engagement and relationships between managers need to be handled. The next step is to create short-term wins, this will motivate employees by setting small and achievable targets. It must be followed by sustaining the progress of the change and looking for further improvement. And lastly, this change must be integrated in the culture of both branches, it needs to be something that both sets of employees make as part of day-to-day tasks.

In implementing the change, potential roadblocks can be removed by active listening to the views and feedback of the employees and engaging with them. My plans to deal with the impact of either planned or unplanned changes and any contingencies will be to have clear and constant communication with key stakeholders to maintain a collaborative structure and be able to approach the situations together. Several milestones need to be accomplished for the change implementation process to succeed which include, increased job satisfaction, reduced employee turnover, and improved performance on both the personal and branch team levels. These milestones can be measured using several metrics, like percentage of employee turnover, employee surveys indicating higher job satisfaction, and higher revenue income for improved job performance. Conclusion This proposed change management plan designed for the organization will help address many of the issues that it is facing at its US branch. It will be important to follow the model closely and get stakeholder buy-in to help support the plan. Involvement of the VP and the Sales Manager and other leaders is vital for the survival of the process, the branch has a lot of potential and these changes will take the organization to the next level and allow it to run smoothly once both locations can be successful.

References  Deshler, R. (2016, April 13). The Role of Leadership in Change Management. AlignOrg Solutions. https://alignorg.com/the-role-of-leadership-in-change-management/#:~:text=You %20have%20to%20take%20full  Hannum, L. (2021, June 16). 7 Strategies for Effectively Managing Organizational Change. Beehive. https://beehivepr.biz/7-strategies-to-effectively-managing- organizational-change/  Windon, S. (2023, May 1). What is cultural competence and how to develop it? Penn State Extension. https://extension.psu.edu/what-is-cultural-competence-and-how-to- develop-it  Mind Tools. (2022). Kotter’s 8-Step change model. Www.mindtools.com. https://www.mindtools.com/a8nu5v5/kotters-8-step-change-mo

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MBA 687 Milestone 2

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