Change occurs frequently in an organization. While most changes are slight and do not disrupt operation, embarking on a planned organizational culture change is different because it is a lengthy process and requires buy-in from all stakeholders for successful implementation. That is why change is often initiated after an organization is a "burning platform" (Siren, Anthony, and Bhatt, 2022, p. 50). Of course, even with the best designed plan for change, challenges are inevitable. Burke (2018) offers a perspective of the change process as "usually linear", however, the actual implementation is chaotic and requires adaptability every step of the way (p.10). Most importantly, the pace of change today is different than in the past, therefore, organizations need to consider their approach to change to remain competitive. As you reflect on your professional experience, why is implementing organizational culture change especially challenging, and as a rule takes longer than anticipated? What are some reasons why making a case for implementation of organizational change difficult for some leaders to initiate? Of course, Sudmann (2020) suggests using a three-box method, time, space, and ritual for organizational transformation to create greater autonomy during time of planned change, thereby sparking creativity and innovation, especially highlighting the use of a six-word story. Additionally, he adds one more box, the sandbox, to expand the transformation process. Of the three, even four boxes described, which component might be the most challenging to implement and why? Share your thoughts about why you would or would not consider using the strategies suggested in the video? Write a six-word story about your typical strategy in approaching organizational change

Understanding Business

12th Edition

ISBN:9781259929434

Author:William Nickels

Publisher:William Nickels

Chapter1: Taking Risks And Making Profits Within The Dynamic Business Environment

Section: Chapter Questions

Problem 1CE

See similar textbooks

Related questions

Question

Change occurs frequently in an organization. While most changes are slight and do not disrupt operation, embarking on a planned organizational culture change is different because it is a lengthy process and requires buy-in from all stakeholders for successful implementation. That is why change is often initiated after an organization is a "burning platform" (Siren, Anthony, and Bhatt, 2022, p. 50). Of course, even with the best designed plan for change, challenges are inevitable. Burke (2018) offers a perspective of the change process as "usually linear", however, the actual implementation is chaotic and requires adaptability every step of the way (p.10). Most importantly, the pace of change today is different than in the past, therefore, organizations need to consider their approach to change to remain competitive.

As you reflect on your professional experience, why is implementing organizational culture change especially challenging, and as a rule takes longer than anticipated?
What are some reasons why making a case for implementation of organizational change difficult for some leaders to initiate?

Of course, Sudmann (2020) suggests using a three-box method, time, space, and ritual for organizational transformation to create greater autonomy during time of planned change, thereby sparking creativity and innovation, especially highlighting the use of a six-word story. Additionally, he adds one more box, the sandbox, to expand the transformation process.

Of the three, even four boxes described, which component might be the most challenging to implement and why?
Share your thoughts about why you would or would not consider using the strategies suggested in the video?
Write a six-word story about your typical strategy in approaching organizational change

Expert Solution