Consider the goal for organizational change that you identified and the existing organizational culture. For each of Kotter's 8-Steps to Change listed in the first column, rate whether you observed that step during the implementation process in the second column. Use the following scale to rate your observation: 1. Never observed 2. Rarely observed 3. Sometimes observed 4. Often observed Copyright 2022 by University of Phoenix. All rights reserved. Identify actions you suggest for improvement in the third column. Rating (1 - 4) 4 Step Name Step 1: Create Urgency. Step 2: Form a Powerful Coalition. 4 Step 3: Create a Vision for Change. 4 Organizational Change Ch LDR/535 Page 6 c Suggested Actions for Improvement Communicating the urgency effectively by sharing data and customer feedback with his team, making others aware of the critical need for improvement. Improve transparency in communication: Enhance communication efforts by providing more detailed and timely updates on the change process, using feedback loops to gauge employee understanding and engagement. Consider creating more interactive communication platforms where employees can ask questions and receive real-time responses. Expand leadership opportunities for diverse groups: Develop mentorship and leadership development programs specifically aimed at underrepresented groups, ensuring a pipeline of diverse talent for future leadership roles. Take the information that was gathered from the DEI Team to execute the vision. Address any barriers to the plan. Step 4: Communicate the Vision. 3 Step 5: Remove Obstacles. 4 Step 6: Create Short-Term Wins. 3 Set a timeline to complete the goal Step 7: Build on the Change. 4 crease engagement around the company's purpose: Organize Identify actions you suggest for improvement in the third column. Step Name Step 1: Create Urgency. Step 2: Form a Powerful Coalition. 4 Step 3: Create a Vision for Change. LDR/535 v4 Page 6 of 7 Rating (1 - 4) 4 4 4 4 Suggested Actions for Improvement Communicating the urgency effectively by sharing data and customer feedback with his team, making others aware of the critical need for improvement. Improve transparency in communication: Enhance communication efforts by providing more detailed and timely updates on the change process, using feedback loops to gauge employee understanding and engagement. Consider creating more interactive communication platforms where employees can ask questions and receive real-time responses. Expand leadership opportunities for diverse groups: Develop mentorship and leadership development programs specifically aimed at underrepresented groups, ensuring a pipeline of diverse talent for future leadership roles. Take the information that was gathered from the DEI Team to execute the vision. Address any barriers to the plan. Set a timeline to complete the goal.. crease engagement around the company's purpose: Organize workshops, discussions, and interactive sessions that explore the company's purpose and how it connects to employees' day-to-day work, helping them see the impact of their roles on the broader company mission. look for opportunities for growth and development. Step 4: Communicate the Vision. 3 Step 5: Remove Obstacles. Step 6: Create Short-Term Wins. 3 Step 7: Build on the Change. Step 8: Anchor the Changes in Corporate Culture. 4