Strategic Aspects Of The Model. Analyze: Before Any Change

1235 WordsMay 4, 20175 Pages
Strategic aspects of the model Analyze: Before any change should take place, the first thing should be done is to ask why is there a need for change. Analyze the reason and if identified that there is a need for change then the change process should proceed. If the organization and leaders are aware about it, they could be prepare to the coming change and be equipped managing the transition. Plan: Once the needs for change has been identified and verified, then planning for its implementation takes place. This could be done by building a guide team, creating a vision of change, setting a timeframe, budget and resource to be used in the change process. Interventions: There are several interventions and actions identified on how to achieve…show more content…
Evaluation: Evaluate how the process has progressed and if there are any issues that need to be addressed. Revision is done if something within the step is needed to be improved. It may or may not apply to all the change process. Implementation: Once all the steps have been completed it is necessary to implement the change and ensure that the changes will be anchored to the corporate culture. Barriers to Change and their Solution When leaders plan for change process, it is necessary for them to keep in mind the different barriers they may face. According to Scheid (2011), some of the common obstacles are: knowing who’s in charge, resistance, communication, amount of support or guidance for the team, and recognizing the different needs for change implementation. These obstacles happen when organizations and stakeholders miss the important elements, causing planned or expected changes to go awry (Scheid, 2011). To counterpart the enumerated obstacles the creative ways to lead change by Schlachter and Hildebrandt (2012) can be used. First strategy is to align individual priorities with organizational goals. Then, learn to live with ambiguity. Followed by understanding your leadership style first. Change what you can change, which is yourself and influence what you can’t change, which pertains others. Then, become an early adopter and ally for change. Create a community of peers. Followed by helping other employees cope with change. Encourage
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