The Change Management Models Of An Organization

779 Words4 Pages
Leading Change Soon after my departure from Unicef, I started working with a consulting firm that was having difficulties with their human resource outsourcing and recruitment department as it was losing clients and revenues for 3 consecutive years. I was tasked with evaluating, proposing and implementing changes that would result in a restructured department and greater synergy in order to render the department solvable. The challenge in itself was quite valuable and I was grateful for the opportunity. I had never implemented changes within an organization before however I had participated in organizational change and had always understood the reasons and had never resisted the changes. I came into the organization with a positive attitude and with a bit of naivety, excited with the idea of digging into the issues and changing things around. At the time I was not yet introduced to the different change management models that would have provided a better understanding of the logic behind employee resistance to change. Consequently I believe that the board and I were ill equipped to understand and process employee reactions. Thinking back, Elizabeth Kubler-Ross’s Five Stages of Grief and Loss would have been a great tool to have as it perfectly depicted the challenges we had encountered. At the end of my evaluation, I presented my findings and propositions to the board. The changes proposed were then presented to the employee’s without much protestation or comments. One of
Open Document