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This paper provides a detailed account of a change management initiative within an organization, focusing on the transition from outdated systems to new technology. It explores the drivers of change, communication strategies, leadership roles, and the impact on employees. The author shares personal insights and recommendations for future change initiatives, highlighting the importance of effective communication, employee engagement, and leadership skills in driving successful change.
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Perspective on Change Sandermoen School of Business, University of Fredericton MBA 5025G: Leadership in Change Management Professor: Dr. Ronald E. Biron June 12, 2022 Introduction The purpose of this paper is to elucidate the changes that have occurred in my workplace. The paper will include information on the change's drivers, my opinion on how the change was
initiated, communicated, and managed, actions taken by the leadership to communicate the effort, involvement and engagement levels of all employees within the organization, various techniques and tools that were used to accommodate communications, different leadership capabilities that were demonstrated, the impact it had on me, and how I can apply these in the future. Change Change is an inherent component of existence that has aided the growth of human civilizations and modern institutions. It is a project, initiative, or solution undertaken within an organization to improve the way work is done, solve a problem, or take advantage of an opportunity. Change management is the application of a systematic approach and collection of tools for guiding the people side of change to achieve a desired goal. Almost every project, initiative, or solution that improves an organization will have an impact on how people execute their everyday tasks. Change leaders must be able to inspire and motivate others to act, as well as respond with vision and agility during periods of development, disruption, or uncertainty, in order to successfully implement a change. (Akpoveta Y.R, 2019). Change Initiative in my Organization I recently witnessed a considerable change in processes, methods, operations, and approaches within my organization as a result of the replacement of old business systems with new current technology equipped systems. I was a member of one of the program's leadership teams, and I oversaw executing improvements within our team's framework. This decision had a huge influence, and it affected the entire corporation in some way. As a result, establishing a proper change management plan was important for our leaders to ensure the success of this
I recognized the importance of this shift from the start, and my engagement in numerous technical efforts taught me a lot about how critical it is to migrate to new technologies in order to maintain organization’s continuity and boost productivity over time. Many stakeholders have expressed a wide range of emotions, including fury, sorrow, fear, and self-doubt. I feel that the best way to secure success is to change with the world and adapt to new conventions. Failure to do so may lead to the individual's failure, which will have an influence on the company. Change is critical for any business because without it, it would lose its competitive edge and will be unable to meet the ever-changing needs of customers. Leadership Effort and Communication Tools and Techniques Leadership initiated the talks about the change a year and half ahead of time using various communication channels such as emails, townhall meetings, workshops, Q& A sessions. As a result, they had plenty of time to psychologically acclimate to the changes. In my opinion, it is vital for leaders to properly define and announce changes to their teams ahead of time (through mass emails and townhall meetings), so that the team can properly process the information and map out or imagine how to adjust and prosper in the new incoming situation. Encourage peer-to-peer learning as well, so make sure that everyone in your team is on the same page. Each team lead invited representatives from the change management team and subject matter experts to weekly team meetings to provide all employees a walkthrough on what to expect and how the change will be implemented; the SMEs then invited the team members to the workshops to further discuss on the individual details. Our Leadership teams also did a bunch of surveys to get various employees inputs, and this also gave leadership team an opportunity to raise awareness among the employees. Inputs were received from various stakeholders and analyzed to make informed decisions. Plans were
build based on the input and timelines were set based on the availability of various resources. Everyone in the organization was given an opportunity to express their thoughts and ideas which ensured the continuous participation of all members in the organization. Leadership used various tools and techniques to communicate the change. They analyzed problem, collected diagnostic data from the various parties involved in the change to determine the value of the change. The four major techniques for gathering diagnostic data are questionnaires, interviews, observations, and unobtrusive measures. (2019, Cummings). Leadership collected data using combinations of various major techniques and distributed it amongst various groups which then laid out plans to implement the change in their specific areas. Leadership put checks in place and continuously placed measures in place to monitor the success of the change. Leadership teams organized weekly meetings to ensure the initiative is on track and address any roadblocks that can hinder the success of the change initiative. Leadership team also ensured the proper training plans are being executed to continue supporting the staff undergoing this change. Leadership Characteristics to Lead a Change A change leader's key abilities or skills include the ability to effectively communicate and collaborate with others, lead and influence people, particularly peers and other leaders, build and keep the team and colleagues engaged and empowered by putting people first, identify and overcome change hurdles with a focus on the big picture, set the vision and bring others on board by being willing to take risks and being creative, imaginative, and decisive. (Akpoveta, Y.R, 2019). While I believe that most of these attributes were displayed by our organization's leadership teams during the transition/change initiative, there is always opportunity for development.
I would strongly advise my organization, or any other organization undergoing change, to first assist teams in realising the value of the change, provide everyone with all necessary information, and begin communicating the change well in advance so that everyone is aware of what to expect and mentally prepare themselves. Second, provide a case for the change's benefits to team members, clients, and the organization. Third, provide staff with training and support to help them transition to the new post-change reality, which will reduce uncertainty, stress, and boost team morale. Finally, monitor the success of the change over time by receiving proper input from all affected parties, recording lessons learned, and removing any impediments along the way to a successful change implementation. My Role in Future Initiatives I have witnessed and embraced many changes in my company over the years, and as a future leader, I would make sure to use the right tools and techniques during the change process. I will ensure that I create urgency, build a powerful coalition, create a proper vision for the change, communicate the change through appropriate channels, identify and address any obstacles along the way, build small wins and progress to larger ones, monitor and control change through proper checks, and ensure that all subordinates have the necessary training and support. The capacity to manage change is honed over time and through experience, and I feel that this course will help me improve my ability to successfully handle any change, big or small. I believe that while school and literature can teach you the technical aspects of change, experience is the only way to gain the soft skills required to successfully lead a change. Conclusion
To summarize, I believe that change is unavoidable, and that we, as leaders or followers, must embrace it because it presents more chances than challenges on the road to success. By being proactive and seeking more information, you can prepare yourself and try to get as much information as possible to adequately understand a forthcoming shift. Regularly communicate with your leaders or whoever you report to and provide your thoughts. This will help both sides understand the consequences of change and accept it. Be flexible in your capacity to modify and absorb new information to come on board as quickly as feasible. Maintain a positive attitude throughout the change by focusing on the positive parts of the adjustment. References
