Change Assessment:
Role Definition
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Sponsors
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Targets
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Change
Agents
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John Johnson
CEO-World Wide Sports
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1. To convince Jane not to leave and
go to a rival company because she sees more future growth.
2. To manage and contain rumors that Mike
has been spreading about the system failing.
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LEMM Solutions mgmt. team
Thomas Smith
Winston Brown
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Target Analysis
Jane:
Present State: Jane believes that one of our
competitors, Fast Solutions, offers a more stable and growing future in the IT
field. Since Fast Solutions is growing in number of associates, revenue, and
locations around the globe, she believes that Fast Solutions is the right
choice for her.
Future State: Jane sees that LEMM Solutions runs to
help customers strive for excellence and not profit maximization. She knows
that LEMM Solutions is small company right now, but realizes that if LEMM
Solutions gives what World Wide Sports wants that LEMM Solutions can be
recognized and continue to grow just as much as a company than Fast Solutions.
Drivers:
·
Commitment
to LEMM Solutions
·
Faithful
employee
Resistors:
·
Fast
Solutions stability & growth
·
No
patience for LEMM Solutions
·
Lack
of confidence in LEMM Solutions
Willingness,
Readiness and Ability:
Jane has a track record of completed tasks and
not leaving the team and organization even though she might think it is best
for her. So from this view, Jane will at least stay until the project is
completed. However, Jane might leave anyway after LEMM Solutions completes the
project whether how good or bad the project went. So from this view, LEMM
Solutions can only do to what is in their control.
Change Strategy 1:
The strategy for change that would best fit
Jane’s situation would be the Rational-Empirical Approach. This approach
focuses on persuading the target and demonstrating how the situation (WSOS)
could benefit them. This approach focuses on the fact that people will lean
towards their own self-interest.
In this case, Jane is looking towards for a
more beneficial career change. This strategy will help demonstrate to her that
it is in her best interest to stay at LEMM Solutions regardless of the outcome
of the project. It is crucial to get Jane information in a timely manner so
that she has time to ask any questions she may have, as well as weighing the
pros and cons of the situation.
Mike:
Present
State: Mike is responsible for
spreading false information about the project. He has been communicating to
employees that the project will eventually fail. With Mike saying these false
assumptions, it may cause some concern for workers and distract them from
getting the project completed.
Future
State: The future state requires
both management and Mike to solve this issue. (1.) Management must communicate
to Mike that his behavior is not tolerated and may lead to punishment. Management
must also communicate with all employees on how the current process of the
project is going (2.) Mike has to stop spreading rumors so employees do not get
worried about the project.
Drivers:
·
Management’s authority to
stop the issue
·
Communication with Mike
to stop spreading rumors
·
Communication to all
employees on the current process
Resistors:
·
Employees concern for the
project
·
Cause distraction for
employees
·
Mike’s pessimistic
behavior
Willingness, Readiness and Ability:
The fact that management is willing to solve the issue shows a commitment
to the organization that completing the project is a top priority and that
conflict will not get in the way of completing the project. However, Mike’s
initiative to change might be low, but management knows that Mike can change to
bring value to this team and project.
Change
Strategy 2:
This strategy for change would best fit Mike’s situation is the
Power-Coercive Approach. This strategy focuses on positive reinforcement and
the threat of punishment. This is best used in short-term situations such as
the WSOS project. The key point for this approach is using reward and punish to
support their behaviors and influence compliance.
Mike’s actions are having a negative effect in terms of sponsor support
and employee concern. In order to rectify his actions a punishment may be an
acceptable outcome. If these actions are stopped a reward may be deserved in
order to keep compliance for the length of the project.
Change Monitoring Process:
The planned change can be implemented in the
process steps as listed in the following table. The Actual result and Lessons Learned
columns can be used to track the progress of the change.|
S.No
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Process
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Expected
Result
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Actual
Result
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Lessons
Learned
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1
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Role
Definition
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Identify everybody’s role in order to build
responsibility within the project
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2
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Target
assessment
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Access the actions and willingness to change for
the targets involved.
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3
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Develop
Change Strategy
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Identify the best strategy that fits the target
and situation.
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4
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Develop
Change management plan
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Communications
Plan, Coaching Plan, Resistance management Plan, Training Plan.
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5
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Implement
Change Management Plan
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Implementation
of the change management plan.
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6
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Evaluate
Change Management Plan
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Collect feedback and evaluate the success. Create
a lessons learned report for future use.
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