Business Planning Review

This presentation provides a review of Fast Track Couriers Pty Limited, including their goals, challenges, and the need for restructuring. It discusses the development of a survey, meeting with union representatives, drafting a revised communication plan, and meeting with the general manager. The presentation emphasizes the importance of gaining trust and acceptance among drivers and stakeholders to achieve organizational change.

Business Planning Review

Review of the simulated information
for Fast Track Couriers
 A review of Fast Track Couriers Pty Limited shows that the company operated
in New South Wales, Australia and provided courier services in Sydney. The
review of the case study revealed that the company was aiming to implement a
change management strategy to achieve two goals.
 Goal A aimed to implement personal digital assistant or PDA in trucks in order
to track the entire delivery processes to monitor the actual performance of the
drivers in order to recognise their professional development needs like training.
 Goal B aimed to reduce the number of drivers to one driver per truck by using
automatic lift gates in the delivery trucks. The review also showed that the
company was not able to implement the two plans due to factors like resentment
among the drivers and inability of gain support of stakeholders in entirety. The
review comes to a close by pointing out that both the plans have to be
restructured and presented before the management for approval.
 It is also evident that the management should revise the two plans to bring
about transformational change in the negative response of the drivers towards
organisational change.

Development of a survey to obtain
feedback
 A survey would be
developed to gather
feedback from truckers
on the communication
plan. The following
table shows arbitrary
responses of the
drivers to the questions
regarding the
communication plan
implemented in the
past

Meeting the union representatives to
discuss the results of the survey
 The external change consultant should meet the union representative to receive and discuss
the survey outcomes. The survey outcomes show that the drivers did not consent
wholeheartedly to the communication plan.
 It could be anticipated that the change management plan would receive possible resistance
from the drivers.
 This means that the communication plan would be restructured to promote the change
management among the drivers in order to gain participation from the later (Badewi 2016).
 The external change consultant would encourage the union representative to give his input
to strengthen the management communication strategy to achieve the organisational change.

Drafting of revised communication
plan and overall project plan
 The external change consultant should draft the revised communication plan and
incorporate with the overall project plan.
 An analysis of the previous communication plan showed that the barriers, which had led
to rejection of the plan among the drivers, were lack of trust among the drivers and the
fear of job security among them.

Drafting of revised communication plan and
overall project plan contd…
 The new communication plan as
pointed out in the revised plan shown
below should aim to gain trust among
the drivers and assure them job security
(Thomas and Stephens 2015).
 This would in turn encourage them to
accept the changes. The communication
plan should consider the needs of all the
stakeholders in order gain their support
in the changes, which Fast Track
Couriers aimed to achieve (to be
marked in green).
 One can point out that the previous
communication plan should achieve
stakeholders’ engagement (pointed out
in red)

Meeting with the general manager
 Discuss needs of all the stakeholders:
 The external change consultant should meet the general manager to discuss the needs of
the all the stakeholders.
 The consultant should particularly emphasise on the need to gain participation of the truck
drivers to align them to the change.

Meeting with the general manager
contd…
 Creative technique to gain trust and acceptance among drivers:
 The management body and the HR department of Fast Track Couriers should implement a
technique to gain trust and acceptance among the stakeholders particularly, the resenting
drivers.
 For example, the company can encourage both the back office employees and the drivers
to communicate with each other on the social media platforms like Facebook.
 This would create and strengthen the perception of belongingness to the company among
the drivers (Cook 2017). This would automatically create trust among the latter and
encourage them to participate in the change.

Meeting with the general manager
contd…
 Anticipated possible resistance by the stakeholders and promotion of plans:
 The external change consultant should anticipate possible change from the stakeholders
particularly the drivers.
 The external change consultant should promote the advantages of communicating among
themselves to persuade them to accept the plan.

Development of plan and Delivering
session to employees
 The external change
consultant should hold
sessions on the changes the
company aimed to embrace
and encourage them to
participate in it. They should
invite inputs and questions
from the participants. The
consultant should incorporate
the need of the employees to
communicate on the social
media platforms to strengthen
the communication plan.

Final revisions to communication and
overall project plan
 The external consultant should revise the
overall project plans based on the feedback.
 The consultant should incorporate changes
to the communication plan like
incorporation of the training activities and
roll out of the changes.
 The consultant should gain approval of the
general manager for the same.

References
 Badewi, A., 2016. The impact of project management (PM) and benefits management
(BM) practices on project success: Towards developing a project benefits governance
framework. International Journal of Project Management, 34(4), pp.761-778.
Thomas, G.F. and Stephens, K.J., 2015. An introduction to strategic communication.
 Butt, A., Naaranoja, M. and Savolainen, J., 2016. Project change stakeholder
communication. International Journal of Project Management, 34(8), pp.1579-1595.
 Cook, N., 2017. Enterprise 2.0: How social software will change the future of work.
Routledge.
 Uhl, A. and Gollenia, L.A. eds., 2016. A handbook of business transformation
management methodology. Routledge.

Thank You