Change Management Strategies and Models for Organizational Success

Running head: CHANGE MANAGEMENT
Change Management
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Table of Contents

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CHANGE MANAGEMENT
Introduction......................................................................................................................................3
Change management strategies........................................................................................................3
Kotter’s change management model...............................................................................................4
Effectiveness of change management within the organization........................................................5
Impact of leadership in managing organizational change...............................................................6
Models and theories for change management.................................................................................7
Lewin’s change management model............................................................................................7
McKinsey 7S model.....................................................................................................................8
Recommendations..........................................................................................................................10
Conclusion.....................................................................................................................................11
References......................................................................................................................................12

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CHANGE MANAGEMENT
Introduction
From the business context, the change management process is the restructuring of the
organization along with redefining the utilization of resources, allocating budget and making
changes to the various operations to maintain flexibility and efficiency. The topic will illustrate
how an effective framework is developed to create effects on the business processes and at the
same time, ensure successful changes in the structure and culture of the organization with ease.
The systematic approach to organizational change management will make people adjust to
changes and learn new skills, behaviors and knowledge and set expectations too (Hayes 2014).
This will be effective for improving the communication and make sure to reduce the
misinterpretation of information, furthermore remain committed to the changes without facing
any issues associated with it.
Change management strategies
There are various organizational change management strategies implemented within the
organizations to create good working conditions and even provide flexible benefits for the
employees to perform to their potential. One of the major change management strategies could
be agreeing to the common vision for implementing changes while a weak leader within an
organization should be replaced with a person possessing string executive leadership. This would
make them communicate the changes within the organization to the employees as well as make
them understand the vision for implementing changes. It would also be important for the
organizations to educate the employees and make them knowledgeable about the everyday
activities responsible for changes and furthermore develop a concrete plan to determine the
success or failure of the change process (Doppelt 2017). Through changes, the employees should

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be assigned with new roles and responsibilities, which could be facilitated by providing
monetary, non-monetary and social rewards to them. By implementing change management, it
would be convenient for assessing and managing the risks at various levels and develop
mitigation strategies based on those (Shirey 2013).
Kotter’s change management model
One of the most effective theories or models for implementing changes within the
organizations could be the Kotter’s change management model. Eight steps are followed to
implement changes within the organizations and develop a competitive workforce.
The first step is to create a sense of urgency to make the individuals working at the
organizations informed about what kinds of changes can be done and how to do it. This would
also make the employees understand how they could be benefited, furthermore communicate
with each other to form an effective team (Cameron and Green 2015).
The second step is to form a team competent enough to manage the changes, furthermore
obtain relevant skills, knowledge and expertise for organizing the structure of the team properly,
and assign the roles and responsibilities to the employees accurately.
It is important to create a vision during the change while the next step would be
communicate the vision across the organization and influence people to discuss about the
changes that should be implemented (Goetsch and Davis 2014).
The fifth step would be to remove or overcome the obstacles and support the staffs to
become resistant to changes, which could improve the team morale and performances of the
employees.