Analysis of Change Management at Supreme Educational Group Report

This report provides a comprehensive analysis of the change management strategies implemented at the Supreme Educational Group of Malaysia. The report begins by restating the change, which was driven by a skill gap between desired and actual student skills, necessitating the establishment of a research and development department. It critically analyzes the diagnostic methods employed, identifying skill gaps and resistance to change, and the interventions, including structural changes and the use of a change agent. The report then examines the communication strategies used, highlighting the effectiveness of formal, two-way communication and its role in increasing awareness, desire, knowledge, ability, and reinforcement, as per the ADKAR model. Finally, the report outlines an alternative change management approach from the perspective of a consultant, detailing a step-by-step procedure, including the involvement of executives, consideration of stakeholder needs, attention to individual change processes, focus on managers, and effective handling of resistance to change. The conclusion underscores the significance of change management tools and the importance of a structured, interactive communication approach to successfully navigate organizational transformations, offering insights into how to overcome barriers and achieve desired outcomes.

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Management

Contents
Introduction...........................................................................................................................................2
Forms of diagnosis and interventions....................................................................................................2
Form of communication used and its effectiveness...............................................................................3
Change management approach as a consultant....................................................................................4
Conclusion.............................................................................................................................................5
References.............................................................................................................................................7

Introduction
It is true that change plays a significant role in organisation as well as education
group. Supreme Educational Group of Malaysia also brought changes in its education group
due to several reasons. The major reason behind such changes was the difference between
desired and actual skill. Moreover, varied reasons are discussed in the paper further. In order
to overcome from these problems, it has also brought the research and development
department which is further analysed in the paper. Afterwards, forms of communication have
been highlighted. Discussion ends with the recommendations as a change management
consultant in such a situation.
Forms of diagnosis and interventions
Several problems have been identified during the diagnosis. The first problem
identified was the skill gap between the desired and actual skill level of the students. The
major reason behind this skill gap is the lack of expertise and talented staff. In such a case, it
becomes quite difficult for educational group to attract the new students for availing services
of the educational group. Moreover, it is also found that the educational group is not able to
provide the relevant course as per the changing demand of students. Due to this, people
started moving to other countries for the sake of getting good education. In addition to this,
changes were also required due to changes in the corporate requirement as well as skill gap in
the labour market. During the time of bringing change, it is found that resistance of change
was the most significant problem faced on the side of students and other relevant stakeholder
(Ceulemans, Lozano& Alonso-Almeida, 2015).
Intervention is said to be the planned activities that is carried out to bring the changes
in organisation. These changes are intended to bring the improvement in functioning of the
organisation as well. Due to skill gap between the corporate requirement and students, it has
set up the research and development unit. The main reason behind opening of this department
is to ensure collaboration with the several sectors. This department will also assist in
developing different courses based on the skill necessity of the educational group. In addition
to this, it has also implemented the change that will be followed from top to down. For
solving or eliminating the problems in educational group, change agent is also helping it in
several ways. The major role of change agent is that it speaks in the favour of changes taking
place in organisation. These interventions were planned significantly and systematically so

that it does not affect any person. In this way, it is also said to be the structural change which
follows proper series of steps.
Form of communication used and its effectiveness
Formal and two-way communication technique has been used in order to describe the
process of change. Besides this, meeting was arranged between different staff members of the
organisations. Meetings were taken so that the involvement of each member can be done
effectively. It is true that effective communication of the objective behind change is
necessary because it requires the commitment and involvement of every member (Neil,
2018). By knowing the objective of the change, every person is able to understand how the
change will affect then personally. It also requires the communication in effective manner so
that people easily understand the context (Bradley, 2016). Communication was effective
because feedback from each member was invited regarding his or her opinion for identified
change. However, several barriers have been seen due to the resistance of change but
effective communication helped in removing those barriers to some extent. It has rightly
stated that communication is the most important factor in communicating the requirement of
change as well as vision of change especially with people who will get affected from the
change. Proper communication helps in identifying the reasons behind resistance to change.
In this regard, it becomes easy to take proper actions. Two-way communication is the most
significant factor that directly helps the organisation in bringing change successfully
(Cameron & Green, 2019). Two way communication also ensures the active involvement of
both the parties because both parties get the chance to speak as well as react on the same
time. in addition to this, it helps in reducing the confusion regarding change. By doing so, n
of change resistance also get reduced to some extent.
As per the ADKAR model of change, several elements are required to be understood.
“A” stands for awareness of the need of change. For increasing awareness, communication is
required to be done in effective manner because without doing communication, it is not
possible to increase the awareness regarding change. “D” stands” for desire to participate in
change as well as support change. It is not possible to bring desire change in the relevant
parties without doing communication. Communication is such technique that can bring the
desire in a person to change. “K” stands for knowledge. A person cannot gain knowledge
without communication (Butt, Naaranoja & Savolainen, 2016). A person can easily gain
knowledge by doing communication with the other persons in effective manner. Without

proper communication, it will not be possible for the person to get the knowledge that
together person wants to deliver. “A” stands for the ability to implement the change. In order
to implement the change, it is required to communicate with the concerned members
regarding the change. Communication in this situation helps in getting the several ideas from
different team members. Without communication, it is not possible to get the fruitful or
variety of ideas. “R” stands for reinforcement in sustaining the change (Dutta, 2018).
Change management approach as a consultant
If I would be at the position of change management consultant, I definitely go through the
certain procedure to bring successful changes in organisation. The steps that I would have
taken regarding change management are as follows:
 Follow up procedure: it is true that successful change only comes when it is known
that where the organisation is right now and where it want to move or go now. In order to
identify the reasons for problems, I would definitely appoint some skilful and competent
person who has the enough knowledge regarding change management. A well-defined
process definitely helps in going on the right way. IN this way, it is essential to create the
vision for which organisation is sustaining in the market.
 Involvement of executives: It is true that involvement of executives tends to bring the
success in change efforts made by the organisation. When executive team is bringing the
change, it might be possible that they get affected by change or might be not (Millar, Hind &
Magala, 2012). By ensuring the clarity, alignment within the executive team, it is beneficial
to bring the change. IN this way, involvement is the significant element to align the working
of every team member.
 Considering the perception and needs of entire stakeholders in the process of change:
stakeholders include all those persons who are affected by change. Therefore, it is beneficial
to consider their needs and demand in effective manner. The major stakeholders associated
with the educational group are students. The main priority of these students is to get good
education and knowledge from the educational groups. By considering the perception of
students, it would be better to get the valuable ideas (Mader, Scott & Abdul Razak, 2013).
 Paying close attention to the individual change process: it is true that every person go
through his or her personal process. It is better to take a valuable discussion where each
person can discuss about his or her individual perception regarding change. It might be
possible that one person more effective idea than the other. Majority of vote given to an idea

can take the acceptance of new change. When attention is given to the individual member,
they tend to give their best for the organisation too. Therefore, this will work in the favour of
the change management.
 Focusing on managers: it is true that managers are most significant element to keep
the employees productive and engaged. Managers tend to help the leaders in effectively
managing change. During the change management, a manager can be appointed that would
help the leader in managing change by prioritising the needs of the significant stakeholders.
The significant skills include interpersonal skills, communication, coaching, and team
building. Before making any strategy, it would also be discussed with the leaders (Gollan,
2015).
 Effectively handle resistance: resistance is the part of any change process. It is not
possible for any organisation to avoid it (Karambelkar & Bhattacharya, 2017). If I would be
the change consultant, I would definitely help the people to struggle with change rather than
running away from the change. It would be better to create forms for people so that they can
challenge the change, as well as discuss the change so that more solutions can be known. At
this time, expectations can be set so that people working for the change also become curious
about bringing change in effective manner (Tang, 2019).
The reason behind these changes proves to be significant in removing all the barriers
and obstacles that they were faced by Supreme educational group. Training is the most
significant aspect to overcome the skill gap faced by the students. Therefore, it would be
better to provide time-to-time training to the students. I use these steps because the belief lies
in doing step by step things. Using these steps, it is also possible to ensure the interactive
communication. Whenever interactive communication is being done, opportunity for the
exploring new ideas and behaviour regarding change is also increased. It is because people
also start making positive contribution when they come to know about the change in effective
manner.
Conclusion
In the limelight of above discussion, it can be concluded that change management is
the most significant tool in the organisation to bring effective changes. Similarly, supreme
education group was also facing several problems in Malaysia. In order to effectively cope up
with the problems, it set up the research and development department. However, if I would be

in the place of change management consultant, I would take the step-by-step approach in
order to bring changes effectively.

References
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