Implementing Change Management Plan: KMGT 673 Report Analysis

This report provides a comprehensive overview of implementing a change management plan within an organizational context. It emphasizes the dynamic nature of modern business environments and the necessity of adapting to constant changes in technology, management, and other areas. The report outlines a phased approach to change implementation, starting with identifying areas for improvement and communicating the need for change to all stakeholders. It then details the planning phase, including resource allocation and the establishment of a 'roadmap' for change. The implementation phase involves breaking down the change into manageable phases, allowing for review and testing. The report also addresses the importance of monitoring and managing resistance through effective communication, recognizing successes, and providing incentives. Finally, it emphasizes the need for continuous evaluation, review, and improvement to address any obstacles and measure the success of the implemented changes, ultimately aligning the process with the needs of employees, clients, and stakeholders. The report uses references to support its findings and recommendations.

IMPLEMENTING CHANGE 1
IMPLEMENTING THE CHANGE MANAGEMENT PLAN
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IMPLEMENTING CHANGE 2
Implementing the change management plan
In the current world, things and processes are dynamic and therefore they become
different with time and new processes have to be adapted instead of sticking with the old ones.
In organizations, change is constant in several areas like technology, management and other
areas. Positive change in management is essential to growth of an organization as it directly
translates to its success or failure (Smart sheet 2020). Ordinarily, people resist change, they are
usually skeptical to anything that threatens the status quo of their work norms. With that in mind,
change has to be done carefully and collaboratively. The management has to be equipped with
the necessary skills to seamlessly effect change within their organizations to achieve the desired
results.
Change can be overwhelming and so, it has to be implemented in phases. First, you
identify what needs to be improved and to what level. This involves resources and people who
will facilitate the process with ease to achieve a successful implementation. The information is
explained to all the concerned parties as to why it is necessary to change and the intended
benefits, here, they are also given a chance to contribute their thoughts and opinions. Secondly,
you plan for the change and provide the necessary resources (Sabooshi & Sushil 2011). This is
identifying the “roadmap,” the route to be taken and the desired destination. Here, the resources
like equipment, software and infrastructure, are identified. It may also involve re-training, setting
priorities right and adopting the best practice for implementation. Thirdly, the change is now
implemented in phases; it is broken down to phases so that it can be reviewed from time to time.
Once a phase is complete, some employees can test it before it’s fully implanted. This helps in
ensuring that all concerned parties understand what is happening and why.

IMPLEMENTING CHANGE 3
The fourth step involves monitoring and managing resistance. Here, the management
needs to communicate effectively so as to curb resistance. Most employees will resist due to
worrying about the outcome. They worry about working with something new, the return on
investment risk and their future in the organization too. In anticipation of this, the leaders need to
be well equipped with skills to manage it and the lifecycle will continue smoothly (Abudho,
Njanja and Ochieng 2012). On every milestone achieved, it’s important to recognize the success
of teams and the individuals involved and celebrate the victory. They can be offered incentives
and rewards for the continued support in the change process. The last step involves evaluating,
reviewing and continuously improving the process. This should be in all the phases involved for
purposes of identifying and effectively removing all blocks that may arise. This step is also used
to analyze and measure the rate of success achieved, recurrent problems involved and the most
effective way to deal with them. The employees need to be informed about the progress and the
results being experienced and whether the desired effects have been achieved plus what could be
needed to be done further. With time, the change is continuously improved to suit needs for both
the employees but mostly to the clients and stakeholders involved.

IMPLEMENTING CHANGE 4
References
Abudho, RM, Njanja, L. and Ochieng I., 2012. ‘The Role of Strategic Leadership during
Change’, KCA Journal of Business Management vol.4 Issue No.1
Sabooshi, N. & Sushil, K., 2011, ‘Revisiting Organizational Change: Exploring the Paradox of
Managing Continuity and Change’, Journal of change management vol.11. No 2, 185-206.
Smart sheet, 2020, 8 elements of an effective change management process. Available from:
https://www.smartsheet.com/8-elements-effective-change-management-process [Accessed April
15, 2020]