University Change Management Report: MGT 164 Winter 2020

This report details a student's experience with change management within a startup sales department. Faced with the sudden resignation of the sales manager, the student was unexpectedly thrust into a leadership role. The report outlines the student's approach to managing this change, including assessing team skills, allocating tasks, and fostering communication to meet organizational goals. The student reflects on the importance of analyzing the internal environment and strategically implementing changes. The report emphasizes the necessity of effective communication, minimizing resistance, and maximizing employee engagement for successful change management. References to Harvard Business Review and IBM Transforming are included, providing further context to the strategies discussed. The student concludes with a strengthened understanding of change management principles and the ability to apply them more comprehensively in future situations.

Running head: CHANGE MANAGEMENT
CHANGE MANAGEMENT
Name of the student
Name of the University
Author note

1CHANGE MANAGEMENT
Every individual goes through certain changes, where they are required to assume
different roles in order to effectively tackle a given situation. One such experience faced by
me was when I was working in a startup business company in my locality. I had joined as an
employee in the sales department. However, due to certain circumstances, the sales manager
of the company had to resign in short notice, leaving them team without any effective leader
to guide the sales activities of the department. After an analysis of the performance,
knowledge, understanding and skills of all the employees in the sales department, the
management decided to let me lead the team.
I had never held such a position in my life before and was unsure as to how I would
be able to lead the members of my team in an efficient manner. It is the responsibility of the
leader of effectively manage the team and guide their activities so as to meet the
organizational goals and targets (Hbr.org 2020). In order to manage such a change, I engaged
in frequent group discussions with the team in order to understand their interests and
individual skills and knowledge. After an assessment of the strengths and weaknesses of my
team, I started allocating tasks among the members I considered would be able to efficiently
perform certain tasks. I also ensured that my team members communicate with me on a
regular basis regarding their progress in the tasks allocated, as well as any problems that they
might face or were facing during the conduction of their allocated business activities.
In order to effectively manage and lead changes, it is essential for the leaders to
analyze the internal and environment in which they operate and accordingly strategize means
that may lead to the success of their organization (IBM Transforming 2020). I managed my
new role as a leader through an analysis of the internal environment of my department and
assessment of the skills of my subordinates. Thus, I can regard the change I faced as being
successful for not only my professional and personal development but also the benefit of the
organization at a time of crisis.

2CHANGE MANAGEMENT
Now that I know more about change management, I can apply a more comprehensive
strategy to assess the internal and external situation, and strategize means to achieve the
organizational targets in a more efficient manner. The process of change implementation
requires the leaders to effectively communicate the need for change and minimize the
potential of resistance and conflict among the employees of the organization. Failure to
effectively manage changes further leads to discrepancies among the members of the
organization and their business functions and activities. Furthermore, efficiency in change
management also requires the leaders to maximizing the engagement and participation among
the members of the organization, so that the change implementation process can be conducted
smoothly. For this purpose it is essential for the leaders to take feedback from the employees
and develop their trust and confidence in the change process.

3CHANGE MANAGEMENT
References
Hbr.org (2020). Leading Change: Why Transformation Efforts Fail. [online] Harvard
Business Review. Available at: https://hbr.org/1995/05/leading-change-why-transformation-
efforts-fail-2 [Accessed 4 Feb. 2020].
IBM Transforming (2020). IBM Transforming, 2012-2016: Ginni Rometty Steers Watson ^
317046. [online] HBR Store. Available at: https://store.hbr.org/product/ibm-transforming-
2012-2016-ginni-rometty-steers-watson/317046 [Accessed 4 Feb. 2020].