Leading Change: Analyzing Drivers and Impacts at Hannah Holdings Ltd.

This report analyzes the strategies and impacts of change management within Hannah Holdings, a medium-sized food and beverage company expanding into the lifestyle and beauty industry. The report begins by comparing Hannah Holdings to Visual Food Holdings, examining how different organizational structures and strategies respond to change, focusing on internal and external drivers. It then evaluates how these drivers affect the behavior of leaders, individual employees, and teams, considering factors like restructuring, employee capabilities, and external market forces. The report further explores measures to minimize the negative impacts of change on organizational behaviors through systematic processes. The report uses force field analysis to analyze the driving and resisting forces influencing decision-making processes and provides recommendations for effective planning and change impact analysis, along with leadership approaches to deal with change. Finally, the report provides conclusions and recommendations for effective change management.

UNDERSTANDING AND
LEADING CHANGE

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK 1............................................................................................................................................3
P1: Comparing different organisation where impacts on organisation's operations and
strategies happens due to change............................................................................................3
P2: Evaluating ways in which internal and external drivers of change affects behaviour of
leaders, individual and team within organisation...................................................................6
P3: Evaluating measures for minimising negative impacts of change on organisational
behaviours...............................................................................................................................7
M1: Assessing different drivers for change in different types of organisation......................9
M2: Using appropriate theories and models to critically evaluating organisational response to
change.....................................................................................................................................9
D1: Conclusions and recommendations for effective planning for change and application of
change impact analysis...........................................................................................................9
TASK 2..........................................................................................................................................10
P4: Explaining different barriers for change and determining its influences on leaders and
decision making....................................................................................................................10
M3: Using force field analysis for analysing driving and resisting forces and its influences on
decision making process.......................................................................................................11
D2: Critical evaluation on force field analysis for meeting organisational objectives.........11
TASK 3..........................................................................................................................................12
Covered in PPT.....................................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Today's competitive business environment makes every business organisation to adapt to
change so that they can effectively survive in the markets. Various changes adopted by business
organisation brings changes in leadership style, business strategies and operations and overall
performance of the organisation. Hannah Holdings is a medium sized organisation that offers
food products and beverages. The company aims at making changes by expanding in lifestyle
and beauty industry. In this following report, different drivers of change are analysed and
comparison between different organisation has made in order to find similarities and differences
for dealing with change. Evaluation of internal and external change drivers which affects
behaviour of leaders, individual employees and team is done. Appropriate theories and models
are discussed and use of force field analysis is also done. Different leadership approaches that
helps in dealing with changes are also discussed further in the report.
MAIN BODY
TASK 1
P1: Comparing different organisation where impacts on organisation's operations and strategies
happens due to change
Business environment is becoming competitive and complex that makes organisation to
make changes constantly and sustain their position. Globalisation of market, evolving
technological up-gradation, increasing competition are the various factors that requires change in
business in order to sustain position and survive in markets. Changes in organisation brings
changes in business operations, activities and strategies (Sjöblom, 2018). Hannah Holdings Ltd.
Needs to make proper plans, policies and expansion strategies so that it can bring effective
results and outcomes of change. Diversification strategy adopted by Hannah Holdings aims at
properly managing new business operations and activities. Hannah Holdings adopts
diversification strategy to bring better results in form of increased productivity and profits.
Impacts of increasing product line and expanding in another industry will make Hannah
Holdings to implement new regulations, strategies, developing management structure and
installing new technologies and techniques in order to respond effectively to change. Drivers of
change are its new product line, new markets that it is entering in, brand image of company,
existing customers, etc.

Visual Food Holdings adopts to product development strategy and adds new products in
the existing markets so that it can increase its sales and profits. In order to get effective results of
change, it needs to make proper planning regarding the changes made. Responding to change
effectively can be managed by proper planning and execution of implemented strategies. Drivers
of change for Visual holdings are its plans, designs, extended products and services and also
business operations that help in bringing effective results of change.
Hannah Holdings Ltd. Visual Food Holdings Ltd.
Hannah Holdings current operations are
production, marketing, selling and managing
finance and accounts.
Current operations of Visual Food Holdings is
to produce variety of food items, marketing and
selling of its products and also manage
monitory factors.
Its strategy is to deal with wholesaler so that
raw materials are available at lower and
affordable prices.
The strategy of this company is to make the
customer base so strong that it helps in
sustaining in competitive markets.
Causes of changes are its external business
environment such as, increased competition,
easy entry in new markets, technological
developments, etc.
Causes of change in this case are its internal
management policies and effective
participation of employees and need for new
product line to attract more customers.
The organisation currently deals in food
products and beverages that adopts to change
by entering in beauty and lifestyle industry.
The organisation offers versatile and special
food product items that aims at making
changes by adding some items in its food
products menu.
This change will bring impacts on business
operations and strategies as Hannah Holdings
is entering into totally different industry
(Eriksson and et.al., 2017).
Adding products or items in menu does not
bring many changes and impacts less on
business strategies and operations.
Positive impact of this change will bring
effective results in form of increased
productivity and profits.
Positive impact of this change are increased
productivity and sales of visual food holding's
products and also strong customer base.

Negative impacts of diversification faced by
Hannah holdings are to follow various political
rules, regulations and policies and complex
processes.
Negative impact of this change is that it may
bring no or less results on the overall
organisation.
Hannah holdings needs to make its
diversification business strategies in a way that
it brings effective results and outcomes after
entering into new markets and industry.
Visual Food Holdings Ltd. Needs to focus on
developing its product development business
strategies in a way that brings effective results
and outcomes for overall change.
Positive impact of this change on process and
operation is that it will bring new techniques
and tools for manufacturing, development of
effective strategies, increased target customers
and markets, increased brand reputation.
Positive impact of this change on process and
operation is that it leads to up-gradation in
technological equipments and machinery, and
also allows strong brand image.
Negative impact on process and operation will
be that new technologies to be implemented,
training and development for employees will
be required and also increases cost of
production.
Negative impact of change on operations and
process will be that focus on arranging extra
resources required for adding food products,
using different marketing tools and techniques.
Hannah Holdings responds to changes by
making changes in its hierarchical
management structure so that it can easily and
effectively brings changes and expect better
outcomes.
This company responds to change by properly
managing the operations and activities
according to demands of customers (Hayes,
2018).
Business operations and activities of Hannah
Holdings will get influenced by the adapting
change as it is expanding in new and different
sector. New techniques and tools will be
required, employees with skills and knowledge
of new product line of beauty and lifestyle,
analysis of new markets and competition needs
Operations and activities of Visual Food
Holdings will not be get influenced much as it
is not changing its product line. Strategies
needs to be modified according to the changed
operations and activities of organisation.

to be done, HRM skills for implementing new
strategies will be required.
P2: Evaluating ways in which internal and external drivers of change affects behaviour of
leaders, individual and team within organisation
Various factors gets influenced due to change in business organisation that are refereed as
internal and external drivers of change. Customers, economic conditions, social trends, political
situation, technology, available resources, etc. are considered as drivers of change (Banks,
Ledbetter and Greenhalgh, 2016).
Internal drivers of change External drivers of change
Restructuring in management will bring
changes in teams performance and individuals
as well.
Expansion strategy adopted will bring changes
in implementation of various legal and
corporate policies that affects performance of
employees.
Capabilities of employees will affect
leadership style and also it will require
management to provide training and
development sessions.
Competitors of new markets brings effects on
the performance of employees as they have to
come up with innovation.
Dissatisfaction of employees due to adopted
change may affect leadership as they have to
arrange programmes and sessions that provides
motivation to employees.
Technology up gradation will bring effects on
the performance of team and individual
employees.
Internal drivers of change is adapted by Hannah Holdings Ltd. As it is entering in new
markets and requires restructuring, installation of techniques and technologies, recruiting new
employees, developing innovative plans and strategies. Internal drivers of change are
controllable by organisation and results can be predicted easily such as capabilities of employees,
techniques, tools and technologies, resources, etc. Internal drivers of change brings impacts and
influences on the performance of individual employees, team and on leadership and management
as well.

External drivers of change includes competition, political and social factors, legal and
regulatory frameworks. Hannah Holdings organisation will face changes and impacts on its legal
and regulatory frameworks, new competitors, technological changes, etc. Organisation needs to
focus on developing new and innovative ideas so that it can effectively meet the impacts of
changes and results in better outcomes. Both internal and external drivers of change brings
influences on individual employees, team and leadership that is explained as follows:
Individual Employees: Change adapted by Hannah Holdings brings changes in business
operations, activities, strategies, management structures, etc. that leads to bring changes in roles
and responsibilities of individual employee (Burnes, Hughes and By, 2018). Employees are
provided with different responsibilities in order to effectively driving change in the organisation.
Entering in lifestyle and beauty industry will require employees with innovative and creative
ideas that leads to bring effective outcomes for Hannah Holdings. Employees behaviour gets
influenced by change as it drives changes in business operations and activities.
Team: Business operations and activities gets influenced due to change adapted by organisation
and that also brings changes in team performance of the organisation. Changes in business
operations and activities brings influences on team as it is the combination of people with
different values, cultures, ethics, roles and responsibilities. Various new legal and regulatory
frameworks affects the performance of employees and team within the organisation. Hannah
Holdings will form new teams aiming at new and different goals and objectives with different
responsibilities according to internal and external drivers of change.
Leadership And Management: Various drivers of change will bring influences on the working
of Hannah Holdings and its management and leadership as well. Leaders have potential to bring
influence on people and employees working with them and bring better results of change.
Change in organisation Hannah Holding brings changes in leadership styles as well (Cameron
and Green, 2015). Leadership and management will get affected by various internal and external
drivers of change such as new technologies will require training and development programs for
employees to develop skills and knowledge. Innovative methods and approaches needs to be
followed by leaders in order to bring effective results for both internal and external drivers of
change. Factors like demographic locations, characteristics of staff and employees, updated
resources, political factors, technological advancements, culture within organisation brings
influences on the leadership.

P3: Evaluating measures for minimising negative impacts of change on organisational
behaviours
Properly managing organisational change requires effecting planning of strategies and
implementations of resources so that it results in minimising negative impacts of change and
brings better outcomes and results. Following are given some measures taken by Hannah
Holdings to minimise negative impacts of change on organisational behaviours:
Systematic process: Organisation needs to bring changes in the business operations in
systematic way so that it does not put much pressure on employees and management all at once.
Overloading employees with lot of change will lead to bring negative impacts. Hannah Holdings
needs to make its change strategy in way that employees gets motivated and are ready to face
and welcome changes (Doppelt, 2017).
Clearly defining the change: Business organisation adapting to change needs to clearly
communicate and define change and its objective with employees. Goals and objectives of
change needs to properly clear with employees and management so that its effective results can
be achieved. Right directions can be given to employees after they are clear with objectives of
change and will lead to minimise negative impacts of change.
Developing communication strategies: Employees are most likely to bring and
implement changes at functional and department level, therefore, it requires proper
communication strategy to bring effective outcomes of change (6 Steps to Effective
Organizational Change Management, 2016). Organisation needs to make and plan proper
communication strategy in which employees can share their views, comments and ideas for
change. This will lead to minimise the negative impacts of change on organisational behaviours
and overall positive outcomes can be achieved.
Providing effective training and development: Change in the business organisation
requires adequate and proper training for employees so that they can come up with innovation
and creation in order to effectively drive positive outcomes for change (Eriksson and et.al.,
2017). Hannah Holdings needs to provide proper training and development programs to its
employees so that they get comfortable with change, comes up with innovative and creative
ideas and also results in minimising negative impacts of change.
Measuring the process of change: During the change management process,
measurements of impacts and influences is to be done in order to identify the effectiveness and

benefits. Hannah Holdings needs to properly assess and measure the outcomes of change in order
to remove and minimise negative impacts (5 Types of Organizational Change, 2017). Measuring
change process will enclose negative and positive impacts of change which can be corrected and
strengthen in order to improve effectiveness.
M1: Assessing different drivers for change in different types of organisation
Different drivers of change are internal and external drivers that includes factors bringing
change in overall organisation and industry (Espedal, 2017). Change drivers brings and shape
changes within the organisation and includes products and services offered, plans, policies and
strategies, designs of products, operational activities. Hannah Holdings bring changes in products
and services that leads to bring changes in its operations and affects wide organisation structure
in which organisation changes its overall structure. There are various types of organisational
changes such as wide change, transformational change, personnel change, unplanned change and
remedial or corrective changes that are adapted by different business organisations.
M2: Using appropriate theories and models to critically evaluating organisational response to
change
Hannah Holdings uses Lewin's Change Management Model in order to critically evaluate
the organisational response and is briefly explained as follows:
Unfreeze: first step of this model states to unfreeze the current process within the
organisation and properly evaluating and analysing every step and interaction of employees for
checking potential improvements. This helps Hannah Holdings to remove bias and mistakes that
may happen and helps in preparing employees and management for new elements of change
(Hayes, 2018).
Transition: Second step is to deploy the changes within organisation and properly
communicate initiated change. Proper leadership and management is required in transition step
of this model to effectively get better results and outcomes.
Refreeze: last step of Lewin's Change Management Process is to refreeze the new
process after deploying the changes. Hannah Holdings refreezes its operations and activities after
successful implementations of change and organisation becomes stable again.

D1: Conclusions and recommendations for effective planning for change and application of
change impact analysis
Change impact analysis helps in identifying possible consequences of change and also
helps in figuring factors that needs to be modified for effectively accomplishing and
implementing change in the organisation. Hannah holdings uses Change Impact Analysis in
order to understand possible implications that needs to be made in adapting changes. Then
identifications of various tasks and activities required to be taken in order to effectively
implement the changes (Hornstein, 2015). Business organisation should make use of change
management models in order to effectively plan for change. Hannah Holdings should properly
use appropriate theories and models in order to make effective changes that brings better
outcomes and results.
TASK 2
P4: Explaining different barriers for change and determining its influences on leaders and
decision making
Business organisation needs to properly analyse the factors which can act as barriers to
change and also determine its influences on decision making process and on leadership as well.
Properly analysing and understanding barrier to change may leads to help business for creating
strong and successful strategies that helps in effective implementation of change (5 Barriers to
Change Management and How to Easily Overcome Them, 2015). Following are given some
barriers to change adapted in Hannah Holdings that affects decision making and leadership:
Lack of employee involvement: Employees does not get involve in the change
management process or does not get effectively involve in change activities. Hannah Holdings
aims at effectively developing its change management strategies that makes effective
involvement of employees in the process (Salman and Broten, 2017). Leaders needs to make
plans that increases employees involvement by listening to their ideas, views and opinions,
assuring them with them that change will bring effective results for all.
Lack of effective strategies: Organisation needs to make proper communication
strategies by which change can be introduced and implemented properly so that it does not bring
any barrier to change process. Poor communication strategy may act as barrier to change process
which may affect leadership and organisational behaviours. Leaders needs to make effective

communication strategies with employees and assure their effective involvement in the business
changed operations and activities of the organisation. Effective involvement of employees and
their satisfaction needs and strategies for the same will be required to be made by leaders. If
effective strategies are not there that can bring effective results for change, it will lead to bring
pressure on leaders.
Lack of effective culture: Effective culture of organisation may bring effective results
and outcomes through change. Whereas lack in proper culture may act as a barrier to change and
bring negative impacts for all. Leaders needs to focus on developing corporate culture and make
decisions according to intuitions and feelings of employees.
Unknown organisational state: Hannah Holdings needs to properly analyse current state
of business before implementing change otherwise it will act as a barrier to change process
(Sjöblom, 2018). Leaders will get affected as they have to make proper plans and strategies for
analysing state of organisation and then for introducing and implementing change.
Complexity within the organisation: Products process, complex processes may act as a
barrier to change that needs to be analysed properly for effectively implementing change.
Leaders needs to come up with effective solution for the same by arranging decision making
process to get better ideas for resolving this barrier. If there is complexity within the
organisation, leaders will be pressurized for developing strategies and making decisions to solve
complexity.
M3: Using force field analysis for analysing driving and resisting forces and its influences on
decision making process
Phases of force field analysis are describing situation, identifying forces for change,
identification of forces against change, assigning scores and finally analysing and appplying the
change. Phases of force field analysis involves description of the current situation and desired
situation. Then identification of where current situation will move to if no action is taken. Then
list of driving forces that leads to bring desired situation is made. List of resisting forces is the
last phase of force field analysis. Force Field analysis is used to measure and weigh restraining
and driving forces that affects change within organisation (Van der Voet, Kuipers and
Groeneveld, 2016). This analysis aims at ensuring that business organisation effectively responds
to environment and its factors in which business operates so that change brings the best
outcomes. Force field analysis finds out problems that needs to be tackled by taking proper

decisions. There are forces which help in driving change whereas some forces restraining
change. Decision making gets affected as it needs to be made in a way that there are high driving
forces than restraining forces for bringing effective results. Decision-making gets affected by
various driving forces and resistance forces in the business environment.
D2: Critical evaluation on force field analysis for meeting organisational objectives
The Force field analysis needs to be used for analysing factors and informing decision
matters that makes change process more acceptable and successful (Wylie, et.al., 2017).
Effective results and outcomes can achieved only if there are more driving forces for change
within organisation, therefore, organisation needs to make decisions that strengthens driving
forces. Decision making process for change must include effective participation of employees so
that it can lead to minimise resistance of change process and overall objectives of change can be
achieved.
TASK 3
Covered in PPT
CONCLUSION
From the above mentioned report, it has been concluded that changes in products,
increasing product line, changing models, changing organisational structures may bring changes
in business and organisational activities. Organisation needs to make sure that employees take
effective part in change process so that they do not act as a barrier in change process. Business
organisations adapting to change requires proper application of models and theories in order to
effectively evaluate organisational response. Different leadership approaches are used in order to
effectively deal with the change adapted in the organisation. Effectively planning strategies leads
to bring better outcomes and also minimises negative impacts on organisational behaviour.
Driving and resistance forces brings influences in decision making process within the
organisation.