(Solution) 5CO01 (AC2.3) Explain different approaches to managing change

Solution

(Solution) 5CO01 (AC2.3) Explain different approaches to managing change

Kotter Change Management Model

This being a model by John Kotter is basically anchored on assumption that change process is pursued by a set of phases (Graves et al., 2023). These 8 steps are appropriate for assisting an organisation effectively managing the change process while achieving an acknowledgement of psychological and rational factors.

Application in Hybrid Working Change

Sense of urgency- For hybrid working, sense of urgency would include the changes due to COVID-19 pandemic and current financial downturn impacting facilitation of workplace operations. This stage would identify hybrid working as potentially contributing to improved team-based performance and executing their function efficiently which is not the case for working in an office setting.

Coalition- A team of managers (5) supporting the hybrid working would be called upon to take part in the process implementation. their mandate would be championing the process while mitigating any form of resistance emerging on the change strategy.

Vision for change- The vision of hybrid working would be identified to include flexible working, collaboration increase and integrating office-based working and virtually. This would anchor the process of change with the staff well positioned to execute the vision and inform their positioning.

Communicating vision- As a best practice, townhall engagements, emails (formally & informally) would be embraced for pursuing a common-based vision of hybrid working implementation. By being transparent, an assurance of appropriate responses of their issues and getting prompt feedback of the process enabling a feeling of engaged in the hybrid working implementation process.

Empowerment actions- Considering various barriers hinder successful hybrid working process, they would be eliminated which are lack of financial facilitation and ineffective technology in application.

Short-term wins- At this point, implementing the hybrid working would begin to gain fruition. By engaging the rest of the organisation, the best practice would include noting initial gains which would be amplified in the entire organisation. This is for a successful hybrid working implementation process.

Consolidating gains- Based on piloting outcomes of the hybrid working, appropriate recommendations would be made on improvement of the process to achieve their holistic gains. This is while appreciating all participants in the organisation practice.

Anchoring nee approaches to culture– Integration of hybrid working strategy as part of organisation operations. This entail making sure they are appreciating the change as part of their roles and organisation culture hence normalcy of their operations.

Successful Implementation of Change

Through a holistic embrace of Kotter’s Model, success in implementing change is attained. According to Laig and Abocejo (2021), this is detailed and harness emotions and practice in the change process. Through ensuring the change process is perceived to be of urgency, they end up feeling not neglected requiring change to be accepted in a positive manner. The outcome of this is leveraging on success in communication and empowered mitigating any form of resistance while actively taking part in the change process.

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