DColeman-ChangeManagementPlan.docx

CHANGE MANAGEMENT PLAN 1
CHANGE MANAGEMENT PLAN 5

Change Management Plan

Professor Richard Henderson
BUS – 470

Derek Coleman
June 6, 2021

Change Management Plan

Identify the Change Model to Use

Although all the change models could be beneficial, I feel the best change model to use for my situation is the Prosci ADKAR Model. This model is best because it not only has a five-step process: awareness, desire, knowledge, ability and reinforcement, but it focuses on individual change or improvement, more so than over all change (Prosci.com). Most issue occur within ourselves and for any change to happen, you have to change yourself. When you make changes within yourself, your outlook changes, which can be beneficial to others as well.

Employee -in

Most employees are apprehensive regarding new changes within the organization. Most managers like changes and there are some steps that could assist with the progress and/or successful of it. All employees need to be prepared for the change and be willing to handle resistance effectively and immediately. Managers have to be willing to do follow ups, personalize task and lay out a vision for employees. This will assist will making sure that the changes are properly made and that everyone has a full understanding of the organization’s/departmental goals.

Resources needed t

“Managers should be prepared to have plan of communication to present to the employees” (Smith, 2021). Without a communication plan, the resistance of change from the employee will be higher. “There is close relation between communication plan and change resistance and both are parallel to a change management plan” (Heathfield, 2021). When having face to face communication with the employee, management will be able to receive more accurate feedback from the employees about changes.

Method for addressing employee resistance to change

“The first method that should be considered to avoid resistance from employees when implementing a change management plan is to reinforce the changes” (Prosci.com). Management should motivate employees by rewarding, a performance management plan and a good compensation plan. People will be more likely to take the steps required to make a change when they see they are being rewards or compensated appropriately. Changes can be sustained as well with the help of reinforcement. People show resistance because they don’t see direct benefits of themselves.
Providing them good compensation offer fulfill this need and attracts employees to participate in
the change processes.

References
Inc., P. (n.d.). The Prosci ADKAR® Model. Prosci. https://www.prosci.com/methodology/adkar?utm_term=prosci+adkar+model&utm_campaign=ADKAR&utm_source=adwords&utm_medium=ppc&hsa_acc=5529787200&hsa_cam=10286811822&hsa_grp=100632746377&hsa_ad=474863235034&hsa_src=g&hsa_tgt=aud-1211992840483%3Akwd-297005139587&hsa_kw=prosci+adkar+model&hsa_mt=e&hsa_net=adwords&hsa_ver=3&gclid=Cj0KCQjw5PGFBhC2ARIsAIFIMNcrq15_U05JxAEDJ4s55cl0-WBA37HUO8kRzz94Cm8pomyrNxTrFxIaAsymEALw_wcB.
Heathfield, S. M. (n.d.). How to Communicate to Facilitate Change in Employee Actions. The Balance Careers. https://www.thebalancecareers.com/communication-in-change-management-1917805.
Smith, R. (2021, May 20). How To Effectively Communicate Your Strategic Plan To Employees. ClearPoint Strategy. https://www.clearpointstrategy.com/communicating-strategy-be-effective/.
Tucker, J. (1993, March). Everyday forms of employee resistance. InSociological Forum
(Vol. 8, No. 1, pp. 25-45). Kluwer Academic Publishers-Plenum Publishers.
Stanley, D. J., Meyer, J. P., & Topolnytsky, L. (2005). Employee cynicism and resistance to
organizational change. Journal of Business and Psychology, 19(4), 429-459