Organizational Change Methods
Organizational Change Methods
Change can be challenging for individuals in their everyday lives; most would rather be resistant to the changes that they are facing instead of finding ways to embrace the change. For leaders, trying to make change can be a very daunting task. It does not matter if it is at the organizational, divisional, or even team level trying to implement new innovative ideas; even ideas that can benefit the organization can met with inflexibility and resistance from leadership, peers, and followers. Leaders may need help implementing successful changes for several reasons.
Common Change Mistakes
According to Kotter (2012), organizational leaders commonly make eight mistakes when trying to implement change. Out of these, not creating a clear vision for the change, poor communication with stakeholders, and failing to create or celebrate short-term wins were found to be the most significant. Zasa and Buganza (2023) discovered that when a leader establishes a clear shared vision for their organization or team, participation and alignment to change increase, leading to successful change implementation. Kharouf et al. (2020) agreed with Kotter’s emphasis on the importance of communication and engagement with stakeholders. Their study found that effective and consistent communication about goals and vision enhances change success. Kaufman et al. (2020) also supported Kotter’s assessments, highlighting that sharing short-term wins builds awareness and trust throughout the organization. To avoid these pitfalls, leaders should ensure they present clear visions, communicate regularly with stakeholders, and keep stakeholders informed about the milestones and wins achieved during change implementation.
Christian Perspective on Change
As Christian leaders we are told that even though God never changes, it is normal for each one of us to change this is because God has changed us. (Malachi 3:6, James 1:17, John 3:3, Common English Bible, 2011). It is important that we do not stay the same because how can God use us if we do, change is imperative because as we grow and mature, we become new and reborn (John 3:3, 2 Corinthians 5:17, Common English Bible, 2011).
Mckinsey 7-S Model
There are several methods for implementing successful change within an organization. Kotter’s eight-stage change model is one approach, while the Mckinsey 7-S model and the ADKAR model are two others. The Mckinsey 7-S model consists of seven factors: strategy, structure, systems, skills, staff, style, and shared vision, which proves a holistic view of how the organization is performing in terms of change (Pospisil & Zavodna, 2022). According to a study by Odeh (2021), this change framework is an effective tool for organizations to measure their level of success in change initiatives. For example, leaders at Best Western used the Mckinsey 7-S model to ensure that changes were internalized and institutionalized by employees when implementing a new program. To successfully use this framework, organizations must understand their structure and systems, create a strategic plan supported by stakeholders, determine the appropriate communication style for sharing the vision and changes with employees, and hire flexible staff with the necessary skills and competencies to meet the change goals.
ADKAR Model
The ADKAR model framework consists of five steps that a leader in an organization should take when trying to implement change. Kaminski (2022), it was explained that the first step is creating an awareness of change or identifying gaps where change should be implemented. The second step is to create an environment where there is a desire for the change. The third step is to find a way forward by gaining the knowledge of how and what needs to be changed throughout the organization. The fourth step is to develop a team of skilled and experienced employees who can help to implement change. Lastly, the fifth step is to consistently reinforce the urgency for change by communicating the wins, goals, and vision on a regular basis to the stakeholders. Bulluck et al. (2020) reviewed in their study how effective the ADKAR method was when a hospital transitioned from a primary to team nursing during the COVID-19 pandemic. They found that by utilizing this framework, they were able to develop plans to meet the demands of the workforce.
Conclusion
In addition to Kotter’s eight-step change model, there are several other change frameworks that organizational leaders can use. The McKinsey 7-S model proved to be useful for Best Western Italy when they attempted to change their organization’s culture. This model enabled them to establish sustainable change and a new company culture that simultaneously boosted customer satisfaction and employee morale. Another effective change model is the ADKAR framework, which enabled a medical organization to swiftly adapt to the surge of patients during the pandemic and lay the groundwork for managing change in any situation.
References
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Kaminski, J. (2022). Theory applied to informatics – The Prosci ADKAR Model. Canadian Journal of Nursing Informatics, 17(2)
Kaufman, E. K., Mitra, S., Anderson, J. C., Coartney, J. S., & Cash, C. S. (2020). Leading collaborative change in an educational
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Kharouf, H., Biscaia, R., Garcia-Perez, A., & Hickman, E. (2020). Understanding online event experience: The importance of
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Kotter, J. P. (2012). Leading change. Harvard business press.
Odeh, G. (2021). Implementing Mckinsey 7S Model of Organizational Diagnosis and Planned Change, Best Western Italy
Case Analysis. Journal of International Business and Management, 11(4), 01-08.
Pospisil, J. Z., & Zavodna, L. S. (2022). An insight to the world of female entrepreneurship: Systematic literature review of the
phenomenon using the Mckinsey 7S model. Foundations of Management, 14(1), 51-66.
The Holy Bible, Common English Bible. (2011). Common English Bible Online. https://www.commonenglishbible.com/Links to an external site.
Zasa, F. P., & Buganza, T. (2023). Developing a shared vision: Strong teams have the power. The Journal of Business
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