Topic 4: Strategies for Implementing Change Discussion 1 and 2
Topic 4: Strategies for Implementing Change Discussion 1 and 2
The success of organizations in the modern world depends largely on the effectiveness of implementing change and if the change addresses the actual and potential issues in the firm. Change agents and guiding teams therefore prove important in ensuring that changes are successfully implemented in their organizations. Change agent has been defined by Burke (2017) as a person who held responsible for initiating the change and ensuring that its effectiveness is achieved. Guiding team on the other hand ensures that the implementation of the change is successful in an organization. It ensures that the resources are used efficiently to achieve the goals of the change. Therefore, both of them are essential for successful implementation of change in organizations.
Topic 4: Strategies for Implementing Change Discussion 1 and 2
Change agents are important in leading the implementation of the change. They oversee the manner in which the organizational stakeholders implement the desired change. Change agents also act as advisors for the organizational stakeholders and shareholders. They provide regular feedback to the implementers and the management of the organization. The feedback is used for the adoption of improvement interventions in the process of implementing change. The change agent also assists in the development of strategies for the change. They ensure that the strategies are appropriate to the identified needs of the organization (Burke, 2017). Therefore, the role of change agent in implementation of a change in an organization cannot be ignored.
Click here to ORDER an A++ paper from our MASTERS and DOCTORATE WRITERS: Topic 4: Strategies for Implementing Change Discussion 1 and 2
Guiding teams are also important in the implementation of organizational change. They assist in the development of strategies
that would ensure the success of the change. They also oversee the implementation of the change. Through it, they provide inputs on the ways in which the identified weaknesses can be addressed. The guiding teams also collaborate with the implementers to understand their needs. This ensures that the potential barriers to successful implementation of the change are addressed with the adoption of responsive interventions (Rossignoli, Virili & Za, 2018). Consequently, the implementation of change in an organization cannot be achieved without the consideration of the roles played by the change agents and the guiding teams.
Kotter, P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change their organizations. Boston, MA: Harvard Business Press. ISBN-13: 978-1422187333
URL:
Read “Evaluating the Success of Strategic Change Against Kotter’s Eight Steps,” by Spencer and Winn, from Planning for Higher Education (2004/2005).
URL:
Read “Integrating Organizational Change Management and Customer Relationship Management in a Casino,” by Chi Cong Mai, Perry, and Loh, from UNLV Gaming Research and Review Journal (2014).
URL:
Read, “Transformational Change,” by Hannon, from Training Journal (2014).
URL:
Read “Team-Building and Change Management in Respiratory Care: Description of a Process and Outcomes,” by Stoller et al., from Respiratory Care (2010).
URL:
Read “Mastering the Art of Change,” by Blanchard, from Training Journal (2010).
URL:
Read “Navigating Change,” by Bisoux, from BizEd (2015).
URL:
Read “The Meaning and Measurement of Implementation Climate,” by Weiner et al., from Implementation Science (2011).
URL: