Managing Change Management Is The Field - MyAssignmenthelp.com

Question: Discuss about the Managing Change Management Is The Field. Answer: Managing Change The ADKAR model is the effective model to bring successful change in the organisations. ADKAR stands for Awareness, Desire, Knowledge, Ability and Reinforcement. ADKAR model has various applications which helps in guiding the individuals in the organisation for bringing the change. This model helps individuals in driving the change and to achieve organisational objectives. Change in organisations: A Process Change is not an easy process. Change management is the field which is complex and difficult to understand but there are many techniques which helped in making this process easier by breaking down the whole process into several stages. The anthropologist, Arnold Van Gennep brought a theory in which he divided the change into three phases to make change easier. This was published in 1909 in The Rights of Passage. The three distinct phases of change developed from the minds of Kurt Lewin and William Bridges in their works (Resolving Social conflicts in 1948 Transitions in 1980). These phases were discussed keeping in mind the difficulty which is faced by the individuals in facing the change and stepping out of their comfortable zone. According to Prosci, the framework of change management includes three stages which includes the current stage, transition stage and the changed/ future stage. The implications of all these three stages is also discussed in the framework. By current state, it means that how are the things in present situation. Similarly, by future state it means that how things will be after the transition will take place and the transition stage is the one where it is shown that how things moves from the current state to the future state. The change in organisations can be managed efficiently by using the strategies and tactics for each stage. The below given diagram of change management clearly shows that how the change moves beyond and how people accept the changes by going through the process. When the person is in current states, he needs awareness to move out of the current state. The participation and support of the people are necessary to bring in the change. Transition phase requires the kno wledge and the capabilities to bring in and accept the change. Once, the people passes through the transition phase, they reach future state and bring in the abilities to sustain that change. Figure: States of Change These states of change can clearly be divided into the five blocks of ADKAR model where each block has a significance and makes sense while making change in the organisation and management. A Guide to Change Management Plans In the method and model of Proscis organisational change management, the 3 step process guides the change management plans. These plans are used in combination with the plans of the project so that the people can be managed effectively. The research has been done and based on that research by Proscis, there are five major plans which builds up the whole change management method. These plans include Communication plan, roadmap of sponsorships, coaching plan, training plan and Resistance to management plan. These five plans helps in understanding the model from the perspective of the professionals of change management. As far as ADKAR is concerned, it is an outcome oriented method which explains the milestones which are to be achieved by the individuals so that the change can be accepted successfully. These milestones can be referred to the goals which the professionals need to achieve when change management plan is developed. For an example, the below given three plans shows how ADKAR helps in change management. First of all, Communication plan helps in building awareness for the requirement of change and then provides strength to sustain the change in the organisation. The roadmaps created for sponsorships helps in building the awareness for the need of change in the organisation and it also encourage people to participate in the change process. The Training plan provides knowledge and learning to the individuals to bring the change and shows an ability to implement the change with essential behaviour for the same. Change management can be done successfully by using the tools which can also be understood as the plans for bringing and accepting the change. The main motive of change management is to focus on the transition of the employees in their day to day work. ADKAR helps in bringing this change by supporting the transition process. Measuring Progress of change The very first question is that how effectiveness of change management approach can be measured. The change management actions can be measured by measuring the times of communication, the frequency of changing the information between superiors and subordinates. It can be measured by the times of training given to the employees. But, the measurement of the activities does not show that how change management can achieve the intentions of the organisation. This is now when the ADKAR model come into the major role and it describes the elements which are required to bring a change in the organisation. ADKAR helps in witnessing the change during the transition process. Analysis of Gaps ADKAR model helps in understanding the factors which leads to the failure of change like lack of awareness or lack of participation or any other factor. ADKAR model is assessed in order to identify the barriers of change. ADKAR can be assessed by ranking the awareness, participation level, knowledge and other factors on a scale of one to five. The below given graph is used to assess the points of barrier. A score below three is a barrier point. Once the scores are identified, corrective actions can be taken thereafter. DEVELOPINGCORRECTIVEACTIONS The main problem is to establish curative actions without knowing the main cause which lead to failure in change. If a person do not know and understand why the change is not accomplishing then it gets difficult to pick the right curative actions. Even if you choose the corrective actions which do not concentrate on the right ADKAR building block then it gets very depressing and demotivating for the employees. This can be more elaborated as, if an employee concentrates on his skills and determines that whether he have the skills to be successful or not, but at the same time if the team focuses on the need of change by more communication, eventually the employee will get frustrated and becomes resistant. Also if an employee thinks that there is no use of continuing the job with the new way but at the same time the change management provide him with more enhanced training i.e. knowledge interference, he might get very disappointed.ADKAR not only helps us in selecting the appropriate action in case a change is not working but also constructs the goal of change management. Once we get an understanding of which of the ADKAR elements is missing, then ADKAR gives guidance with the help of which an individual get to know how to move forward during the change process. The various actions taken by us help the person in many ways like, he might get to know the reasons for change, he will learn how to change and establish the new required behaviors. It will also help him to develop personal buy-in for the change, and hence will set up reinforcement mechanisms which will help him in implementing the change continuously. ENABLINGLEADERSTOCOACHTHROUGHCHANGE The operations of ADKAR are not only work for the change management resource ad team but also beyond it. According to a research, the most important component of the change process is the employees supervisor or the manager. For any type of guidance or information which is related to the change the employees look forward to their supervisor or to the manager. The managers and the supervisors are the ones who send the change messages to the employees. The relationship between an employee and the manager is in a way that the manager directly influences an employees decision with respect to the change. It has also been observed that when it is about leading the employees in undergoing the change the managers and supervisors really have a hard time. The managers did not have a chance to develop and understand the leading change which is a unique and new capability required in the leaders.The most efficient tool which at times the organizations give to their managers is a brief picture an d analysis of the way employees experience the change process. The managers should also know how to identify their own employees faults in the change process. Different employees have different barriers like one can have barrier point around awareness other might have barrier around knowledge. The ADKAR models works as a framework which lets the managers to understand and locate the employees in the change process and the barriers which they are confronting. If the managers will know the where are the gaps in the change process of the employees they can easily train each employee on the basis of the gaps and their barrier points. If the managers have knowledge of Prosci ADKAR model it will get easy for them to fill up the gap between a great leader and a great leader of change. CREATINGACOMMONLANGUAGEFORCHANGE A proper teaching of the ADKAR model as a common language for change to all the people of the organisation will have many effects like;Itwillopenupthelinesofcommunication It will help in creating a consolidated access for change managementItwillpromoteanorganizationofpeoplewhoarereadyforchangeThe leaders can use the ADKAR model in directing their conversations in a profitable way in spite of dealing with the emotional existence of change without any guidance and support. Along with this, ADKAR also provides an accessible scheme for discussing the change. If the people will have common language to discuss the change leads to a productive conversation between the leaders and the employees.This model creates unified way for addressing the people side of change and hence everyone gets the benefit with a common expectation. The leaders start asking questions like how are we building awareness of the need for this strategic initiative? and consider individual models of this model. As a res ult, it benefits for consistency, and efficiency.At times, employees use the ADKAR model to locate their own sources of resistance which empowers them to embrace change proactively. Employees can use ADKAR to understand process and move through change.