Change management is a strategic method to ensure changes are effectively implemented to attain organizational goals. Impacts of change should create a focus on employees and teams that shift from one perspective to another, which can create challenges. It is important for leaders to ensure the planning and controlling of the change process promotes a positive experience, and guides the organization to its success. In this paper, the topic for discussion will analyze the best practices of leading change management, motivating employees and supervisors during organizational change, and factors that could hinder the process of leading a diverse culture of change.
Main drivers of organizational change in “UPS” With the pace of time the society continues to progress and change its demand preferences. As the society evolves there occurs a necessity for new products and services, and in order to stay competitive various businesses often are forced to implement changes in their organizations. Organizations are always in constant interaction with various external forces such as customers, government, competitors, suppliers, stockholders, unions, and the society as well. All these act on organizations as a basis to change. “UPS” was mainly interested in discovering methods to expertise in basic shipping of goods, information, and services, as well as to leverage their wide infrastructure.
Figure 2.2. Recommendations in overcoming barriers to change In conclusion. Good leadership is needed for change to be exercised effectively. Good leadership can help rally support for the change and provide direction on how best to execute the plans. Sometimes the key can be to hire a star leader to motivate and provide focus for the change.
There needs to be a quick response to crises, innovative ways of dealing with issues and creating solutions to problems. Apart from being reactive, the manager is also tasked with the responsibility of anticipating disturbances and pro-actively putting things in place to either avoid, reduce or tackle the effects of these disturbances. Resource Allocator It is important to Note that resources are assets critical for implementing strategy. The everyday activities of an organisation has been cascaded from a Strategic intent on organisation. It is therefore critical that the manager is able to use, distribute and re-distribute his resources (personnel, finance, and equipment) in the best possible way to achieve results and deliver expectation.
The communication given to these stakeholders has to be vital and properly analyzed because it affects the overall change. What entails this communication is the change itself, the theories and methodologies involved in managing change, focusing on the disadvantages and advantages but focusing on the best. Their role in the change management and how through their involvement these desired changes can be achieved. The overall communication should be based on the change management as their transformational change development plan. Keeping in mind that everything has to be in detail because decisions are to be
When managing expectations, counselors must give the clients realistic expectations so that they do not believe that their career path will follow their exact plan without having unpredictable events delay or remove them from their plan entirely. Counselors must help clients understand the chaos in one 's career path by explaining to them to be prepared for possible setbacks. Clients must be prepared to face setbacks and have plans in place in order to counter these setbacks as well as having the perspective that unexpected events occur are normal. Building resiliency, counselors must have their clients prepared to cope with unexpected events that may delay or completely change their career development. Clients must be resilient and not get down or give up because the process is too difficult (Niles & Harris-Bowlsbey,
Also they should set goals, that are realistic within the context of the client’s life. They should set something that needs to be change now not later. Achieving goals require hard word and motivation. Encouraging clients to set goals, calls for changes in the client and change is difficult. Guiding the clients through their goals, protects the client’s dignity and pushes them to achieve better and bigger things.
To achieve the success of project, the project managers need to familiarise different leadership competencies in different situation and type of project. In the project planning phase, the project manager need to lead the team and stakeholder through tweaked venture project in order to understand the need of the project. The project manager also play an important role in change management. A project manager with good leadership able to handle the change of the project and solve it effectively (Radhika, 2012). In the nutshell, a leadership project manager able to lead the project into the successful
• Organisational Strength and power of change management team: Assess the strength of change management team. It should involve assessing the capabilities of members of the team with ref. to their ability to manage different problems and lead in various situations. It should also assess the power entrusted with change management team, which are required for taking key crucial decisions. Plan the roadmap: Based on goal set by organisation, present system is analysed.
The researcher in this case is Nielsen, who needs to be aware of the possible issues arising with potential change and also of his own contribution in understanding how change affects his organization. The spiral begins by conducting new research; this can either be an issue, a concern or an opportunity, all disguised as change. For the leader to effectively implement the change he firstly needs to learn and understand if his organization has the capacity to accept the change, in regards to their timetable as well as their staff number. A good idea is for Nielsen to talk with his employees, who actually do the work, to get a realistic feeling regarding the desired change and understand how large the change capacity is. Leaders tend to forget the humanly aspect of workload, and might push employees to overwork, which can cause unmotivated staff as well as poorer performance level.