Question

Now that the strategic plan has been proposed, the next step is to ensure that leaders are prepared for the process. In this assessment, create a handout for leadership with tips and recommendations for leading through the change implementation process. Instructions Recall the professional experience of change used in the assessments for Units 1-4. Create a handout for the leader(s) from the previously described professional experience that includes the following: At least 5 tips and/or recommendations to make the implementation process successful. At least 5 commonly experienced problems/issues that can occur during implementation with accompanying solutions. Guidance for the leader(s) to personally prepare for the implementation process. Complete additional research on this topic as necessary. Include at least 2 references, formatted APA style.

Answer 1

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  Create a handout for leadership with tips and recommendations for leading through the change implementation process.

A good hand out for leadership for leading through the change implementation process would be John Kotter’s eight-stage model of change

John Kotter’s eight-stage model of change consists of the following steps

• Creating Urgency

• To form a strong coalition

• To set a Vision and the need for Change & To communicate the Vision :

• To get rid of obstacles

• To create short term wins

• To build on the change to ensure continuity & To Anchor changes in the corporate culture

• 5 tips and/or recommendations to make the implementation process successful.

• Collaboration and coordination are important for the implementation process to be successful. For Eg, multiple departments should work together during implementation as opposed to working in a silos.

• Using the right metrics to measure implementation

• Ensuring Gradual or organic implementation as opposed to overnight change or implementation

• Clearly understanding the e underlying or existing systems, processes and culture before implementing change

• Using effective agents or change and implementation

• 5 commonly experienced problems/issues that can occur during implementation with accompanying solutions

• Ineffective agents of implementation are deployed (for example sending an operations manager to solve a business process implementation as opposed to a business manager or vice versa)

• Not understanding the underlying or existing systems, processes and culture before implementing change

• Rapid changes and overnight implementation as opposed to gradual or organic change and implementation can cause the implementation process to derail

• Not measuring change or post-implementation performance effectively or using the wrong metrics or measure implementation

• Not communicating effectively to key stakeholders in the implementation process

Example of problems or issues that can occur during implementation: Zappos Case Study

Tony Hsieh joined Zappos as a co CEO and eventually became the only CEO within the firm in the year 2000. Zappos which was acquired by Jef Bezos's Amazon for $1.2 billion in 2009, was originally known as shoe site and was founded by Nick Swinmurn to capture online shoe sales in 1999. Although Tony Hsieh had a different view of management right from the time he joined Zappos. it was only from 2012 - 2013 that Zappos witnessed a shift in its organizational culture. Zappos experienced a comprehensive transition in its organizational structure, right from organizational hierarchy to reporting structure, compensation and performance appraisals and capturing data on employee grievances.

After implementing the first transition in the organizational culture at Zappos, Tony Hsieh wrote a memo about the new organizational structure Holacracy. In 2015 Hsieh offered employees three months of severance pay if they did not like working in the new structure. This resulted in about a 14 % overall attrition on an organizational level. In the second phase of transition, Tony Hsieh implemented a new organizational structure called TEAL. Which is basically based on the principles of self-governance and management. He repeated the same strategy during the transition of organisational culture in 2015, where he asked employees who did not like working under TEAL organisational structure to leave the firm with severance pay. This resulted in about 29% of Zappos employees leaving the organization as a result.

• Guidance for the leader(s) to personally prepare for the implementation process

• Understanding and studying the present state of the organization or the business and understanding the need for change

• Clearly define and communicate the need for change

• Study process implementation and project management, use tools like ERP or enterprise resource planning or Kanban boards to effectively execute change and implementation projects

• Leave room for errors, don't build an over-ambitious implementation model

• Form a cross-functional team in order to use Agile implementation