U010A1 Final Paper
Change Management: Concepts about Learning Organizations
Christine Lewis
Capella University
U010a1
Change Management
Change management entails thoughtful planning, sensitive implementation and involvement of the people affected by the change. Since managing change in organizations requires adhering to personal as well as the organizational needs of the people involved in the change, it should be holistic, achievable and measurable. Utilizing these principles of change will require reevaluating how we propose change management strategies as it relates to business decisions and processes. If you force change on people, problems will arise and resistance to change processes will build (businessballs.com). Before starting organizational change, ask these questions: what do we want to achieve with this change? Why; and how will we know that the change has been achieved? Who is affected by this change and how will they react to it? How much of this change can we achieve ourselves and what part of the change do we need help with? These aspects relate strongly to the management of personal as well as organizational change (businessballs.com). Change needs to be understood and managed in a way that people can cope effectively with and adjust to. Kotter’s eight step process for leading change has helped organizations lead change in a positive way therefore leading the way to developing life-long learning organizations.
Kotters Eight Step Process for Leading Change 1. Establish a sense of urgency 2. Create a guiding coalition (teams) 3. Develop a change vision 4. Communicate the vision for buy-in 5. Empower broad base action 6. Generate short-term vision 7. Never let up 8. Incorporate change into the culture
These steps open the way for learning principles and disciplines that help create a team learning process for change in organizations.
Developing Learning Organizations
Developing organizations and creating models for change
Christine Lewis
Capella University
U010a1
Change Management
Change management entails thoughtful planning, sensitive implementation and involvement of the people affected by the change. Since managing change in organizations requires adhering to personal as well as the organizational needs of the people involved in the change, it should be holistic, achievable and measurable. Utilizing these principles of change will require reevaluating how we propose change management strategies as it relates to business decisions and processes. If you force change on people, problems will arise and resistance to change processes will build (businessballs.com). Before starting organizational change, ask these questions: what do we want to achieve with this change? Why; and how will we know that the change has been achieved? Who is affected by this change and how will they react to it? How much of this change can we achieve ourselves and what part of the change do we need help with? These aspects relate strongly to the management of personal as well as organizational change (businessballs.com). Change needs to be understood and managed in a way that people can cope effectively with and adjust to. Kotter’s eight step process for leading change has helped organizations lead change in a positive way therefore leading the way to developing life-long learning organizations.
Kotters Eight Step Process for Leading Change 1. Establish a sense of urgency 2. Create a guiding coalition (teams) 3. Develop a change vision 4. Communicate the vision for buy-in 5. Empower broad base action 6. Generate short-term vision 7. Never let up 8. Incorporate change into the culture
These steps open the way for learning principles and disciplines that help create a team learning process for change in organizations.
Developing Learning Organizations
Developing organizations and creating models for change