Persuasive Memo
Dear Loan Officer,
I am writing to request an expansion loan from your bank. I currently need the loan to expand my eatery and microbrewery business located in Chicago, Illinois to accommodate a large game avenue and a live entertainment platform. Due to emerging competition and now the business in the entertainment industry an expansion to meet the untapped demand is an aspect that has propelled my intentions for the loan request.
I have carefully considered my options and decided to apply for the loan in your bank given your friendly loan interest. I have currently employed at least sixty employees including four operational managers. The loan will cater for the expansion of the building from the second floor as well as adding twenty more workers. The following are the steps that I will take in implementing the change if given the requested funds.
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Goals of the Change Management Initiative:
As part of the objectives to take the company forward, we are focused on making the firm competitive through expansion and meeting the clients demand. It was our well thought that apart from eating and enjoyment venue, we can create a platform where our esteem customers can go and have the fun of games as well as live performance. Our change is also considered as we intend to acquire a company that is of near equal size (Azhar, Khalfan, & Maqsood, 2015).Our change is likely to affect our customers and the expansion will pave the way for more of them, and thus there will be increased income. Our increased customer’s inflow will thus enable us to pay back your loan in the time since it is not our first time to do as such. Notably, how a decision has been well received by all of our teams and therefore we are so confident of it.
Initial Action Plan for Implementing the Change Initiative Based On Priorities:
Based on our initial demand to provide other services to the consumers, it is important to focus on the chosen plans for expansion. As a way of getting onboard with the change in the organization, we have well addressed the issue of cost, resources, and how the planned change is going to impact our business (Hammer, 2015). We started by conducting a thorough analysis of the proposed change as well as a corresponding plan of action. How audience was the most crucial part of our initial plans. We set aside a good plan of getting to know exactly what they will require and proposed on the likely changes on our plans. This was important before the implementation of the program as it would then enable us to focus on the required demands.
Despite our intentions of employing addition twenty employees, it was important to analyze how the work of certain individuals was going to be affected in the business. Through demonstrations and training, then doubts concerning the new system could be dispelled (Peppard & Ward, 2016). Provision for the opportunities for feedbacks has also been part of our plans for getting the best for our customers. As a result, we have received both negative and positive charges on the proposed changes although many prefer the implementation of the changes.
Providing the opportunity for people to shape the proposed development has been our greatest way of getting all the stakeholders onboard. This has enabled us to get all their needs that need to be implemented (Fayol, 2016). Additionally, development of the statement of work has helped in clarifying the expectations of the project as well as outlining individual responsibilities. While working on the implementation, the demonstration has assisted our firm in engaging the customers as well as keeping them in the loop. Our team has been well provided with training to implement the changes as well as soliciting the feedback to avoid any bumps during the implementation stages. All these plans are set to start immediately and be completed in at least three months of the implementation.
Tools and Processes That Will Be Used To Implement the Proposed Action Plan:
The implementation of our changes comes down to tactics tools as well as strategies for achieving our objectives. Tools are the critical component that is required in our action plans. Finding our best tools to execute the plans was very crucial for the firm. In the implementation of the proposed changes, the firm has decided to use independent approaches as the tools for achieving its goals (Alviniussen & Jankensgard, 2015). The proposed action will be performed on a strategy that enables the involvement of the consumers and the firm. This will be done through advertisement of the proposed changes that reach out to the clients of the availability time of the services under implementation.
Step That Will Be Executed In the Change Management Process in Making It Viable:
Coming up with an organizational strategic change is not an easy task. Additionally, making sure that he set plans are well implemented is not easy either (Thiry, 2015). Our organization has ensured that there are well-articulated steps in the execution of the management changes process for achieving the goals successfully. The steps that we have considered as a firm include,
Setting a Clear Priority: Setting too many priorities is not our plan. This is because we as a company have come up with only one priority of expanding the firm where our customers could access additional services such as live performance and games. Having too many priorities is too risky as some of them are bound to fail.
Collection and Analyzation of Data: Our firm is well prepared in ensuring that there is a frequent execution of top results. We have developed a key performance indicator that is measurable and monitored on an ongoing condition. After specifying a measurable goal in our strategic plans, the available documentation is a critical material for guiding the firm to its implementation plans.
Keeping Rhythm with the Meetings: In ensuring that the plan is well executed, there is need for good communication between the staff and the management as well as the customers. This enables that all the stakeholders keep sync with the goals of the firm.
Leadership Strategies in Enabling Successful Execution of the Plans:
A systematic engagement-oriented and an approach that focuses on the process of implementation of the plan is critical for the survival of a particular firm. There should be precise collaborations between the leaders, managers as well as the staff in the implementation of the said changes (Campbell & Reyes-Picknell, 2015). Our firm is not short of approaches when trying to engage all the stakeholders as well as the staffs. We have set aside independent approaches concerning leadership in enabling a successful execution of the company’s plans. The following are some of the strategies that we have implemented.
Participative leadership: In essence, this is a set of organizational values as well as leadership behaviors which contribute to the increased commitment of the employees towards their organizational goals. Additionally, it is responsible for the cultivation of labor-management leadership. This is one of the leadership strategies that has been our center play in the management role. This aspect helps in building typical chasm that exists between management and our staff. Such leadership technique as proved to be an effective approach towards empowerment of leadership through high involvement.
Empowerment: Essentially, this approach is defined regarding developing organizational conditions in which staff involvement is well supported. Additionally, such an approach allows for the initiation of the changes, sharing decisions as well as proper management of responsibilities. Our firm has well established this type of approach, and therefore there is no need for panic when responsibility is at play. Our team works closely with the stakeholders in ensuring that the entire plan is implemented as expected.
References
Alviniussen, A., & Jankensgard, H. (2015). Enterprise risk budgeting: bringing risk management into the financial planning process.
Azhar, S., Khalfan, M., & Maqsood, T. (2015). Building information modelling (BIM): now and beyond. Construction Economics and Building, 12(4), 15-28.
Campbell, J. D., & Reyes-Picknell, J. V. (2015). Uptime: Strategies for excellence in maintenance management. CRC Press.
Fayol, H. (2016). General and industrial management. Ravenio Books.
Hammer, M. (2015). What is business process management?. In Handbook on Business Process Management 1 (pp. 3-16). Springer, Berlin, Heidelberg.
Peppard, J., & Ward, J. (2016). The strategic management of information systems: Building a digital strategy. John Wiley & Sons.
Thiry, M. (2015). Program management. Ashgate Publishing, Ltd..
