The success of every business is defined by constant change in the organizational structure and in the strategic approaches used to attain the goals and objectives. Effective change management ensures that performance by employees is improved as other receive promotions while others undergo training required to take over certain work posts. Changes adopted within an organization include introduction of new technologies, adoption of new business practices, reorganizing the management positions in an organization, introducing more department divisions or reducing the available ones and employee layoffs when a company is undergoing a period of recession. The transition requires the individual participation of all employees to ensure that the change is successful and that the methods adopted will be effective in the long run. Identifying the different sectors within the organization that require change is effective in creating a plan for the change, communicating to the employees and providing training to achieve successful organizational change (Prosci, N.d.). Anyone involved in managing change within an organization is required to have a plan in mind in order to ensure that they will be able to counter any challenges that may arise from the changes being made within the organization and should also be dedicated to ensuring that they will manage the change till the end (Still Point Leadership, 2012). Commitment also entails putting time and energy into ensuring that the objectives of the change process are met and correcting any mishaps that may arise from the changes implemented.
From knowledge already gained on business and management, I am willing to lead the process of change since I am dedicated to seeing that any organization adopts sustainable and ethical approaches as this will help to elevate the status of the organization and also help in strengthening its public image among its customers and potential investors or clients. This will ultimately increase the market share of the company and ensure that it generates more revenue while treating its employees in the right manner and ensuring that its customers are satisfied. As a sign of my commitment to effecting change, I will be the first one to embrace change and ensure that all resources required to implement the different initiatives are in place to allow for effective training of other employees on how to embrace the various changes being implemented within the company. I am also willing to work with employees and listen to the ideas they have regarding change that will have positive results within an organization. This is because for any change to occur within an organization, it is important to understand the people within the organization have to change (Still Point Leadership, 2012). Since change takes time and requires complete participation of those involved before its results can be seen, I will allow enough time for people to embrace the different change initiatives that will be put in place and allow them to fully commit to them. With regards to this, I will work hand in hand with other leaders to ensure that they embrace change in the different departments before the employees under them can embrace these changes. I am fully committed to convincing the various employees to be part of the change, while referring to the organization’s goals and explaining how embracing strategic change will be a stepping stone towards achieving these goals and make the workplace environment more conducive for them and make them more efficient. I will listen to any feedback from any of the employees regarding the changes being made, and make changes where necessary so as to ensure that no one is negatively affected by the changes being made (Still Point Leadership, 2012). My commitment is also a way of identifying new opportunities that the organization can take advantage of as a way of increasing its competitive advantage over its competitors. This will also encourage innovation among the employees, enabling the company to implement its sustainable approach. Finally, being able to be the leader of change will also give me insight on the most effective ways of running an organization, including the constant changes that have to be made as time progresses such as in the field of information technology, the areas where problems constantly originate form and how to minimize their effects on the overall well-being of the company and how to best assign tasks within the organization to ensure that they are carried out with less strain and with the use of minimal resources.
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My core beliefs that I shall apply when leading change will be perfection (Smith, 2014). This will ensure that all changes I implement will be geared towards making the organization better than it already is and better than its competitors. This will involve changes that make the employees more efficient in their production. This will also involve improving the quality of service being given by members of the organization to the employees. By forging a good rapport with clients, an organization will be able to amass useful networks amongst their clients who will also be useful in drawing in more clients and also becoming investors within the organization, as a way of aiming for success (Smith 2014). Creating good relations with clients will also provide loyal client base, filled with people who will be ready to help the company in times of recession. These core beliefs will be used to measure the relative performance and gauge the effects of the changes on the company and also help in making major decisions for an organization.
I am committing to being the leader of change in the organization as it will help to deal with any urgent changes that other leaders in the organization have not been able to identify. This is because I will be able to associate with all employees at every level and ask for feedback in order to understand the different changes that they would like to be implemented in order to make them more effective and efficient. By being committed to the course of change, I will employ an approach that is different from others in the past, for the good of the organization, including the employees. This will also ensure that I implement changes such as introducing new technology into the organization to help the employees become more efficient and be able to save time by using different software that are applicable to the objectives of the company. Effecting departmental change will also help to train all members within an organization to be flexible (Graetz and Smith, 2010). This will offset any department biases that may have been used to employ certain members and is a way of being rational in business. This will ensure that in the event that one department is short of employees due to various reasons, then a member from a different department can easily step in and fill for the absent employees. This will ensure that the normal running of the organization is not affected, and as a result, ensure that it is able to compete effectively with its competitors by attracting more customers. Implementing change in an organization will also help to cut down on costs of production or normal day-to-day running, and also avert the possibility of incurring losses. Change will ensure that employees are able to work within the company’s budget and minimize the cost of carrying out any activities within the organization. Adoption of technology as an implementation of change will significantly reduce the amount of paperwork, and due to accuracy in calculation of figures, the company will be able to cut down on the number of its losses, which may not have initially been identified.
The approach used in managing change will be through a series of small, sensible steps rather than applying the Total Quality Management Techniques (Hagel, Brow, Gong, Wang and Lehman, 2013). The change will take place in small stages, and initiatives will be implemented one by one to ensure that the normal running of the organization is not disrupted. I will identify the metrics that have to be deployed immediately so that they can cause a fast improvement in the performance of the workers while I slowly work to the major changes such as department organization. I will also identify the scaling edges that will not require high investment money to implement and which will bring significant change to the business practices that have been adopted by the company while ensuring that it is able to improve its performances (Hagel et al., 2013). These practices will gradually graduate to large scale, where I will implement change based on the change paradigm of “big bang”. This paradigm involves the whole organization such as installing new computer systems all at once (Hagel et al., 2013). However, since this paradigm results in challenges such as uncertainty on whether the change will end in the expected results, a trial procedure shall be done on 50% of the company to see its success, after which the change will be implemented on the other half. This will help to reduce the total amount of money spent by the company at once.
References
Graetz, F. and Smith, A. C. T. (2010). Managing Organizational Change: A Philosophies of Change Approach. Journal of Change Management. Vol 10, Iss. 2.
Hagel, J., Brown, J. S., Gong, C., Wang, S. and Lehman, T. (2013). Pragmatic Pathways: New Approaches to Organizational Change. Deloitte University Press. Retrieved from https://dupress,deloitte.com/dup-us-en/industry/technology/pragmatic-pathways.html
Prosci. (N.d.). What is Change Management? Retrieved from https://www.prosci.com/change-management/what-is-change-management
Smith, J. (2014). 4 Core Beliefs of Successful People. Business Insider. Retrieved from http://www.businessinsider.com/4-core-beliefs-of-successful-people-2014-4?IR=T
Still Point Leadership. (2012). Building Commitment for Change. Retrieved from https://stillpointleadership.com/how-to-make-change-successful-commitment/
