How to Create Cultural Change in Your Organization

Change is the process of adopting and implementing new procedures, strategies, processes, culture, and technologies in the organization. Change is aimed at ensuring that the organization improves the quality of products and services, reduce costs, and sustain stiff competition in the market. When anticipating introducing change in an organization, it is important to develop a guiding coalition, which will be responsible for implementation.ing changes in the organization ( Christensen, 2015 ). Guiding coalition is a group of people with enough power and skills to lead in the implementation of change and encouraging the staff to work together as a team. In 115-Year-Old R&D Organization, a team of professionals in different fields was brought together such that they could plan and implement change in the organization. Change requires professionals and experts with advanced knowledge and experience in different fields. Such a qualified team will enable the organization considers important aspects in all fields and departments such change implementation will be successful. 

Personally, I would like to introduce change in the development of my extended project. I would like to introduce a centralized management system in my organization, where the operations taking place in various locations can be managed centrally without traveling to the specific locations. The changes will involve all the staff in the organization, but the guiding coalition will be a small team that will be vested with the procedures of implementation ( Christensen, 2015 ). I select guiding coalition based on the understanding of the system, fields of specialization, experience, and flexibility. Such professionals and experts in the guiding coalition team have a better understanding of the system after worked in the same filed previously, and their specialization is related to the field. Guiding coalition will use the weaknesses they experienced in the previous organization as a basis to offer better performance and ensure change is successful. 

Reference 

Christensen, L. (2015). Creating Cultural Change in a 115-Year-Old R&D Organization. Research-Technology Management , 58 (3), 30-40.