Having a comprehensive change management framework will enable the company to ensure that all the changes made in the organization, processes, or the management are effectively applied and maintained. Therefore, Theresa and Mike will have to constitute a dedicated change management team who will have the role of analyzing events such as requesting a new project, ensuring that processes are up-to-date, and changing major company software (Cummings, Bridgman, & Brown, 2015). As the CEO, Theresa should ensure that the team works with both the human resource and technical side of the company to ensure that the changes are accepted, understood, and implemented. From a technical standpoint, Theresa will need to make sure that all of the company’s old data is transferred to the new system, all the documented workflows are updated, and any automation process is changed. It is also important to note that powerful imagery that appeals to the primal emotions of the managers and team best reinforces and crystallizes change.
Theresa will need to introduce changes in the operations, functioning, finance, marketing, and other aspects of the business to improve the chances of meeting the company’s objectives. Through the comprehensive change management, the company should be able to increases its chances of operating within its budget or schedule, which would in turn lead to higher return on investment (ROI) and realization of benefits. In order for Theresa and Mike to implement change strategies and manage change, they should not enact random or irrelevant methods but focus on suitable and effective plan of action. The two should also know that change management is a continuous process that requires a lot of time, dedication, expertise, and efforts to run and implement ( Kumar et al. 2015) . Before adopting one of the numerous popular and effective change management models, Theresa and Mike should understand the proposed changes, and how the company stands to benefit from them.
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Lewin’s change management model is the best approach and strategy that the company can use in this scenario. Notably, this model will enable Theresa and Mike to understand structured and organizational change. It is important for Theresa to enact Lewin’s model, which consists of three main stages including unfreeze, change, and refreeze. According to Lewin’s model, the unfreeze stage of the change process involves preparing the management and the team for the change. Regarding the company’s situation, Theresa must prepare the management for change by informing them about the importance and need for change. Since the management and employees may try to resist change, this phase is important because it would help in breaking the status quo. As such, Theresa will have to explain to the management and team why the current way needs to be changed. The second phase is where the real transition should take place. Theresa should show good leadership skills to steer the team in the right direction.
The key leadership and management behaviors needed in this stage include coming up with new ideas and making decisions for the staff. Proper communication and time management are also crucial leadership behaviors for this stage to be implemented successfully ( McGrath & Bates, 2017) . The last stage is the refreeze, which involves stabilizing the company after the change, has been embraced, accepted, and implemented. At this point, the staff and the change processes starts going back to normal routine and pace. Theresa should use her leadership skill by mobilizing the management and staff to ensure that the changes are always used. Theresa and Mike should also make sure that the changes are implemented even after the achieving the objective. The newly merged organization will need to implement employee code of conduct, work roles, and adhering to the organizational hierarchy.
References
Cummings, S. Bridgman, T., & Brown, K.G. (2015). Unfreezing change as three steps: Rethinking Kurt Lewin’s legacy for change management. SAGE Journals, 69(1) , 33-60.
Kumar, S., Kumar, N., Deshmukh, V., & Adhish, V. S. (2015). Change management skills. Indian Journal of Community Medicine: Official Publication of Indian Association of Preventive & Social Medicine , 40 (2), 85-9.
McGrath, J., & Bates, B. (2017). The little book of big management theories and how to use them . Harlow: Pearson Business
