Detailed implementation plan by using Kotter 's model of transformation.
1: Establish a sense of urgency: Developing a sense of urgency around the need for change can help spark an initial motivation to achieve a move. How should BOB proceed? • Identify potential threats and develop scenarios that show what may happen in the future. • Examine how opportunities are or are explored. • Promote honest debates and give compelling reasons to make people think and talk.
2: Form a Powerful Coalition: It should be led and developed the leaders within the company. A coalition or team of influential people can prove from a variety of sources, including the burdens they hold, status, experience, and political importance. How should BOB proceed? • Identify …show more content…
When people know what the goals are and the reason that something has to be done, it makes more sense and people feel more committed. How should BOB proceed? • Determine values that are critical to change. • Create a strategy to execute this vision.
4: Communicate the vision: The message of change must be communicated and shared frequently and emphatically, and included within everything that is done. It is necessary to speak of the vision every time it is possible to keep it present in everyone 's mind. How should BOB proceed? • Speak frequently about the vision of change. • Respond openly to people 's concerns and longings. • Implement a vision in all operational levels, from training to performance evaluation. • Explain through examples
5: Enable action: At this point in the process there is a vision of change and it has already built up to adherence to it at all levels of the company. However, resistance may also exist. The leader must constantly identify existing barriers and eliminate obstacles. How should BOB proceed? • Identify new people who are leaders or agents of change and whose main function is to encourage the change. • Review the organizational structure, roles, and rewards systems to ensure they are in line with vision. • Recognize people who work for change. • Identify people who resist change and help them in whatever they need. • Take measures …show more content…
For example from the article, Bhandarker & Rai (2015) told that “Mallya sent an open letter to the staff and shared his philosophy and vision. His letter spoke about his policy of employees first [and he] spent [the] time to use face to face meeting, video conferencing, in- house magazines and newsletters” (pp.4-5). His technique helps the workers know his vision, objective and what he would like to do in the bank. He focuses on employee relationship that may make people feel comfortable and may have a loyalty to work in the organization, they like to do their jobs in the firm. Moreover, he met all employees by using face to face communication and video conferencing. The face to face communication and video conference are the highest information richness, both senders and receivers can see each other and can react with verbal and nonverbal signals to them. For in-house magazines and newsletter, he can provide information to all employees, showed what he does in the
1: Establish a sense of urgency: Developing a sense of urgency around the need for change can help spark an initial motivation to achieve a move. How should BOB proceed? • Identify potential threats and develop scenarios that show what may happen in the future. • Examine how opportunities are or are explored. • Promote honest debates and give compelling reasons to make people think and talk.
2: Form a Powerful Coalition: It should be led and developed the leaders within the company. A coalition or team of influential people can prove from a variety of sources, including the burdens they hold, status, experience, and political importance. How should BOB proceed? • Identify …show more content…
When people know what the goals are and the reason that something has to be done, it makes more sense and people feel more committed. How should BOB proceed? • Determine values that are critical to change. • Create a strategy to execute this vision.
4: Communicate the vision: The message of change must be communicated and shared frequently and emphatically, and included within everything that is done. It is necessary to speak of the vision every time it is possible to keep it present in everyone 's mind. How should BOB proceed? • Speak frequently about the vision of change. • Respond openly to people 's concerns and longings. • Implement a vision in all operational levels, from training to performance evaluation. • Explain through examples
5: Enable action: At this point in the process there is a vision of change and it has already built up to adherence to it at all levels of the company. However, resistance may also exist. The leader must constantly identify existing barriers and eliminate obstacles. How should BOB proceed? • Identify new people who are leaders or agents of change and whose main function is to encourage the change. • Review the organizational structure, roles, and rewards systems to ensure they are in line with vision. • Recognize people who work for change. • Identify people who resist change and help them in whatever they need. • Take measures …show more content…
For example from the article, Bhandarker & Rai (2015) told that “Mallya sent an open letter to the staff and shared his philosophy and vision. His letter spoke about his policy of employees first [and he] spent [the] time to use face to face meeting, video conferencing, in- house magazines and newsletters” (pp.4-5). His technique helps the workers know his vision, objective and what he would like to do in the bank. He focuses on employee relationship that may make people feel comfortable and may have a loyalty to work in the organization, they like to do their jobs in the firm. Moreover, he met all employees by using face to face communication and video conferencing. The face to face communication and video conference are the highest information richness, both senders and receivers can see each other and can react with verbal and nonverbal signals to them. For in-house magazines and newsletter, he can provide information to all employees, showed what he does in the