Change management is about clarifying the process and controlling the change through setting objectives and measuring performance (Alcorn & Jarrard, 2013). “Change management is the process, the tools and methods to manage the people-side of business change in order to achieve the required business outcome, and to realize that business change effectively in the social infrastructure of the workplace” (Garde, 2010, p. 405). Organizationally, change management steps, include communicate, continual improvements, aim and celebrate for quick, involve users and create ownership, walk the talk, clear responsibility, use systematic experiences from existing systems, build a critical mass, use clear rationale and benefits for improving a system, and continuously manage the expectations of users about the change (Garde, 2010). Change management techniques.
Some of the change management theories follow.
Kotter’s Eight Steps to Change Management: Dr. John Kotter, Harvard Business School Konosuke Matsushita Professor of Leadership, Emeritus, “is widely regarded as the world's foremost authority on leadership and change” (CMC, ND, p. 1). Kotter’s book, Leading Change, (1996) outlines an actionable eight-step process for implementing successful transformations increasing urgency, building a guiding …show more content…
The goal of the ending stage is the staff has to decide to change the process, or they have to let go of the past. The second stage of the transition model is the neutral zone; this is the time for the staff to get ready emotionally for the change. If the staff does not get ready for the change, the change will collapse. As the staff comes to grips with the elements to change, they transition to the third stage of the transition model, the new beginning, a time when the staff works using the new
Some of the change management theories follow.
Kotter’s Eight Steps to Change Management: Dr. John Kotter, Harvard Business School Konosuke Matsushita Professor of Leadership, Emeritus, “is widely regarded as the world's foremost authority on leadership and change” (CMC, ND, p. 1). Kotter’s book, Leading Change, (1996) outlines an actionable eight-step process for implementing successful transformations increasing urgency, building a guiding …show more content…
The goal of the ending stage is the staff has to decide to change the process, or they have to let go of the past. The second stage of the transition model is the neutral zone; this is the time for the staff to get ready emotionally for the change. If the staff does not get ready for the change, the change will collapse. As the staff comes to grips with the elements to change, they transition to the third stage of the transition model, the new beginning, a time when the staff works using the new