Case Study Of Dr. John Paul Kotter's Leading Change Model

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After motivating the team members, the team members should be provided with the training lessons or guidance materials on how to use Office 365 since it might be complicated for those who never used it before. In the meanwhile, CE central team can set up a time together with ICS team to install Office 365 on the team member’s computer. The team members are allowed to keep on working with the traditional ways for a certain time of period, but they should cooperate with the leads transferring, editing and working on Office 365.
Step5 Enable action by removing barriers
After the introduction of Office 365, there may be more or less some barriers stopping the effectiveness of the change process. The removing of barriers is depended on the department
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John Paul Kotter’s leading change model can help CE install the new strategy. Although the model highly relies how the reality develops in CE, the first step will usually be the similar, which is to create the urgency of change and communicate the opportunity. The central team will lead the change, which includes the leads and heads of each department. The responsibility of each role will be divided on the second stage, and the central team will sit together and discuss the change vision and initiatives for the upcoming change. Then the central team members will communicate with their own team members on the proposed change, the urgency, opportunity, vision and initiatives. The head should motivate the team members by showing them the example from S&T Team and how much benefit they got from the new strategy. After motivating the employees, ICS team can install the applications on their computers. The central team will have to find out the barriers caused on the previous planning stages, analyze and solve them. After a certain time of period, the central team will be preparing to generate the short-term wins, such as the cost saving and efficiency of the technology. Before the final stage, the central team should define and check if the change process is still aligned with the change vision. On the final stage, the central team should connect the new behavior with the department (organization) …show more content…
During the interview, the interviewee worried about the change and new behavior, he was afraid that it would be difficult to go back to the joint table during or after the change. Communication is important throughout the change process; it is a bridge connecting all the members with the central team and the change vision. When the change process starts, some resistance may be raised against the change. In this chapter, some tips will be introduced after the change process gets started and how the leadership maintains the effective

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