Identify a program or situation to be changed in your organization, in a Fortune

Question

Identify a program or situation to be changed in your organization, in a Fortune 500 company, or in an organization you are familiar with. Then, develop a change management plan. The plan should address the problem you have identified and should include action steps, a plan for each of the responsible individuals, a timeline with accountabilities and due dates, and deliverables.

The change management plan should address each of the following elements:

Define in detail the problem, the recommended change, and the goals (desired outcomes) of the recommended change.

Identify, list, and explain the specific business needs driving the change.

List the implementation steps for the entire change management plan.

Describe the intervention that supports the organizational strategy for change.

Describe the measures you will recommend for handling the most likely areas of resistance.

Discuss your communication plan.

Explain how the plan would be implemented, monitored, and controlled.

In the process of creating a change management plan, integrate some change management theory and explain how using a theoretical basis affects the planning for and implementation of the change.

Explanation / Answer

I will give you a sample situation and some key pointers. You can build the answer using this.

I am the CEO of a Fortune 500 company, and I've noticed that the group sales have been dropping by 2% continuously for the last 5 years

The problem: We are in the line of manufacturing automobiles. The company has about 25% market share overall in the automotive market. However, our YoY sales have ben dropping by 2% every year. This has had serious impacts on our topline, bottomline, and our shareholder sentiments. There is obviously a need to turn this around in a very short span of time.

The change that I recommend is expected to turn around the business over a given time frame, lighten the organization, make it more agile to market requirements, and instill investor confidence and customer confidence.

I expect the change to help us regain 25% market share by end of 2020, and profitably grow towards 30% market share by 2030

The specific needs driving the change are:

What will we do?

In order to drive this change, I propose to do the following:

The one and only powerful intervention which supports organizationa strategy for change is a regular communication channel. This means there is a transparent communication system between the top management and all the levels of employees telling them what the change is all about, why are we doing this change, how will it trickle down to the employees, etc. Transparency and timely communication is key.

The key area of resistance from employees will obviously be resistance to adopting the new methods/new organization structure. They will be eager to know what happens next, if jobs will be lost, what happens to their designations, what happens to their departments, etc. There will also be resistance to new ways of working, especially with people who have been in the system for a very long time.

The communication plan that is planned is a monthly townhall with all employees, with an open question answer platform online, for example: Pigeonhole.

The plan would be implemented by setting up:

This gives you a brief of how change management is effected through an organization, especially during times of turnaround. The key to managing change is expectation management and transparent communication. If transparency isn't present, if the top management works in silos, then there will always be inherent dissatisfaction amongst all employees in the organization. They will not stick.

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