Change Management Essay Example | Topics and Well Written Essays - 1500 words

Change Management - Essay Example Secondly, the tem will start to design and develop applications for a new smart phone, a challenge that will require new skills and experience that some of the team members do not possess in the first place. These reorganizations will affect the team in a number of ways but most importantly, the team will be limited by the lack of skills and experience of some of its members since the designing and development of applications for the smart phone will require new skills and experience. Additionally, since the administration has requested for a reduced timeline, the team will have to put in substantial extra hours to meet the timelines in the design and development of apps for the smart phone. Change Management Strategies Communication of change will be a crucial aspect of the change process, particularly because it facilitates change receptivity (Frahm and Brown, 2007); the first way to communicate the reorganization plans with the team is through staff forums, where team members rais e and address all the real issues and concerns related with their work. The second way of communicating change is through site visitation, to interact with the team to find out the particular projects they are working on, and to invite them to suggest innovative ways of doing things differently. Buy-in from the team will facilitate the change process since it will align the team to the reorganization changes; the first way of gaining buy-in from the team is through clarity and consistency of the change message i.e. by offering a solid rationale for the change and passing the key message of change to all team members consistently. The second way of gaining buy-in from the team will be through invitation of dialogue, drawing the team members together in a forum for open discussions to urge their engagement and participation in the reorganization changes; participative management reduces resistance to change because it encourages members to feel valued and their opinions count (Pardo-d el-Val, Martinez-Fuentes and Roig-Dobon, 2012). The first way of dealing with resistance from the team will be though fostering openness and two-way communication by asking for suggestions on how change can occur since when team members feel in control of the process, they are more likely to accept change. The second way of dealing with resistance will be through transparency, by providing all the details of the reorganization changes without holding back information from the team. The first way of leading and motivating the team through the change will be by coaching and empowering the members to be part of the change by engaging them in decision-making processes, and to encouraging them to come up with innovative solutions to challenges by giving them responsibility. The second way of leading and motivating the team through the change is through provision of feedback that creates positive reinforcement to team members, and suggesting areas that need enhancement; coaching and feedb ack are powerful tools for maximizing performance efficiency while minimizing weaknesses (Gilley, Gilley and Heather, 2009). Two specific ways that will be used to inform the supervisor of plans and progress will be face-to-face communications and regular progress reports, which will provide details of progress including quick wins already gained in the course of change implementation. Face to face are the most effective and preferred mode of communication, especially because they allow