3.12: Preparing for Change

Question 1

Describe the 3 stages of Lewin’s Forcefield Analysis change management model

Answer 1

Unfreeze: present an argument for change to staff and communicate to employees the plan, purpose and impact of the change. Business communicates with employees through staff meetings and verbal and written information
Change: the planned change is implemented; could be new policies, systems and/or processes. Communication is also vital during this stage, as well as employee rewards and recognition - concerning the new change(s) of the business
Refreeze: the new policies, processes and systems are formalised during this stage. To ensure motivation and commitment, management needs to be kept in constant communication with staff, through celebrating success and rewarding commitment to the new organisation.

Question 2

Describe the function of Lewin’s Forcefield Analysis change management model

Answer 2

The proposed change is described and communicated. Driving and restraining forces are brainstormed and recorded. Forces are then reviewed, and the most important forces identified are used in the model (usually 3-5). A rating is assigned to the important forces, according to their performance (the higher the rating the more impact the force has on the proposed change). Overall, a proposal for change seems viable if the forces FOR change, score higher than the forces AGAINST change.

Question 3

Describe the purpose of Kotter’s 8 Step change management model

Answer 3

This model provides a roadmap for the allocated “change managers”, even if they are not experts in the field. Each stage outlines precisely what needs to be done to keep the change project on track. The model focuses on creating urgency to make the change happen. It walks people through the process of initiating, managing, and sustaining change in eight steps.

Question 4

What are the 8 Steps in Kotter’s change management model?

Answer 4

1. Create Urgency
2. Form a Powerful Coalition
3. Create a Vision for Change
4. Communicate the Vision
5. Remove Obstacles
6. Create Short-term Wins
7. Build on the Change
8. Anchor the Change in the Corporate World

Question 5

Describe Step 1 of Kotter’s change management model

Answer 5

(Create Urgency)
Identify problems or potential failure that the company faces. Discuss the impact if the change does not happen. Convince staff that change is necessary.

Question 6

Describe Step 2 of Kotter’s change management model

Answer 6

(Form a Powerful Coalition)
Identify staff with the leadership and technical skills to make the change happen. Build a change team with staff from across the company.

Question 7

Describe Step 3 of Kotter’s change management model

Answer 7

(Create a Vision for Change)
Have clear goals for change and communicate them so staff know what they are working towards. They will be more motivated if they understand what will be achieved.

Question 8

Describe Step 4 of Kotter’s change management model

Answer 8

(Communicate the Vision)
One staff meeting is not enough. Keep everyone informed with regular meetings, updates and communication. Seek feedback and discuss adjustments and successes. Make sure all staff are included such as regional, casual and sift workers.

Question 9

Describe Step 5 of Kotter’s change management model

Answer 9

(Remove Obstacles)
Solve problems, change procedures to support change, give staff the authority to enforce new rules and implement new ways of working. Identify people who are resisting change and try to convince them of its importance.

Question 10

Describe Step 6 of Kotter’s change management model

Answer 10

(Create Short-Term Wins)
Set short term targets and recognize progress and success. Staff will be more motivated if they can actually see the progress that is being made. If the employees believe in the change, it is more likely to be a success.

Question 11

Describe Step 7 of Kotter’s change management model

Answer 11

(Build on the Change)
Monitor work to ensure that the new systems and procedures are being followed by all staff. Conduct training and hire staff to support the change.

Question 12

Describe Step 8 of Kotter’s change management model

Answer 12

(Anchor the Change in the Corporate World)
Update policies and procedures. Discuss the successful stories related to change initiatives on every given opportunity. Ensure that the change becomes an integral part in your organizational culture and is visible in every organizational aspect. Keep celebrating success, show how success has come from the change