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Leadership – Change management Essay

Change management in any organization requires the proper identification of the stakeholder groups. Without buy-in, stakeholders will become fearful of the change and begin to have negative reactions that will end up derailing the change effort. Crytel Communication Systems has decided to to expand the business to include wireless communication for its customers.

This paper will explore the key stakeholders that are affected by the change at CrysTel Communications, describe their perceptions of the proposed change, compare and contrast these perceptions, determine if these perceptions pose high or low risk to long-term commitment, develop a strategy to address each perception listed, develop goals that can be used to measure the success of each strategy and finally propose monitoring and evaluation tools.

The CrysTel simulation examines how the Whole Systems Model can be used to address the impact that change has upon the different constituents of the with regard to the decisions related to the introduction of a new technology. The change process in the simulation focuses on developing change and resistance management strategies for each department. The simulation identified Network Maintenance and Security, Order Management and Billing, and Sales and Marketing departments as the areas that will be the most strongly impacted

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by introduction of the new technology.

After the change strategies were implemented, change indicators were selected to measure the progress in each department. CrysTel then surveyed how the new system impacted employees and evaluated the success of change. Lastly, CrysTel selected remedial strategies to correct the situation (Leading Change, 2004). The CrysTel simulation examines how the Whole Systems Model can be used to address the impact that change has upon the different constituents of the with regard to the decisions related to the introduction of a new technology.

The change process in the simulation focuses on developing change and resistance management strategies for each department. The simulation identified Network Maintenance and Security, Order Management and Billing, and Sales and Marketing departments as the areas that will be the most strongly impacted

Need essay sample on "Leadership – Change management"? We will write a custom essay sample specifically for you for only $ 13.90/page

by introduction of the new technology. After the change strategies were implemented, change indicators were selected to measure the progress in each department. CrysTel then surveyed how the new system impacted employees and evaluated the success of change.

Lastly, CrysTel selected remedial strategies to correct the situation (Leading Change, 2004). To ensure successful change management, it is important to acquire the necessary cooperation, collaboration and co-ownership of the stakeholders of the organization and address resistance to the status quo. In the case of CrysTel Communications, all departments, except for the Department of Human Resources, would require an increase in staff and more training to address the added pressure of introducing the new technology to the product line.

The training areas include product knowledge information, further training in the technical aspects of the new technology, smart goal setting and, a thorough communication plan. Communication plan should include timelines for implementation, new policies and procedures. The issue of staff retention/turnover also needs to be addressed. The first resistance mitigating strategy employed by CrysTel was the ‘Normative re-educative Strategy’. This strategy focused on the values of each individual and that changing those values will change specific behaviors and thus reduce change resistance.

“It is based upon core beliefs, values and attitudes. So change will occur as individuals change their attitudes and this leads them to want to behave differently” (Change Management, 2004). CrysTel used surveys to determine how employees felt about their positions, peers and supervisors, which then led to better understanding what they needed for change to occur. The umbrella principle of this model is that individuals own their re-education and this gives them the opportunity to “buy into” the change on a personal level.

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