Memo: Model Leadership Behavior Overview Your efforts at finalizing the Change Management toolkit are appreciated by the vice president (VP) and management team of the U.S. branch of the Singaporean s

Running head: Change Model Report 0

Change Model Recommendations for USA Branch

Jacqueline Campbell

Southern New Hampshire University

MBA687: Dr. Duncan

May 21, 2023

Change Model Recommendations for USA Branch

1. Simplicity: Lewin's approach is simple and simple to comprehend, making it accessible to employees at all organizational levels.

2. Focus on human behavior: The approach highlights the need to unfreeze current habits before introducing new ones and acknowledges the need of addressing the human element of change.

3. Stabilization: By ensuring that the change is embedded in the company's culture and procedures, the refreezing step lowers the risk of reversal.

1. Linear approach: A linear progression is used in the model, which may not adequately represent the intricacies of organizational development.

2. Lack of flexibility: The model may not be able to appropriately handle unforeseen difficulties or opposition since it does not take the dynamic nature of change into account.

3. Limited emphasis on communication and stakeholder involvement: It does not specifically mention how important it is to involve stakeholders in the transformation process.

The eight stages of Kotter's Change Management Model, created by renowned change specialist John Kotter, help businesses navigate transformation (Laig & Abocejo, 2021). The approach places a strong emphasis on the need to instill a sense of urgency, establish a steering coalition, formulate a vision and plan, communicate the change, empower people, produce short-term successes, consolidate gains, and enshrine the change in the culture of the company.

1. Comprehensive approach: The Kotter model offers a thorough framework for handling change, including a variety of topics like leadership, empowerment of employees, and communication.

2. Emphasis on leadership: The approach acknowledges the critical role of leadership in bringing about change and enabling it while encouraging stakeholder involvement.

3. Focus on communication and engagement: The approach emphasizes the need for good communication throughout the transition process and promotes employee engagement and empowerment.

1. Time-consuming: The eight-stage process might be drawn out and resource-intensive, requiring leaders and workers to put in consistent effort and dedication.

2. Potential resistance: Although the approach stresses the need for communication, it could not completely account for opposition from stakeholders or workers.

3. Lack of flexibility: Although Kotter's model offers a systematic approach, it could not fully take into account sudden changes or particular organizational circumstances.

The Prosci-created ADKAR transformation Management Model focuses on individual transformation and the actions that must be taken for people to successfully embrace and adapt to change. ADKAR stands for Awareness, Desire, Knowledge, Ability, and Reinforcement (Hamdo, 2021). To encourage individual transformation, the approach highlights the significance of addressing each of these components.

1. Individual-focused: The ADKAR model offers a framework for comprehending and attending to the needs of individuals throughout the change. It acknowledges that successful organizational change necessitates individual development.

2. Clarity and simplicity: By segmenting the change process into distinct components, the model makes it simpler to spot and overcome resistance to change.

3. Scalability: The approach may be used to manage both small- and large-scale changes, offering a versatile foundation for doing so.

1. Limited organizational perspective: The ADKAR paradigm largely focuses on individual transformation and might not adequately tackle the larger organizational structure and dynamics.

2. Potential oversight of systemic issues: While dealing with individual change is important, the model could fall short in capturing systemic problems that could affect the effectiveness of organizational change initiatives.

3. Integration with other change management approaches: To deal with the corporate and cultural dimensions of change, the ADKAR model may need to be complemented with additional change management strategies.

Kotter's Change Management Model is the best suitable model for the United States branch of the Singaporean IT solutions company, according to the examination of all three models for change management.

1. A failure to communicate key developments.

2. Insufficient satisfaction with the business's initiatives to value and promote diversity.

3. Unclear guidelines on what is expected at work.

4. Top management deadlines that are unrealistic.

5. Insufficient comprehension of the mission, values, and strategy of the company.

Kotter's model addresses these problem areas in the following ways:

1. Communication: To ensure that workers are aware and capable of actively participating in the change initiatives, the model places a strong emphasis on the necessity of consistent and straightforward communication during the process of change.

2. Vision and values: Kotter's approach emphasizes the need of creating a strategy and vision, successfully convey them, and coordinate worker conduct with the company's principles to foster a feeling of shared purpose and direction.

3. Clarity of expectations: Expectations are conveyed and understood clearly in a collaborative atmosphere because of the model's emphasis on the formation of a steering coalition and empowering staff members.

4. Realistic deadlines: According to Kotter's approach, leaders should focus on achieving short-term successes because they may boost momentum and show that they are making progress, which will help them establish more feasible and realistic deadlines.

5. Leadership engagement: The model acknowledges the crucial role of leadership in developing a supportive workplace environment, being honest and open with staff members, and giving them the freedom to recommend changes.

Additionally, Kotter's model provides a thorough method for dealing with several facets of change management, such as management, staff engagement, communication, and vision. Its emphasis on empowering staff, fostering a sense of urgency, and assembling a powerful coalition coincides with the U.S. branch's desire to enhance communication and collaboration amongst staff members working in various locations. The United States branch may establish a collaborative environment, advance a shared comprehension of the organization's mission and values, and skillfully manage the required changes to enhance productivity and staff engagement by putting Kotter's model into practice.

Burnes, B. (2020). The origins of Lewin’s three-step model of change. The Journal of Applied Behavioral Science.

Hamdo, S. S. (2021). Change Management Models: A Comparative Review. . Unpublished PhD thesis. Istanbul: Istanbul Okan University.

Laig, R. D., & Abocejo, F. T. (2021). Change management process in a mining company: Kotter’s 8-Step change model. Journal of Management, Economics, and Industrial Organization.