Scenario You are an HR consultant, contracted by the VP of an LLC in Wilmington, Delaware, to solve their internal challenges. This U.S. office is a branch of a larger Singaporean software solutions o

MBA 687 Milestone Two Case for Change Guide

The Case for Change Guide helps you as the HR consultant to lay out various factors that make the Change Management Plan an essential component of the Change Management Kit. This guide enables you to emphasize the sense of urgency for the Change Management Plan to be finalized.

The Case for Change Guide also acts as a checklist for the learners to ensure that they capture details regarding the level of organizational readiness for change, a review of leaders committed to change, an analysis of the workforce's willingness and capability for change, including cross-cultural awareness factors, and any historical barriers to change from past planned or unplanned change management experiences.

Background

Ensure that you include answers to the questions: How did we get here? Where are we now?

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Urgency Factors and Risks With Not Taking Action

If you take action, what future problems can occur? Put yourself in your stakeholders’ and customer’s shoes: What will the consequences be if the desired goals are not reached?

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Stakeholders Analysis and Impact

Sort each of your stakeholders into their appropriate types:

List your opinion leaders
List your connectors
List your counselors
List your journalists
List your adversaries

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Inside the Company

What are the leaders committed to change?
How would middle managers serve as a bridge between the senior leaders and the frontline staff?
Are middle managers ready to take ownership of the proposed change?
Is there a workforce willingness and capability for change?
What are the cultural considerations in change readiness?

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Outside the Company

Consider the inclusion of change implementation steps that will inspire customer confidence. Put yourself in the shoes of the customer—what will they like to see in terms of change events?

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Assumptions

What are the conditions or resources that employees believe are needed for your program’s success and that you think already exist and will not be problematic?

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Scope

Assess the scope of the change, including how significant is this change? How many people are affected? Is it a gradual or radical change?

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Outcomes

What state or condition must exist for your initiative to work and does not currently exist (observable)? How would you mitigate and remove any roadblocks in the change management process?

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Goals and Benefits of Taking Action

What do we hope to achieve? What are the benefits of making the change? What are the impacts of the changes, including both positive and negative possible unintended results of the change? Consider the organizational data available through the Exit Interviews; Leaders’ Self-Evaluations; U.S. Branch Overview; and Vision, Mission, and Strategic Goals.

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Timelines

How urgently is the implementation of various changes required? Ensure that your plan has information on timelines.

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Change Model

Which change management model, from the course list, would you use for this company?
How would you use the model for this company?
Why did you select the identified model for change?

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