The Heart of Change Field Guide stipulates the various steps that are involved in change implementation in an organization. Step 8 particularly addresses how change can be made to stick into the organization, which in essence implies embedding it into corporate culture (Kotter & Cohen, 2005). One of the most interesting ideas I find in this step, normally the final in the change model, is talking about the successes of the change process at any given opportunity. Implementing change is complex, normally with a mix of failures and successes. By focusing on the successes, the change agents are likely to draw the support of important stakeholders involved in the process. Given the inherent inertia to change exhibited by staff and in some cases a section of the management, such success stories are of utmost importance to gain their acceptance (Cummings & Worley, 2014). Success stories also help to mitigate negative attitudes and opposition to change stemming from experienced failures.
An example of a situation where I could act as a mentor/coach within a change project is when introducing an Enterprise Resource Planning (ERP) in organizational process and information management. ERP is a complex system that can bring uncertainty in terms of job security for employees handling inventory, some junior clerks among others while also unsettling an organization’s record keeping process. It may prove frustrating for both clients and employees as they struggle to understand its best uses including how to troubleshoot it. This offers an opportunity for mentorship in terms of technical support, exploring impacts of the new system on job descriptions and ensuring it becomes part of the organizational processes. Building awareness, creating desire, developing knowledge among other facets of the ADKAR model are deeply involved in the process.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.
Kotter, J., & Cohen, D. (2005). The Heart of Change, Field Guide. Tools and Tactics for Leading Change in Your Organization.
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