Managing change in practice 9.1 – Jo North: Start with the end in mind

In the video, Jo North talks about the practice and management change with the integration of innovation in business. The sense making in the business gets reflected with the management ensuring that the people working in the organization have the clear vision and begin with the end of their minds to think and imagine what and how the changed and developed scenario of the business would look like. The employees in the organization would start to have a vision regarding the benefits of the integrated change which would help them in getting a very clear picture of the future goals of the company towards which they can work. The management can assist in giving sense to the employees regarding the changes in the company by explaining them regarding the advantages of the proposed change. This is essential as not every employee has the same scope and perception regarding changes which can only be inculcated by providing them with the vision and aligning them with the new way of requirements of the external environments and the new visions of the company. Assessment of the change curve and making efforts to keep the curve short would be convenient for the company as it would denote the enabling the removal or obstacles and creation of condition which would empower the employees in accepting and implementing changes in the company. Support by the employees and the management in both ways by especially the leadership teams by being clear what the requirements of changes are along with having empathy and appreciation to the employees for understanding and integrating changes. Maintaining the momentum of change and the sustainability of the change requires the embedding of the change process by preventing strategic drift by which would happen if the internal business system fails to maintain a resonance with the changing external environment and requirement.

video:

2. What is the current state of planning in your organization? How can it be improved?

It takes a good leader to develop a change plan. “Developing a change plan involves thinking through what needs to happen if a change target is to be moved towards a desired end state” (Hayes, 2014). The Supervisors in my organization are always willing to dedicate time to the planning process, they do not ever fight the change. The current state of planning in my organization is, in my opinion, successful. Instead of leaders/management spending time reacting to unexpected changes they are always anticipating and preparing for them. This is a very successful strategy for our organization because of the constant changes in healthcare. The plan for successful change should be reflected by the mission statement, general objectives, and strategies (Neilson et al., 2008). I do think improvement is needed is the distribution of leadership. It always seems, some of the leaders, feel they can do it all on their own instead of delegating for help. In these types of situations things do not go as planned because it becomes to much. It is important that leadership be multiplied and shared in order for change to be successful (Hayes, 2014). The management needs to have a clear idea of their responsibilities and roles for their to be any type of success in organizational change. When management starts making decisions that are out of their responsibilities this is when a plan can become unsuccessful. My organization specifically will implement a change among a few of the leadership for a couple months to get the kinks worked out while at the same time preparing the employees to be aware that a change is coming. The implementation of the change is always well organized and done with training and hands on experience. It amazes me sometimes how well the organization I work for now can be so responsive to organizational change.

References:

Hayes, J. (2014). The theory and practice of change management. New York, NY: Palgrave

Neilson, G., Martin, K., and Powers, E. (2008). The secrets to successful strategy execution. Retrieved from https://hbr.org/2008/06/the-secrets-to-successful-…

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