Sustainable Change In Organizations For Business Implementation Sustain

How the implementation of change can be sustained

Describe about the Sustainable Change in Organizations for Business Implementation Sustain.

Change is an integral part of the organizations. The organizations are subjected to adopt various changes in its processes, methodologies, planning, structure and implementations. The changes make the organizations more innovative and competitive. Thus change is very important and integral aspect for any of the organization. There are various requirements for whose fulfillment, change is necessary (Wiseman, 2011). These requirements change and way company to company. The aspects like the lack of proper employees, the failure of the current working methodology or structure of the company, the improvement in the product or services, imbalance in the inventory or financial data of the company etc which are responsible for incorporating change in the company. In the current organization I work, we face the similar kind of issues and factors that require change (Waring & Bishop, 2010).

The aim of the report is to identify various methods and tactics through which, this change can be sustained for a longer period in the organization (Jacobs et al, 2014). The reason of identifying such methods and processes is to prevent the failure of the change process and its implementation. It has been witnessed that a lot of plans and methods are developed for incorporating change in the organization but, these changes and their implementation gets failed within a very less span of time. The goal of the project is to identify and develop a personal framework to manage, develop and sustain change management process in an organization (Glenda, 2011).

For a sustainable change, it has to be made sure that the change enhancer, that is, the one incorporating and initializing the change process is clear and confident about the change management process. For developing a fully effective and implementable process, the change agent must be extremely knowledgeable and confident about the structure to be followed (Wiseman, 2011).  The first step or phase for sustainable change project implementation is to identify the correct change agent. This can be a leader or manager of the company who has been given the responsibility to get the change process implemented in the organization. This change agent must be extremely clear about his goals. The change leader must understand his/her duty in an effective way through which he/ she would be able to develop more feasible and long lasting change solutions (Wiseman, 2011).

The leader must identify and analyze the areas to be changed and the reason for the change required (Dozois et al, 2010). Once the analysis part gets completed, the planning phase should be initiated where the successful planning of the change implementation is done.  Also the implementation process must be strong and effective enough. This would lead into an effective and notable plan and strategy for incorporating change in the organization (Waring & Bishop, 2010).

Critical analysis of the literature on sustaining the change as a leader

The process could be able to get completed easily. This way, the change initiator would be extremely clear and confident about what changes are to be made and how they can efficiently get implemented. This can be achieved if the change initiators or leaders are not only practically able to implement the change but also are able to represent the change in a theoretical way. For this, the analysis of the theoretical models and frameworks is needed (Trajkovski et al, 2013). There are various models and frameworks proposed in context to understanding the change management and the process of sustaining the change implementation (Varkey & Antonio, 2010).

The Lewin’s force-field model developed by Kurt Lewin which focuses on the various aspects and factors which focuses on how to balance the behavior and perspective of the leaders in context to the change implementation process (Dixon-Woods et al, 2012). These are the motivational aspects and factors which drive the leader and the team members in the correct direction which would lead to proper change management which can be sustained (Waring & Bishop, 2010). There are other aspects too which are negative and resist the team members and the leader to promote the change process. The leader regulates those factors to get change in the organization while pushing the negative factors backwards. The model focuses on three different phases which are unfreezing, moving and freezing. Unfreezing is a phase where the leader develops various strategies and techniques to motivate the team members to promote and identify the need of change and the process to implement the changes (Varkey & Antonio, 2010).

The moving phase pushes the team members to go through the process by convincing them about the negation of the current process and the need to get on the right track for need of sustainable change. The refreezing phase is the development of new strategies and techniques to bring a sustainable and effective change in the organization (Trajkovski et al, 2013).  This model was extended by Ronald Lippiet into a seven stage model which focuses on the leader and the leader’s strategies to sustain the change (Varkey & Antonio, 2010). This model comprises of seven stages which are data collection and analysis, identification of the need of change, assessment of the change leader’s motivational perspective towards change, identification and selection of proper change objectives, identification of the correct profile of the leader and the duties assigned to the leader, sustaining the change process and termination of the leader’s role in the change process after the change gets sustainable (Trajkovski et al, 2013). By following these theories and implementing the change process after a detailed analysis of the requirement, implementation and effects of the change process, a successful plan for a sustainable change can be developed (Trajkovski et al, 2013). These theories highly focus on the role and behavior of the change initiator or leader thus the behavior and preparation of the leader towards the change project must be strong and reliable. If the leader is well focused and confident towards the change plan, then it is easy to implement the sustainable change effectively (Varkey & Antonio, 2010).

Sustainable change is when a long term benefit is achieved after a lot of planning and implementation of the strategies. There are various authors who described sustainability I different terms and with different perspectives. As per the definition proposed by NHS institute, the sustainability is the improvement identified in the outcomes and results and maintenance of those outcomes significantly for a longer term (Schall et al, 2004). This also leads to the development of new plans and strategies whenever some change is required and not returning to the old and used plans again. Sustainability is very important in the change process to get benefits out of the current strategies (Thurston & Waterworth, 2012).  

The change process and sustainability goes hand in hand where the change process needs to get sustained for a longer term for getting desired outcomes. This indirectly leads to the efficiency of the leader. As the leader is highly responsible for the change process and its advancement in any organization, the leader is also responsible for the sustainability and significance of the change process (Thurston & Waterworth, 2012).

The leader’s effective role can motivate the employees and the team members to work hard and believe in themselves (Schall et al, 2004).  If the leader’s goal and mission is to provide sustainability in the change process, the leader must convince the employees and the team members to believe in the mission and the goal developed by him and to motivate them for working hard to achieve the desired outcomes (Thurston & Waterworth, 2012).  It is a hectic task to convince the employees towards the planning and strategies as; the employees must feel motivated and excited regarding the goals. If they do not find it exciting and impactful, they would not contribute their many efforts into the tasks (Schall et al, 2004). Thus it is the leader’s duty and art to get the employees convinced for the work. If the required support from the employees is not achieved, then the task is very difficult to get completed. The team work and efforts are highly reliable and impactful on the overall goal set by the leader. One of the methods is to adopt the effective way to get the employees aware about the goals and the targets (Schall et al, 2004).

The evident and proofs regarding the change management and sustainability would get the employees convinced regarding the tasks and goals. The employees always like to work for the targets which are highly beneficial and the tasks which can result into advantageous situations. (Christl et al, 2010). This would benefit the employees and the company. Thus making the employees believe that they are working for the task which is highly beneficial and can generate amazing outcomes, would motivate the employees making them work dedicatedly for the leader (Schall et al, 2004).

The change process would also require some training and development sessions to help the employees get the idea of the new goals and the process to follow for getting the tasks done. (Caldwell et al, 2009). Also another method can be to communicate the changes and the methods effectively to the employees so that they can develop a sense of trust and commitment towards the task. Just the development of the evidences is not required, but the effective display of the advantages achieved from the change process can motivate the employees (Schaffer et al, 2013). 

This would boost the employee’s dedication towards the organization and would push them to work hard for the change process. Similar to these factors, Rodgers developed a model which is useful in identifying the situation where the people’s perspectives regarding adoption of new environment are identified (Schall et al, 2004). The employees identify the changes in various manners and adopt the changes as per different criteria’s. There are various kinds of employees which are open and enthusiastic about the change and which are negative and resist the change. Rodgers identified such six categories of employees which have different mindsets and mentality towards change. These are:

The innovators: The innovators are the employees who enthusiastic about the change and like to get trained as per the change

The early adaptors: These employees are open to the change process and are quite enthusiastic to even lead the change process

The early majority: These are the employees rely on the evidences and then help in the change process

The late majority: These are the employees who accept the changes after a lot of employees have trusted and adopted the change process. These employees rely on the others decision to accept the change.

Laggard employees: These are the employee who completely resist the change and do not like to change their working methodology and process.

Rejecters: These are the employees which reject the changes. They have no trouble in rejecting the change and getting in opposition to the change (Schall et al, 2004).

This model signifies that the change process is highly dependent on the perspective of the employees. There is various kind of employee which reacts differently on the change process and the training and development provided for this process (Schaffer et al, 2013).   Thus it is very important to identify the right people and to select them for the change process. The selection of appropriate employees and sharing the mission, vision and goal of the company for incorporating sustainable change in the company would provide beneficial outcomes and would result into long lasting success (Christl et al, 2010).

Evaluation and monitoring of the changes and the implementation would result into less failure and more benefits. The regular change assessment process would help in getting the right change and sustaining the change by identifying the problem areas and by working constantly on the implementation to avoid failure (Richer et al, 2009).

Sustaining the change is a very important task. There is no significance of the change it is not sustainable. As the company would need to sustain the change after some time and sooner or later the changes made in the structure of the company would require evolution and freshness. Thus it is very important to get the change sustained for a longer periods. Sustaining the change is to keep assessing and evolving the processes. The evolution can be performed by following the theoretical models which emphasizes on several stages. These stages are analysis, planning, implementation and evaluation. These four phases together can create wonderful and sustainable change. The constant evolution of the change process would help in getting more reliable and log lasting outcomes. The first phase is dedicated to the analysis phase. In this phase, the analysis is done regarding the change process (Schaffer et al, 2013). 

.The duration of the change process, the resources required the leader’s activeness etc. The analysis plays a very important role in the change sustainability process. The second phase is the planning phase. In this phase the planning is done regarding the change process. The planning phase is very strong where the analyzed data and requirements are identified and used. The next phase is the implementation phase (Burchell & Kolb, 2006). The implementation phase uses the plans, models and the data gathered for the project of change management. The data gathered is then implemented by the team lead by the effective leader. The next phase is the evaluation phase. The evaluation phase consists of the evaluation of the entire process developed for change management for a long period (Richer et al, 2009).

The analysis of this phase includes the assessment and regular evolution. This phase depends on the previous phases where the process implemented (Carney, 2006). This phase checks whether entire phases are correctly followed and the correct and desired outcomes are achieved. These outcomes are assessed and are used for getting long term change (Richer et al, 2009). This methodology of managing the change process step by step is a current framework which is highly useful in developing a sustainable change. This process would be very helpful in creating a sustainable and valuable change (Braithwaite et al, 2009).

For making the future work more sustainable, there are some initiatives which can be adopted. It has been witnessed that the leaders are the key elements for the sustainable and long lasting change process. If the leaders drive their teams properly, the change process can be turned into long lasting and effective outcomes (Booth et al, 2013). The correct and efficient leader who is extremely positive and enthusiastic about the change process must be selected and the leader with the qualities to motivate the employees and team members must be chosen. Also there are various ways to identify and treat the employees (Schaffer et al, 2013).  .

There are various types of employees which have different perspectives regarding the change process. Thus identifying the correct employees and guiding them into a proper way would lead into high motivation and enthusiasm (Ford et al, 2008). The more enthusiastic and dedicated the employees are the better results they would generate. Thus identification of correct leaders and correct employees would make a perfect team which would sustain the change process. The traditional and reliable method of planning and developing the process step by step would also get immensely useful for the future work (Richer et al, 2009). The traditional stages of analysis, planning, implementation and evaluation would work for the change incorporated in the company. These phases should be constantly followed to get better outcomes. Also it is very important to evolve when there is a need of change. Instead of going back and adopting the older techniques and methods, it is recommended to generate new ideas and to adopt new methodologies for sustaining the change (Ospina et al, 2012).

This can be done by promoting and regulating assessment (Beaudan, 2006).  Regular assessment of the process and the change would let the company identify the missing and lacking features which requires change. And due to this, the leaders would be able to develop new strategies to sustain the change process (Lin et al, 2012). These stages and processes must include every individual connected to the change process. This would help them in understanding the need and importance of the change (Kolb, 2003). The future work must focus on the sustainability aspects like frequent assessment, planning and evolving the current methods and processes. The future work if emphasizes on the regular development and maintenance of the change process, then it is obvious for the company to incorporate and sustain the change project (Ospina et al, 2012). 

Conclusion and Recommendations

The study gave brief discussions on the change process within the organizations and these change strategies serve a huge importance in the management of a sustainable change process. The step by step process makes sure that each stage is checked and revised properly. To achieve sustainable change, it is necessary to get the employees work effectively hard and the leader lead in a very generous manner. The leader must be selected who is proficient with the skills of motivating and cheering the team members. The personal framework would follow this process by basically identifying the right people to analyze, plan and implement the change.

After the successful planning and implementation, the evaluation phase must be considered seriously where constantly each phase is evaluated and the outcomes and results are tested. The change process has to be constant and long term then and only then it would be able to develop beneficial outcomes. Thus this process would be followed in the personal framework.

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