Question

List and briefly discuss The Eight Stage Process of Creating Major Change.

Here are the 8 stages.

1. Establishing a sense of urgency
2. Creating the guiding coalition
3. Developing a vision and strategy
4. Communicating the change vision
5. Empowering broad-based action
6. Generating short-term wins
7. Consolidating gains and producing more change.
8. Anchoring new approaches in the culture.

Answer 1

The eight stages of creating major changes are :-

a) Establishing a sense of urgency -

The first and most important step of the change process. In this step the management needs to make the employees aware of the need of the change and understand the urgency. When employees would understand the urgency need, they would come forward to offer help. But it is required to maintain a transparency and be honest with the employees so to convince them easily.

b) Creating the guiding coalition -

A project team needs to be ready always for the change process as per the implementation plan. The project team encourages the employees to cooperate as well as to manage them. Employee coalition is needed as they join from different parts of the organization and from different job positions.

c) Developing a vision and strategy -

A clear vision is very important so to make the employees understand what the organization is actually aiming to achieve. This way the change process would be achieved effectively as employees would support more. Besides, employees can also provide some ideas. Employees can achieve their goals when they can link the organizational vision with strategies.

d) Communicating the change vision -

To get the proper support of the employees, it is needed to communicate with the employees. This way employees can share their opinion, ideas, thoughts etc. to the management.

e) Empowering broad-based action -

Before the adaptation of the change process, it is important to remove all the obstacles that could suppress the vision. By having a clear communication with the employees, it can be understood that who are actually resisting the change process. Employees may reduce their resistance when their ideas and opinions are implemented.

f) Generating short-term wins -

Short term goals can drastically motivate the employees to bring new ideas to the change process and also to cooperate more often. Rewarding the employees for their wins can also motivate them and can keep them on track.

g) Consolidating gains and producing more change -

The change is actually a slow growing process and it can be driven into the entire corporate culture. The organization needs to keep itself improving as long as it can so that long term change can be achieved. After multiple attempts change outcome can be shown.

h) Anchoring new approaches in the culture -

When change can be able to be a part of the core organization, it then can be a part of corporate culture of the organization. Change can only be properly implemented when the standards can be agreed. It is important to continue improving the change.

Hope this helps :)