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Read Step 8 “Make It Stick” from Kotter and Cohen’s The Heart of Change. First, review the feedback from your instructor on Part 7. Use any new information you gained from the discussion and feedback from your instructor to revise and improve Part 7 of your project. Next, compile Part 8 of your project, explaining the actions you will take to make change stick. How can you overcome tradition and emotion to keep the change in place rather than sliding back into old habits? How can you control the hiring process to be sure fresh faces coming in to the team also support the new vision? You may find page 175 helpful in reviewing the key points of what to do and not do when setting short term goals. Be sure your paper touches on the key elements of each as they pertain to your organization.

Compile all 8 portions of your paper into just one word document for final submission.

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Next, use your final paper to create a final presentation. Pretend as though you are going to present your change proposal to someone above you in your organization to gain their approval and support for your desired change and plan of action to achieve it. Your presentation should summarize the key points of all eight parts of your final paper. Your presentation should include either speaker notes or audio – indicating what you would say if you were actually giving the presentation in real life. Do not copy from your paper into the speaker notes. You would not read to your audience, so don’t copy directly from your paper. Write in the speaker notes or say in the audio what you would say in person.

Your presentation should be a minimum of 25 slides long, include a title slide, references slide, and highlight the key points of each element of your paper. Use graphics as appropriate, ensuring they add value to your presentation. The originality requirements for your paper also apply to your presentation. Do not copy from other resources or websites into your slides. Your slides and speaker notes should be in your own words.

The requirements below must be met for your paper to be accepted and graded:

·  Use font size 12 and 1” margins.

·  Include cover page and reference page.

·  At least 80% of your paper must be original content/writing.

·  No more than 20% of your content/information may come from references.

·  Use an appropriate number of references to support your position, and defend your arguments. The following are examples of primary and secondary sources that may be used, and non-credible and opinion based sources that may not be used.


Strategies for Change

Student’s Name

Institution Name

Course Name

Instructor’s Name

Assignment Due Date

Strategies for Change

Significant facts about my organization in relation to change

Implementation of change is necessary and paramount for organizations to remain competitive, vibrant, and successful (You, Kim, & Lim, 2021). However, desired changes are hard to implement, and often, these fundamental shifts fail. In this regard, it is necessary to create a sense of urgency as this will facilitate the implementation of change (Kotter & Cohen, 2012). Being a part of a rather crucial organizational unit, there is a constant need to restructure and redesign our strategies and practices. While most changes are minor, I am often subjected to influence and propose large-scale changes that are not always supported. Besides, such changes often require funding and resources, which are not always available. In this regard, my organization lagged behind competitors, resulting in poor organizational performance and decreased profits.

It is undeniable that many organizations firmly adopt the technology due to its contributions to promoting organizational success. In association with these adverse effects of failing to apply changes, my organization ascertains that it is not technologically disadvantaged. However, digitalizing the organization’s service was not a success, despite being a matter of urgency. The failure of this transformation was linked to untrained employees and the inability of the community to accept the change. Additionally, we are not exploiting all technological discontinuities, which negatively reflects the organization’s performance. Regardless, there are a series of opportunities that require the implementation of change, through which the performance and profitability of the organization will be enhanced.

Urgency level regarding the established problems

According to Davis (n.d.), establishing a sense of urgency in relation to change builds support for the shift, facilitating the execution of change. In this sense, the level of urgency shapes the performance of change implementation in consideration of the need to address the issues my organization is facing, the urgency level at a maximum. Since the implementation of change is necessary, it is also imperative to incorporate strategies that will facilitate its (change implementation’s) success. In correlation to this, it is necessary to establish and communicate a high sense of urgency to the employees and the organizational leaders (Kotter & Cohen, 2012), ensuring that they are not complacent and see the need to work on the project related to the proposed changes.

Behaviors supporting the urgency level

The adverse effects of these issues massively supported the heightened urgency of the established problems in line with implementing the change to make the organization’s services digitalized. The most significant behavior is attributed to the fact that the employees were not trained in digital skills. Besides, there was decreased employee morale and motivation, linked to the organization’s shrinking margins and decreased profits and generation of revenue. In correlation to this, the competitive organizational level and performance significantly deteriorated. These outcomes of the attributing issues affect the ability to keep the organization afloat.

Factors creating and/or supporting the defined behavior and the underlying feelings

Various factors and behavior are linked to the maximized urgency level concerning the problems at the organization. For starters, the organizational management tended to use courteous and backchat as a way to motivate employees. In correlation to this, there were a series of false promises that massively contributed to the issues at the organizations. This factor promoted the feeling of deception among the employees. In addition to this, the employees’ needs and concerns were not timely addressed. Despite the proposal of training employees in digital skills, “happy talk” from the management massively contributed to the failure in digitalizing the organization’s services.

Additionally, the organization incorporates practices that are out of touch with today’s competition and market reality. Even though the employees were not trained in digital skills, they were more at ease utilizing the already outdated practices in service delivery. Besides, not every employee supported the idea, resulting in heightened resistance to change (You et al., 2021). Another significant factor that supported the behavior of the employees is linked to the difference in performance across the organizational units in the organization.

Ways to attack the problem of insufficient urgency

Most organizational problems go unresolved due to insufficient urgency, as evident in the problem experienced in my organization. However, various strategies can be incorporated to attack the issues of insufficient urgency. For starters, developing a strategy and effectively communicating the change vision will make significant contributions in establishing a sense of urgency. Another way to effectively and efficiently attack the problem is by motivating relevant stakeholders to take action (Kotter & Cohen, 2012). Through this, the employees will accept the change and go the extra mile to ascertain that they are armored with relevant digital skills to facilitate the implementation of the change. Gathering appropriate sources of external feedback will also be beneficial (Davis, n.d.).

Showing people of the things within the organization

Showing people within the organization will help manage the issue of insufficient urgency. In correlation to this, it is also effective to allow the crisis to escalate, through which people will get a clearer view of the ongoing situation and its outcomes. Besides, it will demonstrate the need to urgently address the established problem. Using performance reports will also facilitate understanding the problem and generate a sense of urgency, ensuring the problem is effectively addressed (Davis, n.d.).

Highlighting the problem

A graphic illustration of the problem will make significant contributions in ascertaining that all staff members are informed of the situation at the organization. Additionally, it will promote a deeper understanding of the problem and enhance the support of the proposed change. Through this, the level of resistance from the employees and organizational leaders will massively reduce (You et al., 2021).

Communicating the situation indirectly


In consideration of the situation in my organization, I will indirectly distribute relevant data throughout the organization that will support the need for implementing change. It is not always necessary to directly communicate and show people the situation within the organization, mainly if it involves persons of higher positions. Besides, it is significant to shake complacency among the employees as this will enhance urgency (Davis, n.d.).

The significance of a collaborator

Finding a collaborator will ascertain that I have someone who will guide me in addressing the situation. While working with a collaborator might be challenging, it will help limit missteps and repeating already made mistakes. Besides, a collaborator will ascertain that I successfully incorporate effective strategies, and thus, create a sense of urgency.


Davis, B. (n.d.). Establishing a Sense of Urgency in Kotter’s Model: Definition & Explanation. https://study.com/academy/lesson/establishing-a-sense-of-urgency-in-kotters-model-definition-lesson-quiz.html

Kotter, J.P. & Cohen, D. S. (2012). The Heart of Change: Real-Life Stories of How People Change Their Organizations. Harvard Business Review.

You, J., Kim, J., & Lim, D. H. (2021). Organizational learning and change: Strategic interventions to deal with resistance. In Research Anthology on Digital Transformation, Organizational Change, and the Impact of Remote Work (pp. 723-741). IGI Global.




One of the most crucial things for organizations in the modern century is changing implementation skills. This is because times are changing and new people are entering the market creating huge competition. To overcome such competition, the organization needs to keep changing to remain on top of the market. The biggest problem that people identify with change is that it is greatly rejected by employees and it might not succeed. However, another great problem that people do not consider is that the change might not remain permanent and some people might get tired of the change along the way and just give up on it. What should an organization do to ensure that change sticks in the organization (Graetz, 2006)?

The one fact that organizations should acknowledge even before implementing change is that even if they are looking for long-term success, all cannot be achieved in one night but instead, achievement of short-term goals will lead to the overall achievement of a long-term goal. The short terms goals achievement will play a huge role in keeping the employees motivated and patient enough to wait for the achievement of the long-term goal intended by the organization. The short-term goals will also help the organization in making the change long-term and make it stick to the organization.

To begin with, the long-term goal of the organization is to ensure that they create an organization where services are provided efficiently without any kind of unnecessary delays. However, this is not something that can be achieved in one day and it will take a long time to do that. In the process, there are short wins that can be facilitated by the team which is in charge of leading the change.

The first short win that can easily be facilitated is the reduction of the amount of work the employee has to follow. Currently, in the organization, the employees have to follow long processes even to complete a simple task of serving the customer. If they serve ten or more customers in a day, employees end up being very tired since the amount of work they have done is a lot. However, with the implementation of a system, this amount of work will be reduced and employees can serve up to 20 consumers a day effortlessly.

The next short-term win that can be facilitated by my team is more benefits to the employees. The organization aims to see to it that the employees get extra benefits not only their basic salary. However, it would be better to give employees small benefits early rather than waiting for a long time to give them the perfect benefits. For instance, some organizations will pay for paid trips for the employees to travel to outside nations. However, another organization can organize local trips where employees can still go and enjoy themselves. Our organization will pay for local trips as a benefit for hard work which is much better and it will keep the employees better motivated.

An increase in efficiency is also a short-term win that can be facilitated by the organization. The reason why this is deemed to be a short-term win is that the employees and the consumers can easily identify it. For instance, when a consumer has to return a faulty product, the process of communication that has to be followed is a long one and a lot of communication has to be done. However, immediately after the system is launched, these processes and communications will be reduced greatly.

Lastly, a short-term win that can be facilitated is that time wastage will greatly be reduced in the organization. On average, the number of consumers that could be served on the day is about 25, however, with the implementation of a system, time used to communicate will be reduced and hence time wasted in the process will be reduced. This will help the employees serve more customers on average per day than they did there before. Short-term wins are very important to facilitate as they will make the employee remain motivated to achieve long-term goals (Amabile, 2011).

It would be a waste of time if an organization went so far with change and they are unable to make it stick. A lot needs to be done to ensure that change will stick in the organization. Several things need to be done to prevent burnout in the organization. The first way through which burnout in the organization can be prevented is through rewarding the champions of change. In the least terms possible, champions of change can be defined as those people who have well-embraced change and those who have adopted it as quickly as possible. This will help motivate the rest of the employees to embrace and maintain the change.

The second way through which burnout can easily be prevented is through transparency. In most cases, employees will need to hear about the progress of the change and how it has been helping the organization. In such briefings, honesty and transparency should be paramount despite the results the change is giving. In some cases, there could be some instances where the change is giving negative results. The employees need to be made aware no matter how bad the situation is (Jackson, 1983).

Delegating tasks is also very important in burnout prevention during change. An organization is huge and contains many departments and all of them have to be incorporated into change. It becomes very difficult for one person to follow up on all the changes reason as to why delegating will help greatly. If the task is delegated, people in charge will easily note where change is running smoothly and even the obstacles that may be making it very difficult to implement the change. The people to who tasks are delegated will give feedback to one person who is in charge of the change implementation.

Sustaining change is also one of the most difficult things for most organizations to do. However, change must be sustained, several things have to be done to sustain change and one of them is the leaders have to be patient and flexible. This means that employees will not be forced to adopt change but instead, they will be given all the time that they need to adapt to the change which will greatly help them embrace and accept the change. If the employees accept the change willingly, it is likely for the change to last more than when the employees are forced to accept it.

The second way of sustaining change in the organization is by providing support for the change. This means that the organization will come up with a way through which the employees can give back their feedback on the change experience. In some cases, not all of the things put in the change may be working. The top management might not have known this but if employees are given the chance to give feedback, they will show some of the amendments that can be made to make the change better and hence make it sustainable in the organization (Hodges, 2014).

Lastly, is to create more opportunities for changes that are smaller and yet meaningful. This means that before the great changes are made, smaller changes have to be made. These changes will help motivate employees and even give them a taste of how the long-term results of change would feel. This means that change implementation will be gradual and this means that the change is likely to be more sustainable as it is focused on the tiny and huge details of the organization.


Amabile, T. M., & Kramer, S. J. (2011). The power of small wins. Harvard Business Review89(5), 70-80.

Graetz, F., Rimmer, M., Lawrence, A., & Smith, A. (2006). Managing organizational change. John Wiley & Sons.

Hodges, J., & Gill, R. (2014). Sustaining change in organizations. Sage.

Jackson, S. E., & Schuler, R. S. (1983). Preventing employee burnout. Personnel60(2), 58-68.



Students Name:


University Affiliation:

Change is inevitable, yet it is one of the hardest things to implement successfully. Many organizations have tried to implement change, and they have failed terribly; for instance, in many business organizations, people are trying to adopt technological change, which has been on the trend currently. However, it has become challenging to adopt these changes in some cases because older people in the organization do not want anything to do with technology as they feel their job is threatened by technology implemented.

The organization is made up of many people. Most of them will have different opinions about change implementation; for example, the investors may feel that the change is very important to the organization as it will help increase profits. On the other hand, the employees may feel that the change will make them overwork. The suppliers will feel that they are not ready to decide on the change since they don’t know whether the change will help them in any way. One of the best things to do when implementing change is communicating to the employees, which will help them be mentally prepared for the change.

Explaining what actions you and your team will take to empower people to take action

One of the most important things to empower the employees is getting them a clear vision that will show them exactly what the change is about. In most cases, people will talk more about change, but they can barely picture how it will help them in a year or even two. However, if the people leading the change can show exactly how the change will impact them positively in the future, the employees are likely to accept change more. For instance, in adopting technology, if people are shown that by adopting technology, they can be able to work from home in the future days, they are likely to accept change more than they would when they do not understand how the change will help them in future (Rosenberg, 2011)

Another strategy that will be greatly helpful in empowering change is aligning the organization’s structures and systems with the vision created. In this case, the main reason why the change is being implemented is to ensure that the organization’s services are as efficient as possible. This means that the structure and the system of the organization should internally start to implement efficiency. An example may be before in the organization, one had to go through two people in a higher rank to get their paper for leave permission to be signed. However, the organization can reduce this to one person and this will have improved efficiency by one step.

The organization can also align the structures by ensuring that it is more efficient than before. This can be done by ensuring that the number of services is reduced or even the time of handling these services has been reduced, which will help make the delivery of services in the organizations effective. The organization can also demonstrate its effectiveness to several other stakeholders, such as the suppliers. They can make sure that the suppliers’ invoice is processed quickly, which will win them a vote for f the suppliers.

Another problem that makes change unsuccessful is that of mental barriers, especially of the employees. This means that the employees have already declared that the change is impossible, and no matter what, they are told the change cannot benefit them. In such a case, the best thing to id is to make the change employee-oriented. For instance, the change meant to make service delivery more efficient should be customized so that the employees will feel it is helping them more than anyone else. An example, the change should be brought to reduce the process and load of work an employee has to complete. The employees will feel that the change is there to benefit them.

Another way to remove the mind barrier from the employees is by giving them something that can motivate them. For instance, in this case, the organization can ensure that the integrated change will bring new incentives that can help motivate the employees more. If the organization only provided medical insurance to employees, they could begin to provide paid vacations. The employees will feel that the change is helping them, and they will become more open-minded and ready to welcome the change.

During change, the boss barrier is another problem that proves to be huge. Boss barrier means that most people in the top places will try and stop the change since they feel that it will negatively affect them. One of the problems that come along with adopting technology is that it ends up replacing several people in the organization. Bosses will feel that the change will take away their mandate and might get demoted when change takes place. However, this can easily be changed by ensuring that they get promotions after the change. This will make the bosses support the change and crave change as soon as possible. Removing the boss barrier is also very important as it helps the top leaders lead the change by example (Lozano,2006).

In most organizations, there is a system of how things are done. A good example, in most cases, if a customer has a complaint about a product and they would like to return it for a refund, a lot of people in the organization have to be consulted. Up to 4 people may end up being consulted and this service delivery does not become effective. However, the reason behind this can be that the organization has a system of doing things which is very true. The organization should be ready to put away the system ad make service delivery more effective if they need to embrace change. As stated earlier, by doing so, the organizations top leaders will be leading the change by example, which makes it easier for all the other employees to follow.

Information during the change process is extremely important. For this reason, one of the things that need to be changed is the information barrier. When there is an information barrier, it means that information is not flowing up or down the management as it is supposed to be. Some of the information that employees are supposed to have access to might not be exposed to them. Breaking the information barrier can only be done by reducing the levels through which information has to go. The employees should be given direct access to a lot of information they would like as long as it is relevant to them.

To reduce all these kinds of barriers defined, it is very important to ensure that enough training is provided for the employees. This is because little knowledge is always dangerous. The employees might not be very knowledgeable about the change. However, with training, they will understand how the change works and even get to experience the change. A good example is that if the change is about the finance department using computers to keep their records, they will be given training on using spreadsheets. After doing several practicals, they may feel that it is way much easier than using the file system (Kotter,2012).


Kotter, J. (2012). Barriers to change: The real reason behind the Kodak downfall. Forbes, May2.

Lozano, R. (2006). Incorporation and institutionalization of SD into universities: breaking through barriers to change. Journal of cleaner production14(9-11), 787-796.

Rosenberg, S., & Mosca, J. (2011). Breaking down the barriers to organizational change. International Journal of Management & Information Systems (IJMIS)15(3), 139-146.



Students Name:


University Affiliation:

Change has always been and will always be inevitable. This is because most of the things that man has to change to are necessary for their survival. Technology has been on the rise in recent years, and most people have greatly resisted the change bit today. It is significant for survival reasons as to why it has been accepted widely. In organizations, change has to be implemented now and then to ensure that the organization remains in the competition. Change is not very easy to implement as it faces a lot of resistance. One of the strategies that help implement change successfully is open communication which will help the people affected by the change be mentally prepared.

Communication has to be made to all the stakeholders of an organization. In the simplest terms possible, a stakeholder can be defined as any party interested in a company. It can affect or be affected by the business being conducted by the organization. The main stakeholders of any organization are the employees. This is because, without them, nothing can go on in an organization. The second stakeholders are the consumers since if they decide not to buy from the organization, they will greatly affect the organization. The third stakeholder is the communities, government, suppliers, and trade associations, all of whom play a great role in the organizations.

There are different ways through which the intended change can be communicated to the stakeholders. However, not every method is effective, and the organization has to ensure that they choose the most effective one. The mode of communication used has to be very convincing, as change cannot be conducted without the support of all the stakeholders. For instance, if the employees were to agree to the change and the investors feel that the change is not necessary, it cannot be successful since if they do not invest their money, the organization will have nothing to use as capital to run the organization (Richardson,1996).

The first group of stakeholders that is very important to communicate is the investors. This is because they are the people with the financial power, and they keep the organization running financially. Investors are not always available reasons why calling a face-to-face meeting with them that is only meant for communicating the change is almost impossible. For this reason, the best time to communicate the change to them is through the organization’s annual general meeting. During these meetings, the financial officer is given the duty to analyze how much profits the organization has made and what plan to increase these numbers in the next financial year. It becomes very easy to communicate the change since it might be the solution they are looking for. To make the change more vivid, a copy of the vision created earlier will be emailed to each investor. Depending on the magnitude of the pandemic, the meeting might have to be conducted online to follow the government guidelines and regulations.

The second group of stakeholders that is very important to communicate to is the employees. Speaking to individual employees might not be the very effective reason why the best thing to do is to talk to all heads of departments the organizations. the team will organize a lunch meeting will all heads of departments where they will be introduced to the change that is about to take place. They will be taken through the vision written so that they can see the bigger picture. This is the best thing to do because not all employees will be affected the same way by the change. The effects of the change will vary according to different departments. Each department head is expected to know how their department is affected, and then they will call for a meeting with the employees to whom they will communicate about all the changes; the employees emailed a copy of the vision emails (Wallbaum, 2010 ).

Consumers are the most vital stronghold of the organizations out of all the other stakeholders. This is because they can determine whether the organization will make profits or they will make losses. The consumer has the buying power of products or services that are being offered. In this case, several modes of communication have to be used to communicate about the change. This is necessary since the organization targets different groups of consumers. The first way through which communication about the change will be made is through social media. This means that the organization will post videos and even images of how the organization will be doing things after the long-waited change is implemented. The consumers will also be emailed copies of the change intended and how the change will benefit them. In this case, the organization should make the changing consumer-centric as possible. Phone technology such as SMS can be used to contact individual consumers.

The other group of stakeholders that need to be communicated to is the suppliers. This is because they play a huge role in ensuring that the organization is delivering products or services. It isn’t easy to get all the suppliers in a physical meeting, and this is because most of them are not anywhere near the organization, and others are located overseas. For this reason, the best way to communicate with them is through an online call where all of them can be able to join.

The last step of communication will be listening to the views of the different groups on the change about to be implemented. This is because they might all have different ideas, not necessarily to resist change but to make change better suited for them. For instance, the suppliers may feel that their invoices should be sent to them online, which will help them save more time. The team will also hold a conference meeting with those available physically and answer all the questions that people may have regarding the change. This will help increase buy-in of the change in the organization. Questionnaires will also be handed out to evaluate people’s opinions on the change (Harbord, 2011).


Dear sir/madam, I hope this questionnaire finds you well. It aims to evaluate the thoughts of different stakeholders on the changes that are about to be implemented. Your honesty in answering the questionnaire will be highly appreciated. Thank you in advance.


Position in the organization…………………………….

1. Are there any changes you have always wished for?……………………………

2. How do you think they would help the organization? ………………………

3. What are your thoughts on change suggested ?…………………..

4. Do you think it will help the organization ?…………………….how?………………..

5. Do you think it will help you as an individual ?…………………………….

6. What do you think should be added to the change?………………….

7. What should be removed from the change………………………..

8. Any other remarks?……………………………………………….


Harbord, J. (2011). Writing in Central and Eastern Europe: Stakeholders and directions in initiating change. The Best of the Independent Rhetoric and Composition Journals 2010, 3.

Richardson, P., & Denton, D. K. (1996). Communicating change. Human Resource Management35(2), 203-216.

Wallbaum, H., Silva, L., du Plessis, C., Cole, R., Hoballah, A., & Krank, S. (2010, April). Motivating stakeholders to deliver change. In 3rd International Holcim Forum for Sustainable Construction-“Reinventing Construction”, Universidad Iberoamericana, Mexico City.



Students Name;


University Affiliation;


Since time immemorial, change has always been and will always be inevitable. This is because every other day, man is faced with a new challenge that needs new solutions. For instance, looking back at the early man, he needed not transport since he lived in a self-sustained community. However, as time went by, there was a need for him to travel over longer distances, which led to the invention of modes of transport that exist in the current days.

In recent years, IT has been on the rise, and it has affected every other sector, with the business sector included. This means that most businesses will need to adopt technology if they want to remain on top of the market. It is true that change is taking place but how many organizations can successfully implement the change? One of the most difficult things for any organization to do is to implement change successfully. This is because it entails a lot of work, and it needs a lot of time until the employees can adapt to the change put in place till it becomes permanent.

Implementing change successfully

Several approaches can be taken if an organization needs to implement change successfully. Such initiatives include effective communication. This means that the organization will be open with the employees and tell them in advance what they should expect and how the changes will benefit the organization. The second strategy is involving everyone in the organization in the change process and decision-making. This will help the employees feel comfortable and even help them accept change.

If at all change has to be successful, it has to be centered around the employees. This means that the organization should show the employees that the change will also benefit them and not the organization only. The only way to do this is by creating a vision for the change. In the simplest terms possible, vision is defined as something one intends to be true in the future. Creating a vision will help the employees fully understand the change and embrace it better.

The main aim of my organization is to digitalize services. The main reason organizations are adopting technology is that they want to make work more efficient and effective. For instance, time back, health care organizations were using the file-based system to keep consumers’ records; however, this was not effective enough as it took them a lot of time to retrieve the documents, and hence it wasted a lot of time. Healthcare organizations later adopted a database system that would help them retrieve data easily and reduce the time taken to serve each consumer (Dalziel, 1988). 

The vision

The main aim of every other organization is to make profits. However, they will have to deliver quality products and in the most effective way possible. This means reducing the time of serving each customer, which will increase the number of customers served per day, which will automatically lead to an increase in profits

. My organization was also looking to do the same hence the decision to adopt new technology that will help make service delivery more effective.

Currently, the employees have to move from one office to the other to pass a simple message. This is because everything is done on the organizations manually. For instance, the sales office might have to show all the sales they have made, and they will be forced to visit the manager’s office to do this physically. The other problem being encountered in the organization is serving customers. It is becoming difficult to retrieve information about a consumer who had purchased anything from the store earlier since they might not be served by the same person twice. This is the reason why technology adoption is needed in organizations.

The first change that will be done in the organization is installing new computers and a database system. It will take some time for people to adapt to the technology, but it will help greatly after they do. The first thing computers will do to help reduce the movement of the employees from one office to the other. Communication will be more accessible as an employee can send and retrieve a message from any office with a simple click.

By adopting technology, the amount of work that the employees have to do will be significantly reduced. For status, without technology, employees had to go through a huge pile of files to find information about the consumer. However, with the new database, the consumer’s information will be input into the system. This means that every time the same consumer comes back to the organization, any employee will see what kind of products they had bought in the past (Fullan, 2003).

Since the organization’s main aim is to make more profits, the system will greatly help capture new consumers into the organization. After this becomes popular, it means that the organization will now be able to analyze all the data collected, and from this, they can be able to make services and products that are in line with the consumer’s needs. The long-term goal of adopting a database will be to make personalized services for consumers to satisfy their needs more.

Personalized services mean that the organization will be serving more customers per day than they used to do sometime back. For this reason, computers installed will help deliver services more efficiently to consumers and hence more consumers will e served per day. For instance, there will be no need to write down the consumer’s receipt as it will automatically be printed out by scanning the item they are purchasing. This will also help reduce the amount of work that the accounting office does as the computer will automatically generate the total sales made every day.

As the number of consumers increases, the organization might not serve all these consumers in one shop. This means that the organization may need to open up more stores to serve all of its consumers. However, even in these new stores, the consumer experience needs to be the same reason why the database adopted can be accessed without any geographical barriers. Consumer data can easily be shared across all stores, which will help give more personalized services to clients in all the stores.

The long-term goal of the change is to make the organization outstanding and make it different from all the other businesses around. This will be done by increasing efficiency and also delivering more quality services. This is not possible without the help of technology. The employees will also benefit a lot since more profits mean more salaries to them. The work they are expected to do will also be reduced, yet they will have the same salaries. If implemented successfully, the change will be of benefit to both the organizations and the employees (Calder, 2013).


Calder, A. M. (2013). Organizational change: Models for successfully implementing change.

Dalziel, M. M., & Schoonover, S. C. (1988). Changing Ways: A practical tool for implementing change within organizations. New York, NY.: American Management Association.

Fullan, M. (2003). Implementing change at the building level. Best practices, best thinking and emerging issues in school leadership, 31-36.


Build the Team

Student’s Name

Institution Name

Course Name

Instructor’s Name

Assignment Due Date

Build the Team


As established, the need to digitalize services in my organization is apparent. With the heightened sense of urgency linked to this change, building a team will make significant contributions. However, various factors ought to be considered to ascertain that the team built is effective and efficient (Kotter & Cohen, 2012). In correlation with the required change in my organization, this essay will establish how I intend to build my team by addressing ways to show enthusiasm and commitment so as to attract the right team players. It will also define significant ways to build trust and encourage teamwork within the team. Attributed to the significance of team structures and high engagement levels, these two aspects will also be addressed.


How to build your team to address change in your organization?

In relation to the need to address change in my organization, I would ascertain that the team I build is diverse and inclusive. Through this, every staff member within the organization will be represented, and thus, it will be easier to convince everyone of the importance of implementing the defined change. With need to communicate the changes, I would also consider persons with effective communication skills. Including change leaders and managers within the team would also be beneficial throughout the transitioning process (Kotter & Cohen, 2012).

Additionally, I would analyze and assess everyone to screen and find the best fit for the team, which will include evaluating competencies significant for change practitioners. Upon the selection of qualified team members, I would identify the strengths and weaknesses of the team as a whole and work towards mitigating the weaknesses and using the strengths to facilitate the success of the team. Clearly defining roles and responsibilities of every team member with an aspect of dependency on each other will promote the formation of an effective team (Thirasak, 2019).

How to show enthusiasm and commitment to draw in the right team players

It is undeniable that communication plays a critical role in an organizational setting, particularly in attracting the right team players (Figgers, 2020). In correlation to this, I would show enthusiasm and commitment by respectfully, sincerely, and considerably communicating my ideas and expectations with everyone. Incorporating body language and silent messages when communicating will also be significant. In addition to this, making time for prospective team members will promote a sense of belonging within the organization (Engelland, 2018), through which everyone will want to be a part of team. I would also make the team’s vision clear, through which I would promote a sense of honesty and transparency.

Avoiding to get complacent will help establish a platform of commitment and engagement (Kotter & Cohen, 2012). Furthermore, properly interacting with employees will help build strong relationships and make relevant connections which will attract the right kinds of people to join the team. In this same context, it is important to connect with people’s interest to their work and incorporate their work goals and objectives to the team’s vision. It is critical to celebrate victories and appreciate persons who contributed toward the completion of a project (Figgers, 2020), including that of change implementation.

How to model trust and teamwork?

Trust and teamwork are strongly intertwined with the success and productivity of any team. While there are various ways to model trust and teamwork, I find leading by example to yield significant outcomes. It promotes a feeling of involvement among the team players, which is relevant for the organization (Engelland, 2018). Creating opportunities for social interactions by organizing training and team building activities will yield significant benefits in terms of promoting teamwork and enhancing team members’ skills (Thirasak, 2019). It is also beneficial to hold regular meetings and hold check-in rounds during the said meetings to check on the team members and how they are faring on in relation to meeting the team’s goals and objectives.

Another way I would model trust and teamwork is by emphasizing on the need to communicate openly, through which strong relationships will be established and team members will trust each other and compliantly work together. Giving team members autonomy is centrally placed in promoting teamwork and skill enhancement. With various factors affecting the performance of a team, it is imperative to address issues and conflicts within the team, which will not only promote teamwork and enhance trust, but will also mitigate problems. Besides, engaging team members in the decision-making and problem-solving processes ascertain that team members work together and trust each other (Engelland, 2018).

How to structure the team?

Structuring a team is essential as it promotes clarity and guidance concerning the contributions of the team members. Certain aspects of a team ought to be considered to facilitate the selection of an appropriate structure, including the quantity of team members and the sole purpose of the established team (Thirasak, 2019). In correlation with the development of the team to address change in my organization, I would structure the team by emphasizing on equality and self-governance. In this sense, every team member will be given the opportunity to participate and make contributions in making the team successful. Besides, this structure will enhance coordination and teamwork, through which the speed level for implementation of change will increase. While it creates a balance of leadership and management authority, this team structure promotes some level of confusion, which is not appropriate for change implementation. In this regard, I would ascertain that one team member has an authoritative position, which will help in providing guidance and shaping the path for the entire team.

How to inject energy into the group?

Energy within a group is defined by the engagement levels of each member and that of a team as a whole. In this regard, strategizing on ways that increase the engagement levels will be beneficial. One significant strategy is promoting a sense of competition among the team members (Figgers, 2020). Through this, every person will take part in activities since no one wants to be on the losing end. Giving team members the opportunity to take up positions and a voice in relation to the team activities and procedures will also enhance their engagement levels, and as such spruce up energy levels. Training and team building activities will not only help the team to come together as a unit, but will also promote increased energy levels (Engelland, 2018). Teamwork support the “divide and conquer” technique, through which team members will have to match the energy levels of top performers within the team. Providing essential tools and resources as well as incorporating technology will also yield significant benefits in relation to reviving a team and enhancing the energy levels of the team members.


It is undeniable that building an effective team requires a lot of work and is hectic. With the consideration of the need to digitalize services in my organization, building a team facilitates the implementation of change. While various strategies can be incorporated, effective communication skills and team building activities are centrally placed in team formation, particularly since they promote success. Regardless, there are other ways to significantly enhance the team’s performance, ranging from connecting with and building relationships with team players to integrating training and promoting leadership within the team.


Engelland, B. T. (2018). Team Building, Virtue, and Personal Flourishing in Organizations. In Personal Flourishing in Organizations (pp. 171-189). Springer, Cham.

Figgers, M. S. (2020). Characteristics of an Effective Team Player: Effective Team Players Make Winning Teams!. WestBow Press.

Kotter, J.P. & Cohen, D. S. (2012). The Heart of Change: Real-Life Stories of How People Change Their Organizations. Harvard Business Review.

Thirasak, V. (2019). Building an effective startup team. In International Conference on Advances in Business and Law (ICABL) (Vol. 3, No. 1, pp. 18-27).

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