Change Process Management

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Reinforcing Change

The final step in the change management process is the reinforcement of the process. The management team is encouraged to get the employees involved and allow for good communication to and from employees to management. The feedback from the employees is critical in the process of change management. Making sure that everyone continues on the same path to achieving successful objectives is the main point for feedback. The feedback then needs to be analyzed for possible corrective actions that can be taken to better achieve the goals or objectives. The full adoption of the change is dependent on the analysis of the feedback and the corrective actions taken. Recognizing successes and early adoption of processes is very important when in the reinforcement stages of the process. These small victories must be celebrated and recognized to keep moving forward with good intentions. Monitoring the continued adoption is important to keep the old habits from sneaking back into the routine daily activities. Once the process or change has been fully implemented the change team will need to keep monitoring the successes and the failures of the change as a whole. This final step should be continued and should be a part of the process going forward.

As time has moved forward there are different theories that have been introduced to the change process of management. Kurt Lewin has a three stage theory of change and how he believes the process should be. Lewin’s theory is based on unfreeze, change, and freeze. This theory was originally presented in 1947, with many other models based on this model. Lewin believe that you must first unfreeze the current process, which allows for the change to take place, and then management must refreeze once the change is implemented. Another change theory introduced was that of Dr. Kotter. Dr. Kotter’s theory was an eight step process to change management shown in the table below.

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As illustrated above the eight step model is also broken down into three subsections and they could be based on the same foundation as Lewin’s three step model.

As management decides to start a new process or change an existing process, we see that it is very important to keep the communication channels open when implementing change. “To ensure the success of the program, full involvement of all segments of the organization at all levels is critical. (Rubenstein) Using an effective communication plan is essential to ensure all information is available to all of the employees of the organization and that everyone is working together to achieve the change itself. Kotter’s eight step model breaks down the change process a little further than Lewin’s model; however, both models will achieve the results management is trying to achieve.

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References:

Kotter's 8 Step process to successful change. (2016). Retrieved December 07, 2016, from http://www.educational-business-articles.com/8-step-process/

Change Management Process. (2016). Retrieved December 06, 2016, from http://www.educational-business-articles.com/change-management-process/

Kurt Lewin. (1974). Dictionary of American Biography. Biography In Context. Retrieved from http://www.gale.cengage.com/InContext/bio.htm

The 8-Step Process for Leading Change - Kotter International. (n.d.). Retrieved December 04, 2016, from http://www.kotterinternational.com/the-8-step-process-for-leading-change/

Change Management. (n.d.). Retrieved November 02, 2016, from https://www.prosci.com/change-management/

Change Management: Making Organization Change Happen Effectively. (n.d.). Retrieved November 02, 2016, from https://www.mindtools.com/pages/article/newPPM_87.htm

Van Vliet, V. (2014, February 10). Lewin's Change Model. Retrieved November 01, 2016, from http://www.toolshero.com/change-management/lewin-change-model/

Rubenstein, H. (n.d.). Introduction - leadershipforeducators.org. Retrieved December 3, 2016 www.leadershipforeducators.org/articles/ChangeManagementVol1No61.pdf

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