Organizational Change Plan

Description

Based upon your organizational analysis, and in discussion questoins from principal, pick one area or project to be your focus on leading change. Using Kotter’s Eight Stages of Change Planning, create a proposed change document using the first four of Kotter’s Stages, with draft timelines for all four stages. Your responsibility is to create a reasonable plan, with description of the respective goals in each step, and to include a draft schedule/timeline for these stages to present to the principal. Then I’d like you to review and apply Quinn’s 7 factors/logical incrementalism to your change plan. Some folks find it easier to apply Quinn’s factors before the Kotter steps, and that’s fine. I, and any reader, need to be able to follow everyone’s logic, plans, and rationale for choosing their respective one change area (feel free to refer to your org. assessment, change area choice, vision, and sense of urgency right away, knowing you’ll ready to re-state the vision and sense of urgency in the Kotter steps). I need your actual wording for the vision, the sense of urgency, and I need the actual people and their titles, you’d advise to be on the coalition. (Janice is principle and Brett is VP). The document must be at least 3 pages long, single-spaced, and with very good technical report formatting. Use MEMO headings, addressed to the principal. Of the 3 pages, it’s OK to use maybe 1/2 a page on a distinct section for the time-lines of implementing your 4 Kotter steps. So: -you should use at least 8 section headings and/or sub-headings: one for the introduction/overview, four for the 4 Kotter steps, one for Quinn’s Seven areas, one for the time-line plans, and one for a conclusion. -start with a nice introduction/overview of what the report is about, who it is to, describe the change area choice, and include your vision-like statement of what the change will look like, once accomplished.-use your own actual words in describing the area to be changed.-develop an actual statement describing the sense of urgency for why this is really important to implement and the consequences if not changed, -please list specific names and positions of the people to be on the coalition, -and your vision statement of what the completed change will look like when successfully implemented should be re-stated in Kotter’s step #3, followed by a strategy/plan n that section. Please keep in mind, when recommending members for the guiding coalition, I need actual people and their positions in the organization. I want you to choose the members as a consultant making a recommendation. Also, please keep the coalition to no more than 10 members. Given research on team and committee size, 12 is about it. Any larger and members hide, and others dominate. So choosing a coalition membership size-anywhere between 3-10 will be fine. It is fine to make up the other names but make sure to use Janice as teh principle and Brett as the VP

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