When an organization is facing major changes, obtaining buy-in from organizational members about the urgency and need
Learning Goal: I’m working on a business discussion question and need an explanation and answer to help me learn.
Read Example 1 and explain your take away. Add additional information. Your document should include minimum 150 words plus credible references.
Example 1:
When an organization is facing major changes, obtaining buy-in from organizational members about the urgency and need for a change is critical. While incremental changes may be easy to phase in slowly, truly transformational changes that completely alter the ways in which people perform standard operating procedures often meet with more resistance (Carucci, 2021). When there was a transition to a new software system within an organization for which I worked, many people who had been at the company for a long period of time struggled with the change. They had been performing routine operations like scheduling for so long, the new system was highly disruptive.
The training was not adequate to prepare employees for how to seamlessly integrate it into their workflow. Employees simultaneously had to do their jobs and learn the new system. Change leaders often “forget is that those who have to deliver the change still have day jobs. They neglect to calculate the capacity those impacted by change will need to make it successful while still carrying out their day-to-day responsibilities” (Carucci, 2021, par.9). Change is something that needs to be budgeted in as a separate task.
Phasing in the change more slowly, or allowing for additional overtime and training time (for which the employees should have been compensated) would have established more goodwill. Also, the superiority of the new program was not immediately apparent, although employees later did concede that it was faster and more efficient, once they had the hang of things. But a clearer explanation of how this would make things more efficient and save time would have increased the motivation to learn the new skills necessary to operate the program. While I agree to some degree that many employees were at fault by being so resistant it may have gotten in the way of learning quickly, organizations must be realistic and anticipate not all employees will see the value of a proposed change.
References
Carucci, R. (2021). How leaders get in the way of organizational change. HBR. Retrieved from:
https://hbr.org/2021/04/how-leaders-get-in-the-way…
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