Strategic Change Management

Strategic Change Management

Section 1

In this section, the different approaches that deal with strategic change will be presented, along with the main ideas of each. They are divided into: Continuous Change and Prosci® ADKAR® Model.

Continuous Change

Sustainable management is an ability to direct the course of a business, community, or country, in ways that value, retrieve all forms of capital, human, natural and financial support to generate stakeholder value (profit). Process management should always be seen as an evolutionary process of work and management and not only as a project with beginning, middle and end. If not conducted with this view, the tendency to become a fad within the company or the country and soon to be forgotten the first sign of a stumble is great. Many efforts and investments have been spent without return. All this leads us to question what is necessary to maintain business as usual a lot of times where the optimization is exhausted or joining in a business as unusual, that is, trying to change the paradigm of development and it will need new attitudes and behaviors, 'eco-efficiency'. This particular model is highly useful in situations where the company wants to establish an organizational structure that emphasizes upon continuous adaptation to the business environment. For example, a company involved in the manufacturing of smartphones will ideally use this model of strategic change because technology is constantly evolving while older technology is becoming obsolete.

Prosci® ADKAR® Model

This model is a simple framework for strategic change that focuses on gaining control over the change process. First introduced in the year 1999, the AKDAR Model was designed as an outcome-oriented approach that would facilitate change. Over the years, the model has become increasingly popular among planners of strategic change, mainly because it is an easy-to-use and user-friendly method for change management. The main reason why the model has been so popular is that it focuses on the five core building blocks that are highly essential for the successful completion of the strategic change process. These five essential building blocks are reinforcement, ability, knowledge, desire, and necessary awareness. Hence the planners of strategic change are required to do the following when directing strategic change:

Awareness of the need for change

Desire to participate and support the change

Knowledge on how to change

Ability to implement required skills and behaviors

Reinforcement to sustain the change

Relevance of the two models

The two models discussed above are relevant to the case because they can be used as effective measures for the purpose of successfully bringing about strategic change within an organization. The reason why the two models are effective tools for strategic change is that they focus on the actions that are required as well as the goals that are to be achieved when the actions have been completed.

Section 2

As the manager of Elis Technologies, I know that organizational change can mean a change of position from the market, social function, or strategic direction with a possible change in its mission and vision and review their practices at different levels ...