Imagine that you are preparing a new change initiative. You can select your own workplace or another organization of interest to you for which there is sufficient information to perform a detailed analysis. Do not write about a change effort that has occurred in the past or is currently underway; it’s up to you to identify an appropriate opportunity for change. Your proposed change should also be substantial (e.g. changing a meaningful characteristic of the workplace).
After identifying your desired change, address the items below:
1. What is the nature of your change effort? Why is this change worth making? (2 points)
2. Apply Kotter’s framework for leading change (see “Leading Change: Why Transformation Efforts Fail.”) to create a roadmap for your change effort. Answer each of the following sub-questions:
a. How will you establish a sense of urgency within the organization?
b. Who will be part of your guiding coalition, and how will you get them on-board?
c. What is your vision for your change effort?
d. How will you communicate your vision?
e. How will you empower others to act on your vision?
f. What types of short-term wins do you have planned?
g. What steps will you take to maintain momentum for your change?
h. How will you ensure your change is institutionalized (that it “sticks”)?
You should include subheadings for each of these questions, and your answers should be
reasonably concise (e.g. one short paragraph per question). (10 points)
3. How will you assess the success or failure of your change effort? Be specific about how you will measure success and what type of data you will pay attention to. Justify that the metrics you have chosen are useful. (4 points)
4. Imagine that your change effort has failed. What are the most likely causes for its failure? What steps will you take to address the key weaknesses of your change effort? (4 points)
