Change Management Simulation Essay

As CEO and founder of Spectrum Sunglass Company, I want to postulate a switch in the union that jakes sterilise the company and its products more environment ally sustainable. To do that, I assume to convince 20 managers at Spectrum to adopt my initiative in 96 calendar hebdomads. And I apply 85 hebdomads to reach that goal. Heres what I did. At the beginning, I want to allow them be aware of this initiative as short as possible, so my first 3 choices are to issue netmail nonice, travel the talk and hold townspeople hall meetings,and I panorama that would be a reliable way to start.But result is not good at all, no champion seems to be affected, at that fleck I noticed how backbreaking it is to bring a convince into the company, no one wants to start from their confortable position, and they would ante up no attention to what I said, I need put more devotion into it. After wasting 5 workweeks, I start to conduct clubby interviews with 4 top managers to let the m know this castrate leap out and to see what their opinions, the first conduct crystalizes 6 stack scratch the awareness format, and I got 4 different opinions. because I spend week 6 to get consultants support and opens one soul into the engross group stage, because whatevertimes outside experts can gain the attention of organizational member better than internal politics can. At week 8, I privately confronted the resister Andrew Chen who is the superior general counsel of the company, trying to persuade him since he plays such an important situation in the company, but I failed, I speak out it is because I ease gather in nothing to set up him that Im right, maybe afterward a short-term win of this multifariousness he may variegate his mind.At week 9, I conducted private interviews and got 5 mass enrol the awareness stage and 1 person prefaces the interest stage. And at week 10, I told a victory story to 3 people, because I think the example of other com panies that benefit from sustainability would make them interest in this project, and it turned out to make 1 person enrol the interest stage and 1 person enters attempt stage.Then I used private interviews and success stories alternatively though week 11 to week 15, because both(prenominal) of them took yet one week to complete, so this would be the most cost-effective way to lead people into the awareness stage and make this awareness into interest, it turned out that Im right and I successfully bring 9 people into awareness stage and 6 people into interest stage. And so far all 20 managers have been aware of this change project. At Week 16, I resultd internal skill- building to show those who are volitioning to change the way to adopt this project, and I do 1 person enter the trial stage.At week 18 I decided to issue an e-mail notice, by now they should pay some attention to the context of this e-mail, and it made 1 person entered the interest stage. At week 19, I conduc ted a polisher project, hoping to achieve a short-term win that can nourish faith in the change efforts, and the results are that 1 person entered the interest stage, 1 person entered the sign stage and first person entered the adoption stage. At week 25, I conduct private interviews again and made 1 person enter the interest stage. And week 26, I privately confront resister befriend DArcy hoping that he may change his mind, but he didnt.At week 27, I walked the talk and show them the actions aligned with the change initiative, and make 3 people enter the interest stage and 4 people enter the trial stage. At week 29, I recognized an adoptive parent and hoping this would have an influence on others, but it only made one person enter the interest stage. At week 32, I provided orthogonal skill-building and made one trainee enter the trial stage and one enter the adoption stage. At week 36 I hold town hall meetings to communicate the change vision, and it made 3 people into the inte rest stage and 3 people into the trial stage.At week 38, I post progress reports and made 1 person into the trial stage. From week 39 to week 45, I choose to build a calculus of support and recognized an adopter, because I think it would bring the coalition members, the adopter and their friends into adoption stage, however, it affected no one, the reason is still unknown. At week 46, privately confronting resister still didnt work. At Week 47, I told a success story again and made 1 person enter the adoption stage. At Week 48, I announced goals and deadlines to provide a target to aim for, but no one was affected, goals and deadlines may be to early to set.At week 52, I decided to walk the talk again, and got 2 people enter the trial stage and 4 people enter the adoption stage, the visible actions really worked. At week 55, I post progress reports to all, and made 2 people enter the trial stage. From week 56 to week 62, I conducted private interviews and pi mint project but didnt work. At week 63, I brighten organization values and made 1 person enter the trial stage and 8 people into the adoption stage, this is a big achieve, and I believe a change sticks when it melt into the companys culture. At week 71, I tried to hold town hall meetings to make the last 4 people adopt but I failed.At week 73, I revise reward system to stimulate them and success at week 85. It took me 85 weeks to successfully convince all 20 managers to adopt this change, less than 96 weeks, so I think Im a qualified change agent. However, I also wee a lot of handicap actions and wasted a lot of time, so Im not that efficient. If I can do it all over again, I will begin with private interviews, and avoid the invalid actions (though I still have no idea why some of these actions have no affect on any managers), and I will take the relationship network in to consideration when I make choice.Im sure the result would be much better. This change management simulation and readings of 5 arti cles taught me a lot as a change agent in a company. First of all, I disclose that making a change happen is much more difficult than I thought, we all want benefits of change, but we are afraid of failure, so we prefer to stand at the comfortable position and refuse to move forward. As a change agent, I much help others to suppress these difficulties. To do that, I must understand the heart of change first. mass will not be changed by what they are told, they can only be changed by what they believe, so I must find a right way to make them believe in this change initiative. And on that point are 8 steps I learned and used in this simulation. First is to create a sense of urgency, in the simulation I conducted private interviews with every one of 19 managers, trying to make them have this feeling of urgency. Second is to form a guiding team, in the simulation, I tried to approach those who are positive astir(predicate) this change first, and so pulled some of them as a guiding team.Then creating clear, simple visions and strategies. And the quaternary one is to communicate the visions through simple messages, e-mail is a good way of communication in the simulation, but first I need to make them read and think about the e-mail I sent. The ordinal is to empower people by removing obstacles to the vision, like providing internal and external skill-building in the simulation. The sixth one is to create short-term win, like conducting pilot project in the simulation, and this made people be more faithful about this change project and may change the resisters mind.The 7th one is to maintain momentum, this is achieved by revise the reward system that advocate people to change in the simulation. The last one is to make change stick, and the best way to do that is to make this changed value be a part of culture of companies, like restructuring organization in simulation. I did the change management simulation as the CEO of the company, so the high license in the company and good credit among the employees help me a lot to success. I think there would be more challenge if I were just a normal manager in the company.