Change Management Plan

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Introduction

This presentation provides an overview of our current corporate culture and the
need for change. We will be using Kotter's 8 Steps model to guide us through this
transformation. Our goal is to align our vision and strategy with our suggested
modifications, ensuring that our staff members understand the new direction and
its significance.
Current Culture within the Organization
Strong Motivation and Shared Purpose Collaboration and Creative Thought

We encourage collaboration and creative thought,

Our organization fosters a culture of innovation resulting in strong professional and personal ties
and dedication to environmental responsibility and among employees.
clean energy.
Sense of Urgency and Guiding
Team
1 Cultivating a Sense of Urgency

Creating a strong sense of urgency is necessary for launching change

inside the company.

2 Seasoned Executives and Change Advocates

The leading team serves as an example for the entire organization,

helping overcome opposition and complacency.
Vision and Strategy and Communicating the
Vision
Aligning Vision and Focus on Customer Excellent
Strategy Solutions Communication
Rewriting our vision and Preparing for a more client- Transmitting these changes
strategy to align with the centric approach and meeting the throughout the organization
suggested modifications is demands of the modern market. relies heavily on effective
crucial. communication.
Eliminating Obstacles and Creating Short-
Term Wins

1 Finding and Fixing Roadblocks

Identifying and addressing any obstacles

Generating Short-Term Wins 2 that could impede successful
Emphasizing quick, observable implementation of the suggested changes.
accomplishments to provide momentum
and proof of the change's advantages.

3 Celebrating Accomplishments

Recognizing and celebrating these

victories reinforces positive reinforcement
and the benefits of change.
Consolidating the Wins and Coordinating
Change in the Work Culture

1 Building Cultural Norms

Creating norms that foster adaptability,

teamwork, and a focus on the client.
Making Adjustments Part of 2
Routine

Embedding changes into the regular work

routine to ensure employee responsibility 3 Ongoing Dialogue and
and acceptance. Encouragement

Maintaining open communication,

providing training, and offering support to
sustain the change.
Desired Outcome as a Result of the Proposed
Change
Customer-Focused
Business
The desired outcome is to turn
the company into a customer-
focused organization by
aligning with customer
solutions and building strong
relationships.
Organizational
Flexibility
Attaining a notable boost in
organizational flexibility to
promptly adapt to changing
market conditions and client
demands.
Advancing Primary
Goals
Strengthening our position in
the market and advancing our
goals of clean energy and
environmental responsibility.
Alignment between Organization's Mission,
Vision, Values, Strategies, and Proposed
Change Management Plan
Environmental Innovation and Cooperation Modifying
Responsibility Societal and Employee Strategies
Advancement Appreciation
Strategies will be
adjusted to facilitate
the new vision,
Our mission aligns Our values align with Our value of
ensuring a smooth
with the suggested the flexible and cooperation and
transition.
emphasis on customer creative workplace employee appreciation
solutions and clean culture required for fosters teamwork and
energy. the change. customer attention.
 References
 Aboramadan, M., Albashiti, B., Alharazin, H., & Zaidoune, S. (2019). Organizational Culture,
Innovation, and Performance: A Study from a non-western context. Journal of Management
Development, 39(4), 437–451. https://doi.org/10.1108/jmd-06-2019-0253
 Errida, A., & Lotfi, B. (2021). The determinants of Organizational Change Management Success:
Literature Review and Case Study. International Journal of Engineering Business Management, p.
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 Miles, M. C., Richardson, K. M., Wolfe, R., Hairston, K., Cleveland, M., Kelly, C., Lippert, J.,
Mastandrea, N., & Pruitt, Z. (2023). Using Kotter’s Change Management Framework to redesign
departmental GME recruitment. Journal of Graduate Medical Education, 15(1), 98–104.
https://doi.org/10.4300/jgme-d-22-00191.1
 Sittrop, D., & Crosthwaite, C. (2021). Minimizing risk—applying Kotter's Change Management
Model on Customer Relationship Management Systems: A case study. Journal of Risk and
Financial Management, 14(10), 496. https://doi.org/10.3390/jrfm14100496