Strategic Change Management in Organisations Assignment

From a broader aspect, within any business organisation, the leadership is certainly responsible for uplifting the employees, motivating them and outperforming the competition of the market along with accomplishing all the goals. Within a turbulent business environment, strategic leadership has the power to contribute to organisational performance (Nwachukwu & Vu, 2020). There are specific four types of leadership, existing in different organisations, mentioned below –

Autocratic Leadership: In this type of leadership there is more emphasis on the leader’s approach and decision-making domination and less consideration is given towards the employees. for example, SpaceX and Tesla can be mentioned where the CEO Elon Mask fostered effective autocratic movement, often making different impulsive and disruptive decisions and eventual actions.
Democratic Leadership: Democratic one, just opposite to the autocratic approach where everyone’s suggestions, innovation and working habituation are valued and in the decision-making process, their suggestion is accepted. A global brand, Unilever Plc. Reinforce this kind of leadership where people’s individual purposes are solved as an optimistic environment is created by the company (unilever.com, 2023).
Laissez-faire Leadership: In this kind of leadership, the leaders look after their subordinates very often and allow them to lead their decision-making by themselves. Apple and its CEO Steve Jobs use this leadership style, allowing the employees to innovate constantly.
Paternalistic Leadership: It is a more connected approach where the leaders are supposed to think of their workforce as an extended family. Globally, Amazon allows all employees to manage all the consequences of one change and eventually succeed in their own goals.

2. Importance of participative management style in managing organisational change

Within any organisation in the wider business landscape, the cooperation of different officials reinforces the participative management practice which results in more commitment from the employees and teamwork management. Through the effective participative management style, morale can be enhanced for the employees based on some motivational aspects which allow them to collaborate effectively within a team. Furthermore, employees are encouraged for coming up with different creative and innovative approaches which can increase teamwork potential (hrdqstore.com, 2022). The allowance of employee decision-making can boost the confidence and competencies of the employees under this management style which as a whole can improve the employee retention rate with plenty of growth opportunities.

3. Three strategies of a leader for building confidence and trust

From any organisational point of view, trust and confidence of the employees are typically connected with the enabled leadership style where different aspects are considered along with effective emotional responses. Three major aspects of leadership approaches are mentioned below which can uplift employees’ confidence and trust.

Better communication: Communication is one of the major aspects behind employee motivation as through communicating with everyone, the leaders can evaluate the potential of the people and eventually can foster motivation in them (Stacho et al., 2019).
Leader’s vulnerability and helpfulness: Within any organisation, a leader’s confident vulnerability can enhance the employee reach by pointing out every mistake the process is doing. Based on this, employees’ acceptability and confidence can be enhanced and they can grasp more opportunities from the business environment for implementing growth.
Organisational transparency: The range of transparency can be mentioned as an amalgamation of collaboration, and open-minded conversations, respecting everyone and their perceptions (Grossman, 2022).

4. Differences between organisational development and organisational transformation

Within the wider aspect of change management within any organisation, organisational development and organisational transformation is kind of aligned things, and have immense significance. In order to discuss the key differences between these two, first to mention that, organisational development considers all the attributes of past, present and future endeavours. On the other hand, organisational transformation is chiefly focused on the ongoing circumstances of any organisation to manage its change process with more efficacy (differencebetween.com, 2019).

Furthermore, it has to be considered that, sustainable organisational development is more agile and within this certainly all the functional organ has a good range of responsibilities. On contrary, organisational transformation is more rigid and does not consider all the functional areas in the process of change management. For an example of organisational transformation, Amazon’s approach to enhance their online business in Australia for more customer acquisition and make the process agile in the long run by opening a warehouse in Sydney (reuters.com, 2020).

5. Phases of the change management process

To elaborate on the phases of the change management process Lewin’s change management model can be used to emphasise the phases. According to this model, the management of any change certainly includes three definite phases among which the first phase is Unfreeze where all the primary requirements are accumulated and all the people work based on some strategic approaches. The next phase is Change where the actual change takes place and the implications are managed with efficacy (Burnes, 2020). In the last phase, Refreeze, the implementation has to be fixed and adopted for a long-term orientation.

Figure 01: Lewin change management model

(Source: Inspired by Burnes, 2020)

Besides, three key elements which are supposed to reinforce change management in a smoother way include firstly the people who are driving the whole process. Secondly to mention the actual process of change along with technological support as the third one which can automate the process and make everyone to stick a position (personio.com, 2023).

6. Five components of the change management plan

Leadership management: Within the change management procedure, setting a certain mission and brief insight on the success plan are the main things for which management of leadership style is important. Furthermore, in teamwork management and delegation of required resources in the employee engagement process, leadership is the only thing, responsible.
Stakeholders’ alignment: Through the engagement of all the stakeholders any organisation can be encouraged to foster some innovative approaches in change management. Their constant support, feedback and reinforcement of betterment strategies are certainly important.
Communication practices: Communication is one of the most significant things within change management based on which everyone in the process can be focused on future endeavours, clarifying the roles and responsibilities. In the current digital era, Woolworths in Australia already digitalised its communication process managing its employees better by creating its own platform named WorkJam (workjam.com, 2020).
Change management and organisational readiness: In the process of change management, organisational readiness is certainly important and, in this issue, specific three aspects of readiness can be mentioned. The first one is the cultural readiness supporting the cultural dynamics, the second, is the commitment readiness of the leaders and the capacity readiness at the end comprising of workforce capabilities.
Training and development: Consistent training and development can build the employees for managing all their personal resistance to adopt any change. In this practice, digital adoption and solutions are the most effective practices under organisational training. Culturally, Unilever plc uplifts employee commitment through effective training and learning fitting them for the future (unilever.com, 2023).

7. Two strategies for effective communication

Emotional intelligence of the leaders: In the leadership style, every leader should develop emotional intelligence within them depending on which they can respect and think about everyone’s perception, emotions and personal needs. This strategy certainly can enhance internal communication, resulting in a more effective organisational outcome.

Digital communication: Nowadays, digital communication is a thing of major consideration where different organisations now try to connect with employees through different online communication platforms. British Petroleum, based in the UK, and having business in Australia implements digital communication. According to its digital communicator manager, this process is more efficient in building a strong collaborative relationship.

8. Three reasons for individual’s resistance to change management along with suggestions to overcome the resistance

In order to mention three definite rationale employees faced which resist them to adopting the change management process. First, one can be mentioned a lack of communication within a team and through this lack of productive collaboration can come out. The next considerable thing is the poor allocation of resources which prevents them to foster effective development plans in order to mitigate their weaknesses. Lastly, it can be mentioned that the lack of conflict management skills of the leaders can suppress the motivation of the employees for adopting the implication of any change.

To mitigate these issues, certain suggestions can be mentioned among which to resolve communication-related issues, enhancement of leadership supervision can be helpful where certain motivational aspects can increase communication among the employees. Secondly, reinforcement of more effective internal communication is the solution for developing more collaboration and cooperation resulting in a productive outcome. Lastly, an increment of negotiation skills can manage the organisational conflicts of the leaders within any organisation.

9. Three barriers to organisational change

Lack of accountability: Sometimes, lack of management efficiency prevents everyone from adopting the change and this lack of accountability can be harmful to the organisational upbringing. Within management practices, active participation and effective collaboration are the main factors behind employee and management-level accountability.
Lack of resources and rigid timelines: This can result from the ineffectiveness of the middle managers who are supposed to connect with both the baseline workers and front-line managers (execed.schulich.yorku.ca, 2019). This inefficiency often breaks the potential of the workers due to the wrong allocation of resources and overlooking the potential of the workers in time of setting timelines.
Lack of cross-functional teamwork: For managing any change within any organisation, the construction of silos among different functional teams is very significant without which the departments can overlap in their decision-making. As a result, the actual corporate goals are often overlooked and the change management comes up with some lower grade of outcomes.

10. Two strategies to address the barriers

ADKAR model: In order to mitigate the possible barriers to change management, the management team must implement the ADKAR Model where definite five elements can foster a holistic approach towards the change. The first one is awareness giving clear insight into the need for change followed by the desire of the employees for changing the process. The third one consists of individual knowledge about the process of change which further encapsulates the ability of the people to acquire some skills, needed to implement change (Sulistiyani, Ali & Astuti, 2020). Lastly, reinforcement comes up for ensuring the actual change and managing all of its consequences.

Figure 02: ADKAR Model

(Source: Inspired by Sulistiyani, Ali & Astuti, 2020)

Training and support: Within the organisation, for better employee management, training and development are crucial and in recent days the most impactful approach is to invest in a “digital adoption platform” for boosting workforce capability and productivity (whatfix.com, 2021). This platform can ensure the digital upliftment of individuals through contextual and virtual guidance where a good range of reflective learning can be enforced.

11. Key information, should be included in an organisation’s communication protocol

Internal communication: Mentioning the communication protocol, internal communication and maintenance of its effectiveness is certainly important as it brings stakeholders engagement, and employee commitment. Also, in the change management process, through internal communication, all the people associated with the process can build awareness of the wider business landscape (Alshaikh et al., 2022).

External communication: This communication is significant in strategic alliance or partnership strategy before fostering business expansion. This communication protocol has the potential to depend on which any business organisation can amalgamate with other organisations. Also, promotional strategies can better be reinforced and brand reputation through this can ensure a gradual reach.

12. Discussion on the attributes involved in a personal development plan

Through creating a personal development plan, anybody can enhance their skills and mitigate the weaknesses inside them for better growth. In this strategic action, the individuals need to identify the key areas of improvement along with the probable mitigation strategies, required resources, and setting a timeline. In order to develop this with efficacy, certain things must be considered from the individual personal attributes.

Discussing the elements, the first one can be mentioned is a clear vision of the individuals where they need to settle their goals. The next one is the recognition of personal skills where insight can be drawn into the skill development requirements (skillsyouneed.com, 2023). Thirdly, individuals need to distinguish between their current position and their ultimate goals understanding the magnitude of the jobs. The self-management of the growth process and career roadmap is a matter of concern along with prioritising the tasks with efficacy.

13. Five crucial components of a personal development plan

From individual perspectives, the creation of a personal development plan includes some key components depending on which the individuals can overcome their loopholes. The personal development plan can enhance the confidence and competency of any employee which can enhance their performance level and the framework can guide the people in a productive career path. Discussing the components of self-evaluation and self-assessment are most important which can help the individuals to coin out their stronghold area and areas of improvement. The next component is goal-setting based on which strategic actions need to be carried out. The next component is the accumulation of effective resources in which the main responsibilities lie upon the leaders. Lastly, strategic action can be mentioned as the most important thing along with the setting of a proper timeline for appropriate accomplishment.

References

Alshaikh, M., Chang, S., Ahmad, A., Maynard, S. B., & Alammary, A. (2022). Embedding information security management in organisations: improving participation and engagement through intra-organisational Liaison. Security Journal, 1-28. <https://doi.org/10.1057/s41284-022-00352-3>

Burnes, B. (2020). The origins of Lewin’s three-step model of change. The Journal of Applied Behavioral Science, 56(1), 32-59. <https://doi.org/10.1177/0021886319892685>

differencebetween.com (2019). Difference Between Organizational Development and Organizational Transformation. Retrieved on: 31 March 2023, Retrieved from: <https://www.differencebetween.com/difference-between-organizational-development-and-organizational-transformation/ >

execed.schulich.yorku.ca (2019). Top Nine Barriers to Organizational Change. Retrieved on: 31 March 2023, Retrieved from: <https://execed.schulich.yorku.ca/news/top-nine-barriers-to-organizational-change/ >

Grossman, D. (2022). Trust in the Workplace: 10 Steps to Build Trust with Employees. Retrieved on: 31 March 2023, Retrieved from: <https://www.yourthoughtpartner.com/blog/bid/59619/leaders-follow-these-6-steps-to-build-trust-with-employees-improve-how-you-re-perceived#:~:text=Being%20approachable%20and%20friendly%20(people,of%20others%20and%20their%20feelings>

hrdqstore.com (2022). Participative Management Style Advantages & Disadvantages. Retrieved on: 31 March 2023, Retrieved from: <https://hrdqstore.com/blogs/hrdq-blog/participative-management-style-advantages-disadvantages#:~:text=Participative%20managers%20foster%20an%20environment,contributes%20to%20improved%20employee%20retention>

Nwachukwu, C., & Vu, H. M. (2020). Strategic flexibility, strategic leadership and business sustainability nexus. International Journal of Business Environment, 11(2), 125-143. <https://www.vanlanguni.edu.vn/images/2020/12/nckh/Strategic_flexibility_strategic_leadership_and_business_sustainability_nexus_-_Vu_Minh_Hieu.pdf>

personio.com (2023). The Three Key Phases Of Change Management Processes. Retrieved on: 31 March 2023, Retrieved from: <https://www.personio.com/hr-lexicon/change-management-process/ >

reuters.com (2020). Amazon to build new facilities in Australia as online demand surges: AFR. Retrieved on: 31 March 2023, Retrieved from: <https://www.reuters.com/article/us-australia-amazon-com-expansion-idUSKBN23W0G6>

skillsyouneed.com (2023). Personal Development Planning. Retrieved on: 31 March 2023, Retrieved from: <https://www.skillsyouneed.com/ps/planning-personal-development.html >

Stacho, Z., Stachová, K., Papula, J., Papulová, Z., & Kohnová, L. (2019). Effective communication in organisations increases their competitiveness. Polish Journal of Management Studies, 19. <http://dx.doi.org/10.17512/pjms.2019.19.1.30>

Sulistiyani, E., Ali, A. H. N., & Astuti, H. M. (2020). Change management strategies to implement a fingerprint based attendance system in information systems department using ADKAR model. Applied Technology and Computing Science Journal, 3(1), 22-29. <https://doi.org/10.33086/atcsj.v3i1.1675>

unilever.com (2023). Employee health and wellbeing. Retrieved on: 31 March 2023, Retrieved from: <https://www.unilever.com/planet-and-society/responsible-business/employee-wellbeing/ >

unilever.com (2023). Providing skills for life. Retrieved on: 31 March 2023, Retrieved from: <https://www.unilever.com/planet-and-society/future-of-work/providing-skills-for-life/ >

whatfix.com (2021). 7 Barriers to Organizational Change (And How to Overcome Them). Retrieved on: 31 March 2023, Retrieved from: <https://whatfix.com/blog/barriers-to-organizational-change/ >

workjam.com (2020). Woolworths adopt new digital workplace. Retrieved on: 31 March 2023, Retrieved from: <https://www.workjam.com/newsroom/woolworths-adopt-new-digital-workplace/>

Assessment Task 2: Project Portfolio

Preparation

Provide an overview of the current situation facing the business.	Amazon Inc. has been finding to develop a giant facility in Melbourne, Australia for its further expansion to meet a demand surge in the market (reuters.com, 2022). The organisation has a mission and vision in order to meet consumer needs. Moreover, the company claims that it wants to be the best global employer, the best place to work and globally the most consumer-focused business (aboutamazon.com, 2023). This mission and vision of the business elaborate on designing a maximum quality of services for its consumer and meeting their needs in order to find success. According to de Sousa Jabbour et al. (2020), meeting consumer needs are necessary for business organisations in order to have an intention of constant growth and development. The strategic change within the organisation to build a new facility with the help of a new strategic partnership in Australia is an initial action to meet consumer needs. However, the company will require effective collaboration with key stakeholders such as employees, local government, existing consumers and investors. In addition to this choosing Melbourne, Australia was a wise decision for the company as 94% of the import cargo containers went to importers located in the Melbourne area as of the year 2019 (portofmelbourne.com, 2020). This shows the suitability of the location for a strategic change through building facilities.
Research	The decision by the company can have a great impact as the company can have a huge impact on its sales. Last year the company was able to enhance its distribution capacity by 33,000 square metres which contributed to the factor of its rise in sales by 50% (LaFrenz, 2023). In addition to this, The company took more strategic decisions regarding it to enhance sales by this margin and one of these enabled faster delivery for consumers. Amazon Inc introduced one-day delivery to prime consumers in Australia for some specific items to engage more consumers. This enhanced the business process of the company in the country and building a facility for faster logistics will help the company to uplift sales. Another facility will also enhance the availability of products as the company in its previous distribution centre had almost 200 million products available. Moreover, the promotion of the online business model by the company can also be seen. Prime membership in the country has also gone forward and it rose to 102 million dollars from 63.6 million dollars.
Outline the sources of information you identified about best practice change management strategies, as well as an overview of best practice change management strategies you will use. Summarise each source of information and briefly outline how it has assisted in identifying major change requirements and opportunities	I have talked with financial advisors and my other peers within the company who work in the operations department for well addressing the change strategies. The financial advisor has told me to develop the process of change according to the legal system of Australia. He also elaborated that building the supply facility will take time as the government is directly involved in this matter and the process needs to go through specific procedures. However, going through a legal process will make the business more reliable to consumers and will let a safe and sustainable operation that will lead to the socio-economic development of the country. Peers from the company have elaborated that stakeholder engagement has a huge place while looking for a change and every stakeholder needs to be valued and satisfied by the course of actions. Valuing the stakeholders will make the business operations more agile and efficient through the right external and internal control. In addition to this, the stakeholders can add more value to the organisation.
Major change requirements	Management and Leadership – In order to build a new facility, the company needs to develop leadership strategies and formulate them among the top management. Transformational leadership approaches are most suitable for adapting to a change and it brings new opportunities through creative and innovative ideas of influenced employees. Employees – Employee development is necessary for managing a new facility with advanced technology in order to enhance employee productivity through the right skills which will be a factor in meeting the increasing surge. In addition to this, recruiting local candidates from the labour market will also help the business to have the knowledge of the operational strategies necessary within the local areas. Investors – Investment is also important for the business organisation to develop the facility and get a workforce for it and it will be helping in resource allocation. Government – Building a new supply facility is not an easy task and it requires complete permissions from the local authority in order to have safe and sound operations. In order to get a warehouse license in Australia, businesses need to abide by Under section 79 of, Customs Act 1901 (abf.gov.au, 2020).
Prioritisation of change requirements	The organisation through transformational leadership approaches influences the employees to be more creative and innovative. New technologies should be used such as AI and robotics in order to make supply chain management a more agile process. Moreover, employees are needed to be provided with the necessary training and development on the technologies that will be used within the new facility. In this way by enhancing their skills, especially technical skills, the employees will be adding value to the change in a constant manner. The government policies should be addressed with the help of a legal advisor from the local region so that the knowledge of the legal process stays up to date. Amazon Inc. investors hold a maximum of the company share as of the year 2022 and Jeff Bezos, the founder only has 10% equity left in his bucket roughly (Sandler, 2022). For this reason, the company should only issue debt shares to the public to gain the required investment for the new facility.
Financial implications	In order to have a safer approach to change, the organisation should prepare a cost-benefit analysis for the development of the facility. The costs of the company will be including appointing a legal advisor until the permissions of the facility are attained, infrastructure involving the latest technology and employee training and development. However, there are additional costs such as the organisational productivity may get low during the training and advancement of employees on new technologies. Moreover, the facility will require maintenance throughout its lifetime which will be adding a variable and indeterminant cost to the company expenses. However, training-related costs can be reduced through the recruitment of skilled employees from the labour market so that organisational productivity does not go down. This will make the change process agile through the development of employees and maintaining employee and organisational productivity at the same time. However, the organisation will be benefitted through sales development over the years and increased consumer engagement in the region which outclasses the cost of change and makes change important for the organisation.
Risks	The change process is related to some possible risks from internal and external operations also. Employees need to manage closely in order to make the change possible internally. If they cannot be convinced of the change, the process may get affected due to their disagreement. On the other hand, the business environment is very dynamic across the globe, the change can be affected by any uncertain occurrence or happenings from the business environment.
Communication channels	The current Country Manager of Amazon Inc in Australia is Janet Menzies (linkedin.com, 2023). She has more than 20 years of experience in delivering high-impact and complex strategies to FMCG and Technology industries. Contacting her after every month till the development of the new facility will be a necessary action and it will be practically happening through online communication tools.
As the change agent responsible for the change, what are your personal responsibilities in relation to this strategic change and how will your behaviour impact others?	During this change process, I am responsible for guiding the change as a leader in each and every step for the successful implementation of the strategies. I am also responsible for the analysis of the correct value addition to the stakeholder within or outside the organisation and mitigating the risks that can challenge the change process.
Efficacy	I have always tried to deliver the result that my organisation has sought from me and as leader of this change process, I would like to maintain that self-efficacy. Previously, I was responsible for team building for this change process and have effectively made the group with the necessary skills so that the change can be implemented successfully.
Competence	I have excellent interpersonal skills which help me to collaborate with others during group activities. In a previous occurrence, I delivered a change in marketing technique to the organisation by introducing an exciting marketing campaign for consumers.
Empathy	As a leader, I always focus on inspiring and motivating others and I try to communicate and praise my team members in weekly team meetings and also know about their challenges to solve them professionally.
Diversity	In order to promote and praise diversity and inclusiveness, I engage individuals from diverse teams to exchange their roles. It can be reducing productivity for a limited time but is helpful for making the practices inclusive and the workforce more skilful.
What are two personal weaknesses when it comes to change and what strategies do you use to regulate emotions/behaviour during times of change or disruption?	During the professional practices, I stay more engaged with the employees and think about their emotional sides, sometimes going beyond the professional protocols. This is a factor that temporarily affects the productivity of the organisation but successfully motivates the employees. Moreover, time management is a lack within me as I cannot cope with schedules all the time even after giving long hours at work. This makes informal relationships and lack of time management my key weaknesses.
Attach:	Organisational documentation reviewed including Change Management Policy

Leading Strategic Change

Stakeholder 1
Who is this person and what stakeholder group do they form part of?	An operations manager from the Sydney facility as an internal stakeholder from the management level.
List of questions to ask this person.	Which approach do you think can be better for implementing the change as a leader? What benefits it will provide to the business in your opinion?
Complete this after the meeting How confident are you in this person’s ability to not only handle the change but to contribute positively to the organisation’s change management processes? Provide reasons	The operations manager is neutral about the change process and has provided a contradictory but honest answer. He has stated that the organisation should be more careful about the technologies it is going to use as having the right labour is a must. However, he contradicted that the business can gain positive results in terms of increased sales through building the facility and he is willing to contribute with the necessary training to employees for that reason.
Stakeholder 2
Who is this person and what stakeholder group do they form part of?	A prime member from the Melbourne region as an external stakeholder of the company
List of questions to ask this person.	What benefits do you think you can get through this change? How it will help in your socioeconomic development?
Complete this after the meeting How confident are you in this person’s ability to not only handle the change but to contribute positively to the organisation’s change management processes? Provide reasons	The consumer is a loyal contributor to the business and comes back twice to buy anything that relates to art such as colours, brushes and other painting materials and equipment. He thinks that the company will make it easier to get his needs fulfilled on the same day by building a new facility in Melbourne. Moreover, he has stated that the same day delivery can be effective to present the art to his clients within the respective deadlines and it will be so easy for him to maintain his living. He also added that he would try to order more from the company as it increases his number of clients.
Stakeholder 3
Who is this person and what stakeholder group do they form part of?	An employee from Melbourne who works as an operations executive and is an internal stakeholder.
List of questions to ask this person.	What are the benefits you think you can get through this change? How it will help in your socioeconomic development?
Complete this after the meeting How confident are you in this person’s ability to not only handle the change but to contribute positively to the organisation’s change management processes? Provide reasons	The operations executive from Melbourne also provided a response that positively addressed the change process. She has elaborated that she is trying to develop her skills and it will be a great chance for her internal transfer of roles within the company. She was so happy about the technical skills development part as she always admired the country manager since the day her joining the company. Moreover, she thinks that this change will be helping her to be a future leader of the company and she has also committed that she will give her best focus during the training and development to make her work practices effective for the organisation’s development.

Written internal stakeholder communication

Communication with the Manager

QUESTIONS	ANSWERS
Which approach do you think can be better for implementing the change as a leader?	After listening to the change plan, I can say that the process is going to be dramatic as the planning for the technological use of AI and robotics can be effective but it will require a skilled workforce for that. Training and development of employees will be the key activity to make change successful.
What benefits it will provide to the business in your opinion?	However, if the plans are successful the business is going to see a surge in sales and profit too which looks interesting and that will be the reason for me to contribute to the training and development of the workers.

Communication with the Employee

QUESTIONS	ANSWERS
What benefits do you think you can get through this change?	I am very glad about this change plan and excited too as I want to constantly improve my skills and the change can give me a chance for internal transfer.
How it will help in your socioeconomic development?	The internal transfer will lead me to train and develop for my role and I think it will include technical skills also. It is making me excited even more as I admire Ms Menzies so much and she is an expert in technology. I think I can be a leader too and I will work hard for that by focusing on training and development.

Written external stakeholder communication

Communication with the Consumer

QUESTIONS	ANSWERS
What benefits do you think you can get through this change?	I am an artist and painting is both my hobby and profession. For this, I had to use Amazon twice a month to get my colours, brushes and painting equipment. I think adding a facility in Melbourne will help me to have my deliveries within the same day or early the next day.
How it will help in your socioeconomic development?	Getting the deliveries will be a direct help to my living as I will be able to meet the client deadlines on time. Meeting deadlines means a greater number of work and clients for which I will engage more with Amazon, maybe this time twice a week.

Change Management Plan

PHASE	OBJECTIVE	ACTIVITIES	OUTPUT
Identifying Change	Meeting Increased demand in Australia	Distribution facility development	Scouting locations in Melbourne and Sydney
Planning the Change	Team development for implementing the changes	Plan Development	Deciding necessary strategies Cost Benefit Analysis
Executing the Change	Review the changes and Send reports to management	Monitoring the Changes	Training reports of employees Audit of infrastructure and performance

Communication and Education Plan

Communication Goal	Channels	Audience	Frequency
Stating the Change Management Actions	Online Virtual Communication Channels or Face-to-face meetings	Managers and Leaders	Monthly
Training and Development of Employees Regarding Change	Face-to-face Training Sessions and digital training through online communication tools	Employees	Twice a Month

Review

Summarise the feedback received that relates to management	The feedback elaborates that the change has provided a positive direction to the company as the workload from the other facilities has decreased and the workers are getting more motivated. Moreover, the infrastructure is so advanced that the workplace has become more productive through technical collaboration using AI and robotics. Additionally, the staff stated that workers in the new facility are getting weekly training on the change process and it is developing them constantly.
How can the feedback you have received help you improve your leadership style and communication? Provide specific examples	The constructive feedback helped me to understand the areas that require development such as communication, decision-making and analytical skills which are essential for leadership roles. I understood I needed to enhance diversity and inclusion in the workplace to promote workplace engagement.
What is one area that you feel you would benefit the most from improving?	I believe focusing on communication skills and enhancing emotional intelligence would allow me to develop better interpersonal relationships with the employees and help them in teamwork. This would lead to increased efficiency and utilisation of the organisational resources.
Source two professional development activities that could assist with this identified area/s Provide supporting reasons for your choice	Skillset training and development programmes and group discussions are the two professional development activities that would help to enhance communication and emotional intelligence skills. In group discussion classes, I will be able to sharpen my interactive skills. Leadership training programmes would help in understanding how to remain emotionally intelligent.
Describe what you intend to do over the next few years for your own personal development.	For personal development in the coming years, I would like to continue studying and obtain classes through FE colleges on business management to strengthen my leadership skills.
Describe what you intend to do over the next few years to develop your personal leadership style	For developing the personal leadership style, I would ensure focus on decision-making factors which is essential. I would also focus on active listing, comprehensive, problem-solving and analytical skills to ensure I remain productive and able to solve the issues of team members.

Request Feedback from Staff

Change Management Review

I have reviewed the effectiveness of change and have seen that the facility and the employees there are working fine. However, in order to strengthen the change process and incorporate it well, the training and development should be intense for the employees on the new infrastructure. Moreover, further recommendations can be elaborated as the process of contacting the managers and leaders monthly for meetings and taking the feedback of change performance or suggesting anything necessary for further development of the process.

Updated Communication and Education Plan

Communication Goal	Channels	Audience	Frequency
Taking feedback from managers and leaders regarding change	Online Virtual Communication Channels or Face-to-face meetings	Managers and Leaders	Monthly
Constant Development of employees in relation to the change process	Face-to-face Training Sessions and digital training through online communication tools	Employees	Weekly

Developed written communication about the change in the process

References

abf.gov.au, (2020). LICENSING FOR WAREHOUSES Retrieved on: 1 April 2023 Retrieved from: <https://www.abf.gov.au/licensing/warehouses/about>

aboutamazon.com, (2023). Who We Are Retrieved on: 1 April 2023 Retrieved from: <https://www.aboutamazon.com/about-us>

de Sousa Jabbour, A. B. L., Jabbour, C. J. C., Hingley, M., Vilalta-Perdomo, E. L., Ramsden, G., & Twigg, D. (2020). Sustainability of supply chains in the wake of the coronavirus (COVID-19/SARS-CoV-2) pandemic: lessons and trends. Modern supply chain research and applications, 2(3), 117-122.

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Leading Strategic Transformation & Change Management

Table of Contents

Assessment Task 1: knowledge questions. 4

Assessment Task 1: knowledge questions

1. Styles of leadership

2. Importance of participative management style in managing organisational change

3. Three strategies of a leader for building confidence and trust

4. Differences between organisational development and organisational transformation

5. Phases of the change management process

6. Five components of the change management plan

7. Two strategies for effective communication

8. Three reasons for individual’s resistance to change management along with suggestions to overcome the resistance

9. Three barriers to organisational change

10. Two strategies to address the barriers

11. Key information, should be included in an organisation’s communication protocol

12. Discussion on the attributes involved in a personal development plan

13. Five crucial components of a personal development plan

References

Assessment Task 2: Project Portfolio

Preparation

Leading Strategic Change

Written internal stakeholder communication

Written external stakeholder communication

Change Management Plan

Communication and Education Plan

Review

Request Feedback from Staff

Change Management Review

Updated Communication and Education Plan

Developed written communication about the change in the process

References