Work Goals and Plans Report
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Collaboration іѕ a kеу еlеmеnt in tаkіng уоur buѕіnеѕѕ practice to thе next lеvеl. It іѕ a powerful buѕіnеѕѕ-buіldіng strategy — an oftеn оvеrlооkеd, yet еаѕу рrасtісе that рrоduсеѕ роwеrful rеѕultѕ while increasing уоur lеvеrаgе іn today’s market. Effесtіvеlу putting together resources, energy, tаlеntѕ and gоаlѕ раvеѕ thе wау for thе ѕuссеѕѕ that you рlаn tоgеthеr, аѕ wеll аѕ mаnу unexpected benefits.
Saltiel, I.M., 1998. Defining collaborative partnerships. New directions for adult and continuing education, 1998(79), pp.5-11.
Describe the 5 stages of the ADKAR change management model.
The outcome of this step is that everyone has an awareness and understanding of the need to change. Each individual needs to be aware of why the change is happening and why the change is necessary.
To achieve this outcome it is important to work with all individuals to achieve three aims. First, that they feel dissatisfied with the current state of affairs. Second, they should understand the negative consequences of keeping things the same. Third, people need to want to participate in the change.
The outcome of this step is the individual having knowledge of how to change.
Individuals need to be given the knowledge of what to do or how to change. They need to know what to do during the change, and also what to do once the change has happened.
The outcome of this step is that the individual has the ability to show new skills and behaviors.
A great quality of the ADKAR Model is its distinction between theory and practice. Once the knowledge of how to change (theory) is in place, then the individual needs to be supported during the actual performance (practice).
The outcome of the final step is that the new change or behavior is reinforced within each individual.
This step is often the most difficult to perform. The reason for this is because as soon as one change is in place the organization has moved on, and is already thinking about the next change.
Hiatt, J., 2006. ADKAR: a model for change in business, government, and our community. Prosci.
Critically analyse three different change management models (Lewin’s, Kotter’s and ADKAR) and describe what the benefits of using each to your organisation and some limitations. Hint: 3 Benefits & 3 Limitations.
Lewin’s Change Management Model
Lewin’s Change Management Model is one of the most popular and effective models that make it possible for us to understand organizational and structured change. This model was designed and created by Kurt Lewin in the 1950s,…...
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