Work Goals and Plans Report




Work Goals and Plans Report

Weekly 5

Question 1

Watch the video at the link below at least 2 times

Write a summary of the video for someone who hasn’t seen it.

Write at least 750 words.

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.

  • Start With The End in Mind – being clear on what you would like to accomplish opens the opportunity for you to seek out the right resources and collaboration partners who can help you achieve this. Importantly ensure that these partners are aligned with your values or else a cultural mismatch could ensue which could provide very costly at a later date
  • Be Open To New Opportunities – when people collaborate a new energy is created which is bigger than the sum of the parts. New ideas flow which can result in projects way bigger than what you initially envisaged
  • Share a Common Vision – both parties must essential have a shared vision for the project. When project vision’s diverge then one party will usually become disgruntled which doesn’t make for an effective working relationship
  • Be Clear On Your Roles and Responsibilities – knowing what you are committing to in the collaboration is key. Work to your strengths and have clear action plans so everyone knows what they are doing by when. Recognise that others work in a different way from you and be flexible to accommodate other working practices
  • Lay Out The Ground Rules – having clarity over the ground rules such as time and money commitments is paramount. This needs to be done upfront or else it creates animosity at a later stage when confusion emerges about how profits are to be split.  Never assume that because you are collaborating everything is being shared 50:50!!!
  • Communicate Clearly – being able to express your feelings, doubts and concerns is healthy in any relationship and collaborative relationships are no different. Each party must feel able to say what is on their mind. Always listen carefully to what your collaborative partner doesn’t say as this is where you might find the real gold in your conversations
  • ......

    Work Goals and Plans Report
    Last updated: Jan 2023

    Page 1

    st feel able to say what is on their mind. Always listen carefully to what your collaborative partner doesn’t say as this is where you might find the real gold in your conversations

  • Collaborate With People You Like – there are so many collaborative opportunities out there so please make sure you choose a collaborative partner that you like and can have fun working with. The energy dynamic needs to be positive and engaging to attract clients and if it isn’t then success will be much harder. After all typically we are engaging in a collaboration to leverage resources and so make work more effortless, not harder.
  • Saltiel, I.M., 1998. Defining collaborative partnerships. New directions for adult and continuing education1998(79), pp.5-11.

    Question 2

    Describe the 5 stages of the ADKAR change management model.

    1. Awareness

    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.

    2. Desire

    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.

    3. Knowledge

    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.

    4. Ability

    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).

    5. Reinforcement

    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.

    Question 3

    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,…


    Work Goals and Plans Report
    Last updated: Jan 2023

    Page 2

    You've reached the end of your free preview.

    Want to read all pages?