M8D1: Sustaining Change
It has been stated that change enacted must become the way we do things around here. Propose two actions or strategies that an organization should consider ensuring that change within the organization becomes part of the new culture, along with one strategy the organization should consider if the change begins to fail to become part of that culture.
In choosing the actions in which organizations should utilize to ensure that change within the organizations becomes part of the new culture on a successful implementation, entails engaging the employees and the organization’s resources effectively.
The first action to take as a key change enabler involves effecting education and thorough training to the employees about the change being implemented. This culminates into bringing awareness to the organization of what is expected of the employees after the effective change implementation, their roles, and how to go about the process (Manning & Curtis, 2014). The employees are made entirely aware of what they ought to do in the organization, tools available to aid in their productivity, and enhancing their productivity.
The second action to take as a key change enabler in an organization entails imposing transparency and effective communication. In the new organization culture, transparency is a fundamental entity that must be guaranteed for long-term sustainability of the implemented change and realization of the expected results. The new culture built on openness gives an organization a new start, thus, building a robust and committed workforce that is guided by a set of principles and code of conduct (Nelson et al., 2014). The essence of enhancing effective communication is of profound importance to the organization. Communication delivers all the objectives and goals of the organization successfully.
In consideration of failure in the change process and embedding in the new organizational culture, the organization requires taking action off monitoring and evaluation of the change process. There is a need for regular assessment of how change is taking shape in an organization, and breeding of a new culture.
Manning, G. & Curtis, K. (2014). The Art of Leadership. 5th Ed. McGraw-Hill. ISBN#: 978-0077862459.
Nelson, W. A., Taylor, E., & Walsh, T. (2014). Building an ethical organizational culture. The health care manager, 33(2), 158-164.