Examine Various Roles In Change Management Instructions

examine Various Roles In Change Managementinstructionsorgan

Examine various roles in change management. Instructions Organizational change initiatives are a team effort. It is the job of the leadership team to ensure that transition is a success. To do so, the right leaders must be put in place, and each must hold a thorough understanding of their roles and responsibilities. Examine the Delta Pacific Case Study, then analyze the following: What are the challenges facing Delta Pacific? What change initiative would be most effective to implement within this organization? (Use the Rasmussen Resource Library if you need assistance with identifying change models.) What type of change leaders need to be put in place? (Ex.: Change Lead, Change Managers, Change Analyst, etc.) What departments, areas, and stakeholders will each leader be responsible for? Where will each change leader be most effective? What roles will each change leader need to play at their level of influence? Leadership Structure Plan Utilizing the above information, create a Leadership Structure Plan that includes the following: At least three change leader positions to be put in place for the change initiative. Description of each change leader's roles and responsibilities. Account of departments they will lead. A short description of how each position will effectively aid in the success of the initiative. Note: When creating your plan, think in terms of a job description and job analysis, and the detail used to specifically identify the roles and responsibilities of each particular job assignment. While this particular project does not have a page requirement, keep in mind that a thorough plan should be no less than 3 pages in length. The project case study: A New Direction for Delta Pacific.

Paper For Above instruction

The Delta Pacific Company (DPC) exemplifies an organization navigating the complexities of organizational change, shifting from a traditional product-based model to a knowledge-based business. This transformation requires deliberate change management strategies involving multiple leadership roles to ensure a successful transition. The primary challenges faced by DPC include declining market share due to globalization and offshoring, employee adaptation to reorganized roles, and restoring profitability amidst organizational restructuring. Addressing these obstacles necessitates an effective change initiative centered around implementing a comprehensive transformation plan that incorporates appropriate leadership roles and a clear organizational structure.

One of the most effective change initiatives for DPC is the adoption of a transformational change model, emphasizing leadership engagement, communication, and employee involvement. Transformational change focuses on reshaping organizational culture, processes, and behaviors to align with the new knowledge-centric strategy. This model emphasizes leadership's role in inspiring and motivating employees, communicating vision, and fostering a shared commitment to the change process (Kotter, 1996). In the context of DPC, implementing a transformational change will help align staff with the new organizational goals, facilitate acceptance of new roles, and ensure sustained commitment throughout the transition.

Given the scale and scope of the change, leadership roles should encompass a Change Lead, Change Managers, and Change Analysts. The Change Lead will serve as the strategic visionary, responsible for overarching coordination, communication, and leadership of the change initiative. Change Managers will oversee specific departmental transitions, manage resistance, and support teams through the change process. Change Analysts will support data collection, impact analysis, and evaluation of change progress, providing critical feedback to guide adjustments. Each of these roles must be aligned with specific departments and stakeholders to maximize effectiveness.

The Change Lead should be responsible for the executive office, corporate communications, and strategic planning departments. Their role is to set the vision for change, ensure alignment with organizational objectives, and communicate with stakeholders at all levels. Change Managers should be assigned to critical functional areas such as Information Technology, Human Resources, and Operations. They will oversee departmental adaptations, support employee training, and facilitate interdepartmental coordination. Change Analysts should be embedded within these departments to evaluate the impact of changes, gather feedback, and recommend necessary adjustments.

Each change leader will need to adopt specific roles to maximize influence. The Change Lead must act as a champion of the transformation, inspiring confidence and maintaining momentum. Change Managers will serve as facilitators and troubleshooters, ensuring departmental readiness and overcoming resistance. Change Analysts function as evaluators and support staff, providing data-driven insights and monitoring progress. This collaborative leadership approach ensures that each department's unique challenges and strengths are addressed effectively, creating a supportive environment conducive to sustainable change.

Based on these considerations, a Leadership Structure Plan comprises the following positions:

1. Chief Transformation Officer (Change Lead)

• Roles and Responsibilities: Develop and communicate the transformation vision; align change initiatives with strategic goals; serve as the primary liaison between executive leadership and stakeholders; advocate for organizational buy-in and cultural change.
• Departments Led: Executive Office, Strategic Planning, Corporate Communications.
• Effectiveness in Success: Provides clear direction, sustains executive support, and promotes organizational unity under the new vision.

2. Change Manager – Technology and Operations

• Roles and Responsibilities: Manage departmental adaptation processes; coordinate training programs; address resistance; facilitate communication across teams; monitor implementation progress.
• Departments Led: Information Technology, Operations, Manufacturing.
• Effectiveness in Success: Ensures that departmental capabilities align with new organizational goals, minimizes disruption, and accelerates adoption.

3. Change Analyst – Human Resources and Customer Service

• Roles and Responsibilities: Collect and analyze data related to employee engagement and customer satisfaction; evaluate the impact of change initiatives; provide feedback for continuous improvement; support training evaluations.
• Departments Led: Human Resources, Customer Service, Sales.
• Effectiveness in Success: Supports evidence-based decision-making, enhances employee and customer experience, and ensures the change is sustainable.

This leadership structure fosters a balanced approach by integrating strategic vision, departmental management, and analytical oversight, which is essential for guiding DPC through its transformative journey. Each role complements the others, ensuring communication, support, and evaluation are consistent and effective, ultimately fostering a resilient organizational culture capable of thriving in the knowledge economy.

References

• Kotter, J. P. (1996). Leading Change. Harvard Business Review Press.
• Rasmussen Resource Library. (n.d.). Change Management Models. Retrieved from [URL]
• OECD. (1996). The Knowledge Economy. Organisation for Economic Co-operation and Development.
• Powell, W. W., & Snellman, K. (2004). The Knowledge Economy. Annual Review of Sociology, 30, 199–220.
• Hiatt, J. (2006). ADKAR: A Model for Change in Business, Government, and Our Community. Prosci.
• Burnes, B. (2017). Managing Change. Pearson Education.
• Appreciative Inquiry Commons. (2012). Change Management Strategies. Retrieved from [URL]
• Hiatt, J., & Creasey, J. (2012). Change Management: The People Side of Change. Prosci.
• Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
• European Foundation for Quality Management (EFQM). (2013). EFQM Model for Excellence. EFQM.