Implementing Change Management Practices Using NLP And Kotter’s Change Model

Objectives of the project

Question:

Discuss about the Case Study of Compass Communications NZ.

The purpose of this project is to mitigate the problems that may exist while within Compass Communications NZ, implementing change management concepts from a Human Resources Management perspective. This project mainly aims to provide an insight into the concepts of NLP (Neuro-linguistic Programming) and the role of Kotter’s change management model for resolving the problems that may be raised due to the implementation of changes in the organization. 

The traditional data centre was very power consuming, thus the company decided to change their data centre platform, and it is a major problem as this change may have had an impact on the employees of the organisation. From wide range analysis, it has been identified that the changes in the organisation can affect the employee’s commitment. Technological change always has an impact on all organisations. The existing issue must be resolved as the employees may resist the changes taking place at work. This phenomenon mainly occurs because they may feel less optimistic and hopeful about their professional future with the company. This project proposes change management practices using concepts such as Kotter’s Change Model and integrates it with techniques of Neuro-Linguistic Programming so that the changes can be implemented successfully within the organisation. This approach focusses on long term staff retention and employee satisfaction. The overall cost required for the project, total timeframe and the methodologies used for the project is being illustrated in this proposal.

The SMART objectives that have been identified for this project are illustrated as below:

Specific: Managing changes that may occur while resolving existing issues within the organization.

Measurable: The changes within the organization does not hurt the employees.

Achievable: The changes are successfully implemented with the help of change management model.

Realistic: The resistance of the employees can be mitigated with the help of Kotter’s change management model.

Time: This project will be accomplished within the estimated timeframe for implementation of the changes and managing the employees.

The scope of this project is management of the changes to be implemented in the organization for resolving the issues from HR perspective. This project also focuses on management of the changes that are required for resolving the existing issues in Compass Communications NZ.

Work Breakdown Structure

Figure 1: Work Breakdown Structure for the project

(Source: Created by Author)

Timeline for the project

Project scope

Project Deliverables

The deliverables of the project to implement the changes for resolving the existing issues within Compass Communications NZ will be as illustrated below:

The Project Approach

Neuro Linguistic Programming includes the utilization of powerful methods that can be utilized to help the individuals who are contrarily influenced by the change. It does as such through helping individuals conquer those previous constraining engravings and after that enables them through building up and incorporating positive inspiration techniques (Armstrong & Taylor, 2014). Since hierarchical change affects all divisions and workers, everybody included must figure out how to manage the authoritative changes. In that capacity, it is basic to help the general population whose execution, versatility or responsibility will be tested through the progressions. This is the place the utilization of NLP has a major effect. NLP is utilized by many change administrators to enable individuals and associations to manage changes adequately. NLP furnishes change directors with the capacity to distinguish how every individual encounter the procedure of progress inside and outfits them with a huge and flexible arrangement of aptitudes to enable people and groups to travel through change with absolute ease.

For this project, the NLP (Neuro-Linguistic Programming) can be implemented together with Kotter’ change management model that can be done in steps as illustrated below:

• Making a feeling of criticalness: When workers know about the need and earnestness for transform, they will be more disposed to help it and persuaded to make a move (Beardwell & Thompson, 2014). This requires and open, legit and persuading discourse about the potential dangers of not actualizing the change and the advantages of experiencing the change.
• Making a controlling coalition: Kotter empowers the foundation of a group of progress pioneers from various offices inside the association.
• Making a dream: According to this model, a dream ought to be made that obviously characterizes where the association is heading. Exact venture designs ought to be set up that lead the association toward the path it needs to go to accomplish the vision.
• Imparting the vision: The vision is the result of the change, for which support and acknowledgement over the whole association are basic, in this way discourse about the vision is urged keeping in mind the end goal to illuminate it, make it straightforward and to discuss with others.
• Evacuating the impediments: Kotter stresses that it is essential to recognize the potential boundaries to change (e.g. hierarchical structure, representative ranges of abilities, singular imperviousness to change, and so forth.) and to deal with these ahead of time (Marchington et al., 2016). The representatives who are impervious to the change ought to be upheld through including them in the change procedure.
• Making here and now wins: Overcoming imperviousness to change and building positive energy toward the vision is advanced by setting here and now and achievable objectives that lead toward the coveted long-term result.
• Combining enhancements: This progression of the change procedure focusses on picking up progress energy by looking after earnestness, empowering worker strengthening and driving change toward the vision.
• Tying down the progressions: The last stride in this model is to bond the change into the corporate culture through incorporating it into the core of the association (Jackson, Schuler & Jiang, 2014). For this to happen, it is proposed that the associations’ esteems and measures ought to be compatible with the new vision, and the new parts of the workers ought to be adjusted.

Strategic human resource management (SHRM) is, to be sure, a standout amongst the most earth shattering ideas in the field of business and administration today. The possibility of SHRM is to advance superior work environments and human capital administration. It essentially focuses on HR programs with long term goals i.e. rather than concentrating just on interior HR issues, the significant concentrate is on tending to and taking care of issues that influence individual’s administration programs over the long term. Vital introduction of Strategic human resource management (HRM) is imperative for all associations independent of its size and area (Beardwell & Thompson, 2014). It just requires the arrangement of each HR work with business procedure. It builds up connection amongst HRM and key administration of the association and encourages the HRM to change its picture as more cost oriented to that of a vital business partner.

Conclusion

From the above examination, it has been discovered that change administration is a perplexing procedure and requires genuine consideration and the inclusion of the administration and individuals from all levels, to accomplish a significant or a dynamic change crosswise over different levels. For any organization, individuals assume an extremely crucial part in driving business magnificence as they are the most important resources. Thus, an adjustment in the strategy for taking care of an occupation part, execution of encouraging mediations and preparing individuals about the new practices or systems, can bring about great outcomes as far as the arrival on speculation (ROI). Hence there is a need to effectively manage the changes within any organization for maintaining the competitive advantage.

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