Initially, the change that will be fostered is changing the team to be a more decentralized operation. Having multiple employees is needed for a more cohesive system. These would be analysed in the current paradigm. The impact of the change management plan has been drawn.
The plan objectives have been detailed in the following.
Initially, there would be a SWOT analysis that will be undertaken. This analysis will be done to determine the gaps in implementation in the current paradigm (Goetsch and Davis, 2014).
Collaborative efforts will be taken along with the team members to create a feasible action plan.
There must be appropriate training and education of the employees.
There needs to be alternative contingency plans that will be drawn to address the issues.
Implementation of the changes and evaluation of the changes (Kotter, 2011).
The change management strategies will be drawn to address the issues in the long run.
Monitoring and controlling of the plan are on implementation of the procedures.
The planning and the action plan that is drawn have been elucidated in the following.
Discussion and Solution
The solution is to primarily make a choice that is between being authentic and developing appropriate solutions to the diverse situations. The role of the different positions must be delegated. For this, there must be identification of the people skills and their potential. There must be development of the entrepreneurial capability (Turner, 2014). The people need to comprehension of the self-awareness of the people. There must be understanding of the leadership style of the people. The people need to be in an environment where there is balance between the colleagues and also alignment with the overall culture of the group. There must be comprehension of the personal developmental perspective and the people need to understand that all the people are unique and they need to have expectations for certain conflict.
The next change that needs to be addressed is development of individual emotional intelligence. The people need to be more self-aware and need to understand about the strengths and preferences of the people (Bush, 2008). There must be development of a situational analysis to comprehend the organization. There must be genuine leadership that needs to be developed. Moreover, there must be alignment of the leadership behaviour of the people and understanding of the organization’s requirements. There must be a plan in place to balance both the skills.