Strategic Change Management

Jupiter Group
Muhammad Shakeel Khan

“ Woodville Hospital Pharmacy”

Submitted to:

Chris Cain
Date :

25-11-2010
 Table of Contents

Particulars Page
Numbers

Task 1. 3
• John P kotter’s Eight Step

• Prosci’s five Building blocks.

• Relevance of the model

Task 2. 6

• Team Building Intervention Techniques.

Task 3. 7

• Mendelow’s Stakeholders Mapping.

• Benefits & Drawbacks.

• Stakeholder Circle approach.

• Benefits of the approach

Task 4. 12

• Key points that resist to the change.

• Different issues facing by Woodville Hospital.

 Task 5. 14

• 7s
Task 1.

P Kotter’s eight steps to successful change.

1. Establish a sense of need.

The first stage of successful change explain that if a change is going to happen so you
should be aware of the importance of change. For example if the change in operational
department of Woodville Hospital Pharmacy is going to occur so the employees should
be aware of this change. The alert area to be changed, who is going to implement the
change, and what benefits will be faced after that successful change in the hospital.

2. Create a vision.

It indicates that the vision must be broad in sense to achieve the objectives and goals of
an organization like Woodville Hospital, as their mission is to improve the services and
provide better atmosphere as much as different to the competitors.

3. Form a powerful guiding alliance.

This step of successful change designate that there must be a guiding union or a team that
changes the environment positively towards the vision and mission of the organizations.

4. Communicate the vision.

This is an important step of successful change that you must communicate the vision to
the employees. So that they can ponder on the goals and revise the motivational factors to
keep a keen eye on the current activities. Similarly in Woodville hospital the managerial
level ensure that they have communicate the importance, appropriateness and adequacy
of change to the higher level as well as to the technical level. This will guarantee the
progress and prosperity of hospital.

5. Empower others to act on the vision.

This step focus to give the empowerment to the members connected with the change
going to turn up. It is the responsibility of team managers to boost up the moral of
workers or technicians in case to change the management.

6. Merge improvements.

This step show the merger of improvements and creation of still more change in the
organization to be use to the environment.

7. Plan for and create short-term wins.

This step of changing management indicates the short term goals that can be achieved
with in the period of time can be helpful for the future accomplishments. As in Woodville
hospital this exercise should be revised from managerial level to compete the short term
goals.

8. Institutionalize.

This is the eighth step shows that the change should be celebrate in the organizations, it
brings a positive change that leads towards goals.
 • Prosci’s five Building blocks.

The ADKAR model consist of five steps of successful change are as follow:
ADKAR a base of successful change

Awareness.
Make all level of staff aware why the imminent change is desired. Change for the sake of
change is not often useful. However the change apparatus to improve business operations
and stay ahead of your competition and increase the bottom line that is not only wise but
also necessary for success.
Desire.
It is imperative that management encourage the desire of their employees to support and
actively participate in the forthcoming change regardless of the immediate appeal or flash
of the new procedures or processes.
Knowledge.
Management of Woodville Hospital must provide the training and education to its staff of
the methods of changing to the new procedures, IT software or organization.
Ability.
Ability is the knowledge of how to affect successful change, everyone involved needs to
be given the exact training and information to achieve success in implementing the
details of the changes to be made.
Reinforcement.
Studies have confirmed that a person that repeats a task for 21 days religiously will create
a habit, whether it is a good or bad habit. Reinforcing the new “habits” of the staff
naturally improve the success of the changes made.

1.2 Relevance of these models to the Woodville Hospital pharmacy.

The issues includes management clash to change, technological improvements, time

management, customer service, team work, medication gaps etc. so there is the need to
change the environment, so the kotter’s eight step model fulfill the requirement of change
but on some places it is not suitable to implement, that’s why it is necessary to provide a
strong base to Woodville hospital pharmacy through which they can implement the
change without losing anything.

Task 2.

The value of using team building intervention techniques in the

Woodville Hospital Pharmacy.

Woodville hospital pharmacy in time Initiative, expertise, bias of action, a strong point of
view and a keen focus on results make a strong team that can initiate a strategic change
towards the objectives of Woodville hospital.

Value of Team Building Techniques.

The hospital is facing number of issues like lack of team building, communication,
beliefs & values, time management, personal issues, medication mistakes, and abolition
of traditional techniques. The team building techniques will help a wide variety of teams
achieve increased cohesion, trust, effectiveness and bottom-line results. They will work
within the team to determine the objectives and scope of a team engagement and then
provide process consulting, group facilitation and skill building to deliver the most
appropriate outcomes for example:

• Trainings in forms of groups will increase the coordination.

• Running meetings will decrease the communication gaps.
• A team culture based on trust and collaboration to ground team members through
inevitable changes in scope, deadlines and resources available to the Woodville
hospital.
• Individual action plans and coaching engagements for increased effectiveness in
various departments.
• It will also eliminate the conflicts between the management by understanding
each others.
• Best practices for increased accountability regarding services and productivity.

Thus the team building intervention techniques add a variety of benefits to the Woodville
hospital pharmacy. It paid a great value to the hospital pharmacy and future goals.

Task 3.

Approaches to involve stakeholders in Woodville Hospital

Pharmacy.

Mendelow’s Stakeholders Mapping.

The stakeholder mapping is one tool to assist managers in understanding the political
context and if embark on properly can be substantial in developing strategies which are
likely to work in practice.

• Mapping can be used simply to describe some of the major trends in the
organizational environment.
 • The more common use of mapping is in relation to a specific strategic
development like the provision of services in case of Woodville hospital.
• By concentrating on last two steps and looking on mismatches the priority can be
established.
• The development of stakeholders should be plotted in relation to how they lineup,
the level and the nature of their interest as well as empower them.

Internal stakeholders.

• Ashok
• Jacqueline
• Jayesh, Nicki and Bola
• Penny
• Karen - Stuart
• Anne
• Hina - Azim
• Charles
• Roy

External Stakeholders.

• Patients
• Government
• Competitors

Stakeholder’s mapping: The power/Interest Matrix.

Level of interest
 Low High

Keep informed
Jayesh

Low Minimal Effort

Azim & Roy Nicki & Bola

Hina, Karen,
Power
Key Players

Keep Satisfied Ashok

Patient
High Anne, Stuart, Penny &
Govt. Charles

Evaluation of Mendelow’s approach.

Benefits:

Once the list is reasonably complete it is then possible to assign priorities in some way,
and then to translate the highest precedence stakeholders into a table or a picture. The
possible list of stakeholders for any project will always exceed both the time available for
analysis and the capability of the mapping tool to display the results, the challenge is to
focus on the right stakeholders who are currently important and to use the tool to
visualize this critical sub-set of the total community.
Drawbacks:
Stakeholder mapping can be a powerful tool but managers often feel reluctant to use it
first time, because it is more difficult than they are expecting. Most practical tools of
analysis like stakeholder mapping is useful if it strikes a sensible balance between being
too generic and so detailed that it difficult to interpret. The empowerment within the
organization especially in hands of a group of peoples throws a negative impact on the
output as well as the coordination between the employees. Different stakeholders have
not only very different but often contradictory objectives. Organization need to identify
all their stakeholders, rank them in order of importance to the organization and balance
the interests of these conflicting groups.

*Stakeholder Circle approach.

The stakeholder circle is designed to enhance the management of a business unit,

organizational activity, especially in Woodville hospital or project's stakeholder
community to the benefit of the stakeholders and the activity.

1. Identify.

This approach shows that the management of Woodville hospital pharmacy should be
consists of groups like Team A, Team B, Team C etc. The stakeholder of Woodville
Hospital pharmacy includes Ashok the chief pharmacist, Karen, Stuart, Anne, Jayesh,
Nicki & Bola, Penny, Hina, Azim, Chales.

2. Priorities.

The priorities indicate that the power distributed to the individuals or a group of people.
The appraisal of each stakeholder based on ratings from the project team of the
stakeholder's perceived power, proximity and urgency, produces an index for each
stakeholder, which is used to produce the list of stakeholders.

3. Engage.

Next step the project team of Woodville Hospital Pharmacy needs to ensure that the
expectations of key stakeholders are understood, acknowledged, and managed. The
maintenance of profiles, negotiations with them and manipulating techniques supports the
assessment of each stakeholder's support for the project (either positive or negative) as
well as their receptiveness to messages about the project. This information provides the
foundation for the development of a communication plan.

4. Visualize.

The top stakeholders from the prioritized list of Woodville Hospital pharmacy like
Government, patients are mapped to the Stakeholder Circle, showing their order of
importance along with a depiction of their power, proximity and relative influence a form
of stakeholder radar.

5. Monitor.
Once the communication plan will be developed then the project teams can monitor its
efficiency by mapping changes in the levels of support and receptiveness over time, is the
communications plan producing the required results or should it be reviewed and
updated.
The data held in the tool facilitates regular reviews that help keep the project and its key
stakeholders aligned.
Benefits of second approach.
For best results the process of identification and prioritization should be conducted as a
series of facilitated workshops and trainings at least one for identification and
prioritization, and one for developing the engagement strategy. Through the combination
of the tool and the mechanism of facilitated workshops, knowledge about stakeholders,
their power and influence can be uncovered, documented, and the workshop participants
led to develop a joint resolution of issues that appear.
• I can priorities the stakeholders that who will be the power and who is the closer
to the change.
• I can visualize the stake holders and then gain commitment from them.
• Through check and balance I can revise the performance of each individual in as
well as in the group.
• Moreover it identifies all the stakeholders of Woodville hospital in a Proper
manner.
*Evaluation of above two approaches.
The mendelows stakeholder Mapping technique is good but difficult to adopt to the new
managers that is why they feel reluctant to apply this model over the organizations.
Similarly most of the issues of Woodville hospital pharmacy can not be resolved through
this approach that’s why I recommend the second approach of stakeholder circle
approach. Because it covers all aspects as well as the issues related to the Woodville
hospital pharmacy. Like empowerment to the employees gives them a confidence to
compete the goals and the closeness to the project declares the contribution and
coordination of employees, as they are issued in Woodville hospital.

Task 4.

Different ways through which the resistance to change can show itself.

There are several ways to show the resistance to change, it means that when a change
occurs in an organization or a company then several barriers effect to not to change it.
The reasons that why a part of organization don’t want to implement
Different issues facing by Woodville Hospital.
• Motivation
• Time management
• Team work
• Medication errors
• Task responsibility
• Old methodology
• Customer Service
• Technology
• Communication
• Participation
• Lack of awareness
The six important stages for strategic change Woodville Hospital.
Confrontation.
People begin to confront reality. They realize that change is really going to
happen or is happening.
Anticipation.
The employees really do not know what to expect so they wait, look forward to
the future holds.

Depression.
Often a necessary step in the change process. This is the stage where a person
mourns the past. Not only have they realized the change intellectually, but now
they are beginning to comprehend it emotionally as well.
Realization.
Post change realizing that nothing is ever going to be as it once was.
Acceptance.
This phase leads to the acceptance of the change emotionally, although they may
still have reservations, they are not fighting the change at this stage. They may
even see some of the benefits even if they are not completely convinced.
Enlightenment.
It is important to note that people in your organizations will proceed through the
different phases at different rates of speed. However, by using the skills we've
outlined above, you increase your chances of managing the change as effectively
as possible.

Strategy to manage resistance.

The importance of the proposed management structure are the strategic planning to
follow the mission and to achieve goals. The structure will help to solve the
communication gap and it will ensure a strategic check and balance over ongoing
activities. My strategy leads to the steps as under:

• Establishment of a body to revise the excellent exercises of appraisal.

• Training and coaching.
• By creating awareness to change.
• By using latest methodologies of treatment.
• Through team work we will close the gap.
• Through meetings on weekly or monthly basis we will eliminate the
communication gap.
• Through installation of new technology, we create opportunities for the future.
• A purely structured management will help to communicate the information which
will reduce the errors.