Nine-Phase Change Model Process Essay

IntroductionIn undertaking any change device in an organization it is imperative that business executive understand that properly tailored coordinates and strategically sound routes are paramount to the success of the contrive from its intend phase to its execution phase. Linda Ackerman Anderson and Dean Anderson have formulated the nine-phase change fabric that when utilise properly is a powerful tool in helping organizations give away tailor their change strategic plans to be in line with the organizations influential areas of change change needs, employees needs, and the desired outcome. The Nine-phase Change Process theoretical accountThe Andersons model of change is called the nine-phase change process model, this change model is general equal to fit any organizational structure and size and specific enough to organize its nine phases into a logistical flow that makes for better adaptation. The phases of the nine-phase model are 1. preparing to lead the change, 2. creati ng organizational vision commitment and capacity, 3. assessing the situation to determine send off requirement, 4. designing the desired state, 5. analyzing the impact, 6. planning and organizing for implementation of the change, 7. implementing the change, 8. celebrating and integrating the new state, and 9. learning correcting the course. It is non-invasive and since it doesnt confine the change agent to adhering to stringent restrictions, rather, it go aways a workable manner for organizations to align their mission of where they currently are to their vision of where they want to be and provide guidance on how to attain those visions with as little resistance as possible, bettering the chance of success.Personal Change PlanThe Andersons nine-phase change process model closely resembles my personal model of change. A general explanation of my change model is that it embroils an investigation of an organizations stated and implied vision, mission, and credo and how their busin ess practices measure up to them. A strategic and rhythmic method properly planned to include thorough researchon facets of internal and external environmental changes that may affect the change, an overall risk analysis and contingencies to counter those risks, hierarchical charts of both the fox management team and the organization in general this is an attempt to give everyone a better understanding of where they are in the command chain with the hopes of facilitating hospital attendant communication flow.My plan would also include a work breakdown structure that will include a budget tailored to different departments. The project plan will be properly communicated to all employees in terms understandable to them employees will be encouraged to give constant feedback and input on the project. Milestones will be clearly stated and celebrated, standard departmental training will be given prior to and during execution of the project plan. Meetings will be held with departmental hea ds to track progress of the project and everyone will be kept updated. Documentation of processes and procedures followed during the project will be made and kept for future reference. seek MethodIn conducting further research on the change model I intend to use companies like Wachovia and Peace Health that have implemented or is implementing the change model as testimonies to the effectiveness or lack thereof- of the change model. I will also seek to explore the criticisms of this model and comparability and contrast it with my own. My resources will include websites like Linda Ackerman Andersons Being First website, EbscoHost, Lexis Nexis, and the course text book Managing Organizational Change. This resource pool will provide credible information to conduct a thorough research.