Overview
Your efforts at finalizing the Change Management toolkit are appreciated by the vice president (VP) and management team of the U.S. branch of the Singaporean software solutions provider. The earlier submissions you shared, including a change readiness report presentation on employee engagement and a report on change management models, have convinced leadership about your expertise in planning the required organizational change.
You also shared the change management plan last week, which identifies stakeholders of significance, outlines strategic goals, and recommends steps and strategies to implement the organizational changes required. While the VP applauded the details of the plan, members of the leadership team have been sending you questions about their role in change implementation.
As an experienced HR consultant, you decide it’s best to collate your responses to their queries. You decide to send a memo with some model leadership behaviors expected during change implementation. You will also emphasize that the leadership team needs to own the change management plan, and the role of HR is that of a facilitator rather than a leader of change.
Prompt
Write a memo to the company leadership. In your memo, emphasize the need for model leadership behavior, especially during crisis or times of significant change. Also, emphasize that the role of HR is that of a change facilitator, as opposed to a change leader.
Specifically, you must address the following criteria:
- Describe the need for model leadership behavior during times of organizational change.
- What are model leadership behaviors that should be encouraged across the organization at any time?
- How should leaders inspire the workforce to cultivate an environment that encourages knowledge sharing?
- Explain how leaders should coach and mentor employees as the workforce transitions through change.
- How is a change leader different from a stakeholder of change?
- How can change leaders coach and mentor the workforce to deal with change?
- Describe the role of HR as a facilitator of change.
- How correct is it to expect HR to lead rather than facilitate change?
- How exactly is a change facilitator different from a change leader?
What to Submit
Submit a 3- to 5-page Word document using double spacing, 12-point Times New Roman font, and one-inch margins. Include references, including course materials, cited in APA format on a separate reference page. Consult the Shapiro Library APA Style Guide for more information on citations.
Module Seven Memo Rubric
| Criteria | Exceeds Expectations (100%) | Meets Expectations (90%) | Partially Meets Expectations (70%) | Does Not Meet Expectations (0%) | Value |
|---|---|---|---|---|---|
| Model Leadership Behavior | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Describes clearly the need for model leadership behavior during crisis; explains that leaders should inspire the workforce to cultivate an environment that allows knowledge sharing | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include providing at least one reason why leaders should inspire the workforce to cultivate an environment that allows knowledge sharing | Does not attempt criterion | 45 |
| Leader as a Coach and Mentor | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Explains how leaders should coach and mentor employees, especially during times of change | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include providing at least one example of leadership mentoring employees during times of change | Does not attempt criterion | 15 |
| Role of HR as a Facilitator of Change | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Describes the role of HR as a facilitator of change; differentiates between a change facilitator and a change leader | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include providing clear differences between the roles of a change facilitator and a change leader, and how HR should act as a facilitator and not a leader of change | Does not attempt criterion | 30 |
| Clear Communication | Exceeds expectations with an intentional use of language that promotes a thorough understanding | Consistently and effectively communicates in an organized way to a specific audience | Shows progress toward meeting expectations, but communication is inconsistent or ineffective in a way that negatively impacts understanding | Shows no evidence of consistent, effective, or organized communication | 5 |
| Citations and Attributions | Uses citations for ideas requiring attribution, with few or no minor errors | Uses citations for ideas requiring attribution, with consistent minor errors | Uses citations for ideas requiring attribution, with major errors | Does not use citations for ideas requiring attribution | 5 |
| Total: | 100% |