Why Change managers play an active role in the way change occurs within the organization

Instruction Details

Change managers play an active role in the way change occurs within the organization. There are specific foundational approaches associated with the change process and the coach and interpreter images. Evaluate and discuss the Organizational Development (OD) approach as associated with the coach image. Evaluate and discuss the sense making approach as associated with the interpreter image. Compare and contrast the steps of each evaluated framework.
Your paper should be three to four pages in length (excluding the title and reference pages). Your paper must be formatted according to APA style as outlined in the Writing Center, and it must include in-text citations and references for at least two scholarly sources from the University of Arizona Global Campus Library, in addition to the course text.
Text
Palmer, I., Dunford, R., & Buchanan, D. (2022). Managing organizational change: A multiple perspectives approach (4th ed.). McGraw-Hill Education.
Chapter 8: Resistance to Change
Chapter 9: Organizational Development and Sense-Making Approaches
Article
Quast, L. (2012, November 26). Overcome the 5 main reasons people resist changeLinks to an external site.. Forbes.
Recommended Resources
Article
Grenny, J., Maxfield, D., & Shimberg, A. (2008). How to have influenceLinks to an external site.. MIT Sloan Management Review, 50(1), 47-52.
This article briefly reviews the techniques of influence and the skills of the leader to drive change.

Essay Sample

Change Management Approaches: Organizational Development (OD) and Sense-Making

Change managers serve as critical drivers in shaping the transformation process within organizations. Two fundamental images associated with change management are the coach image, linked to the Organizational Development (OD) approach, and the interpreter image, aligned with the sense-making approach. Both models provide distinct frameworks for comprehending and navigating change.

Organizational Development Approach (Coach Image)

The Organizational Development approach, often represented by the coach image, emphasizes continuous improvement and holistic development within an organization. It focuses on human and social aspects, fostering change by promoting organizational effectiveness, team dynamics, and employee well-being. The OD model employs strategies that encourage collaboration, participation, and shared responsibility among members to create an environment conducive to change. This method aligns with the coaching image as it involves guiding, mentoring, and empowering individuals and teams to adapt and evolve.

OD typically consists of various steps. It begins with the recognition of the need for change, followed by the creation of a guiding coalition or a change team to initiate the change process. Diagnosis and data collection are then conducted to identify areas requiring change. Subsequently, interventions are implemented, such as team-building exercises, training, or organizational restructuring. Throughout the process, ongoing evaluation and feedback mechanisms are crucial to gauge the effectiveness of the interventions and ensure they align with organizational goals and objectives.

Sense-Making Approach (Interpreter Image)

On the other hand, the sense-making approach, linked with the interpreter image, focuses on interpreting and comprehending the environment within an organization. It acknowledges that change is inherently ambiguous and subject to multiple interpretations. This model stresses the importance of understanding the meanings individuals ascribe to change, recognizing that people react and adapt based on their interpretations of the situation.

The sense-making approach is characterized by several steps. It begins with a sense-making process to comprehend the current situation and identify the issues at hand. This is followed by the analysis and interpretation of data collected to understand the perspectives of stakeholders. Subsequently, a process of dialogue and communication is vital, allowing for the exchange of diverse viewpoints and interpretations. Finally, action is taken based on the shared meaning constructed by the collective interpretations, leading to a more aligned and meaningful change process.

Comparison and Contrast

While both models aim to facilitate organizational change, they differ in their emphasis and execution. The OD approach, akin to the coach image, focuses on planned interventions, emphasizing human and social dynamics. It follows a structured process, engaging a change team and employing various interventions to drive change. In contrast, the sense-making approach, akin to the interpreter image, is more interpretive and emergent. It prioritizes understanding the diverse perspectives and meanings associated with change, leading to a more fluid and less structured process of change implementation.

Both approaches, however, share commonalities in their acknowledgment of the importance of understanding people’s perspectives. They recognize the significance of involvement, communication, and interpretation of meanings during the change process.

In conclusion, while the OD approach emphasizes structured interventions and the development of the organizational system, the sense-making approach centers on interpreting and understanding the diverse meanings associated with change. Integrating aspects of both models can offer a more comprehensive and effective strategy for managing change, considering both structured interventions and the subjective interpretations of the change experience.