Your success has not gone unnoticed. You have been asked by the Board of Directors whether you have any ideas for strategies that can take the organization forward in its pursuit of pay-for-value. As it turns out, you have an idea for a technological innovation you have been reading about, but it requires a significant capital investment to make it happen. You have a strong feeling that your idea could make a big difference, but you know you can't go to the Board with just "feelings." Your pitch must be grounded in facts and numbers; a plan that cannot demonstrate financially viable will never get approved. So, you need to present not just your strategy, but a budget to support that strategy.

In this assignment, you will combine the previous four (4) assignments into a proposal that you could present to the executive leadership and board members. You will argue the value of the change management plan to the overall success of the organization. Add to your previous submissions a plan for sustaining the change in the long run.Write a six to ten (6-10) page paper in which you:Section I: Organization: Describe the organization and comment on the HR change that the organization should make. Utilize effective diagnostic tools to assess the organizations ability to change. Support assertions with theoretical evidence.Describe the company in terms of industry, size, number of employees, and history.Analyze in detail the current HR practice, policy, process, or procedure that you believe should be changed.Formulate three (3) valid reasons for the proposed change based on current change management theories.Appraise the diagnostic tools that you can use to determine an organization’s readiness for change. Propose two (2) diagnostic tools which you can utilize to determine if the organization is ready for change. Defend why you believe the diagnostic tools selected are the best choice for diagnosing change in the organization.Using one (1) of the diagnostic tools you selected, assess the organization’s readiness for change.Provide results of the diagnostic analysisExplain the resultsInterpret whether or not the organization is ready for change. Substantiate your conclusion by referencing current change management theories.Section II: Kotter Change Plan: Utilizing the Kotter eight (8) step method of change, create a solid change management plan for the HR initiative you identified as requiring improvement.Ascertain how each of the steps applies to your specific organization.Develop a strategy that illustrates how you would address each of the eight (8) stages of change:Establishing a sense of urgencyCreating coalitionDeveloping vision and strategyCommunicating the visionEmpowering broad-based actionGenerating short-term winsConsolidating gains and producing more changeAnchoring new approaches into the cultureSection III: Resistance and Communication: Research methods of minimizing resistance to change and create plan to address resistance within your change management initiative.Diagnose the reasons for resistance to change.Interpret the potential causes of resistance in the organization. Identify and describe three (3) potential causes of resistance to your change plan. Identify and describe three (3) potential sources of resistance to your change plan.Create a plan for minimizing possible resistance to your change management plan.Elaborate on the relationship between resistance to change and communication.Evaluate three (3) communication strategies.Recommend one (1) communication strategy that would be applicable to your organization. Diagnose why this communication strategy is best for your organization.Create a solid communication plan for your change initiative.Section IV: Sustaining Change: Research methods of sustaining change in organizations and create a plan for sustaining proposed change.Recommend two (2) strategies for sustaining change:Diagnose the two (2) theories from a scholarly perspectiveEvaluate why the strategies selected are viable for the organizationSection V: Presentation: Create a visually appealing and informative presentation espousing the importance of the change management plan you developed.Create a ten to fifteen (10-15) slide PowerPoint presentation to submit to executive leadership and board members outlining and describing your recommended change. Include the following criteria:Be creative in your design so that is appealing to others.Ensure that all of the MAJOR points of the plan are covered.Create bulleted speaking notes for your presentation to the shareholders in the Notes section of the PowerPoint. Note: You may create or assume any fictitious names, data, or scenarios that have not been established in this assignment for a realistic flow of communication.Use a professional technically written style to graphically convey the information.Create a video of yourself presenting the presentation to key stakeholders. Note: View the "Creating a Presentation for Your Course" playlist, located here for tutorials on creating and submitting video assignments.Section VI: References: Utilize good scholarly research skills and writing skills to develop a solid change plan and presentation.Use at least ten (10) quality academic resources in this assignment. Note: Wikipedia and other similar Websites do not qualify as academic resourcesWrite clearly and concisely about managing organizational change using proper writing mechanics.The specific course learning outcomes associated with this assignment are:Evaluate the reactions to change including identifying signs of resistance and approaches to managing it.Evaluate strategies for communicating change.Use technology and information resources to research issues in managing organizational change.Write clearly and concisely about managing organizational change using proper writing mechanics.Evaluate strategies for communicating change.

interview a leader who has implemented change in his or her organization (CEO, COO, director, VP, or other leader who has led a change effort). Think about whom you might want to interview, and reach out to him or her about scheduling a meeting. Explain to the leader that the reason for this interview is to complete an assignment about leadership in organizational change efforts for the graduate class you are taking. If possible, this should be a leader from your own organization, but if that is not possible, please feel free to interview a leader outside of your organization. Remember, leaders are not just the CEO or president of an organization. Leaders may be found throughout an organization. If you still encounter difficulty with this, contact your instructor this week.You can find the questions you will need to ask him or her below. The interview can be over the phone, in person, or online.NOTE: Remember to use the Interview Consent Form form to obtain formal consent from the interviewee prior to the interview. When you reach out to your chosen leader, explain to them that the reason for this interview is to complete an assignment about leadership in organizational change efforts for the graduate class you are taking. Select at least six of the following questions and create one additional question of your own to ask him or her: What have you found to be the typical drivers or reasons for organizational change efforts? When you reflect on past organizational change efforts that you are familiar with, what are the critical issues that come to mind? What do you find to be typical issues that emerge as hindrances or obstacles in organizational change efforts? What are the roles of leaders in organizational change efforts? What are the roles of managers in organizational change efforts? In reflecting on organizational change efforts that were successful, what components seemed to help drive or ensure that success? In reflecting on organizational change efforts that failed or were very problematic, what were the underlying root causes or disconnects contributing to those failures or problematic outcomes? What do you find to be the most effective means to communicate in an organizational change effort? What are your thoughts about the issues of vision and strategy in an organizational change effort? What issues related to the organizational culture do you consider in an organizational change effort? If you could go back in time and advise yourself about what is needed to lead a successful organizational change effort, what would you tell yourself? You will post the questions and the leader's responses in the Module Six discussion topic.