Present a change management process ( Workplace Violence) Define the change management strategy - what you are trying to change (Which is work place violence) Describe how you will prepare the team for the change Develop a change management plan Take action and implement plan Consider things such as the scope of the change - how big is the change, how many people will it affect, and at what speed will it be implemented? Second, asses where the organization is as far as its readiness and the impact of the change- what is the value - system and background of the impacted group(s), how much change is already going on what type of resistance can be anticipated or expected? Also how will this plan be communicated - who is the audience, what needs to be communicated, what is the time line, and how will awareness be built? How leadership will be trained on this change management process. Without buy-in from leadership, any kind of change is most likely to not be successful. There will need to be training of leadership so that they A) Have a solid understanding of the process, B) implementation of the process, and C) communication of the process.
Present a change management process ( Workplace Violence)
- Define the change management strategy - what you are trying to change (Which is work place violence)
- Describe how you will prepare the team for the change
- Develop a change management plan
- Take action and implement plan
Consider things such as the scope of the change - how big is the change, how many people will it affect, and at what speed will it be implemented? Second, asses where the organization is as far as its readiness and the impact of the change- what is the value - system and background of the impacted group(s), how much change is already going on what type of resistance can be anticipated or expected?
Also how will this plan be communicated - who is the audience, what needs to be communicated, what is the time line, and how will awareness be built?
How leadership will be trained on this change management process. Without buy-in from leadership, any kind of change is most likely to not be successful. There will need to be training of leadership so that they A) Have a solid understanding of the process, B) implementation of the process, and C) communication of the process.
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how many people will it affect, and at what speed will it be implemented? Second, asses where the organization is as far as its readiness and the impact of the change- what is the value - system and background of the impacted group(s), how much change is already going on what type of resistance can be anticipated or expected?
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