Change Management Essay
Managing Organisational Change
Assignment One –Essay
Course: Managing Organisational Change
‘Assumptions about the nature of managing and the nature of change outcomes are associated with different images of managing change’
This essay has been devised to offer discussion points to ultimately challenge ones perspective in regards to the notion of managing change as a coach. The essay attempts to introduce the concept of change management through the sphere of coaching. A comprehensive study into the role of a coach is provided whilst exploring key theorems such as classic organisation development as well as other more modern advancements to the theories. In the context of exploring the role of coaching itself, the essay then attempts to identify suitable areas or occasions for when managing change as a coach may be appropriate. Ultimately all issues that are raised for debate are done so whilst considering; peer reviewed, accredited, academic opinion.
Change management could be seen as a wide reaching and potentially all encompassing concept for individuals, or indeed organisations. Particularly when considering that many organisations now exist within a modern and dynamic globalised business landscape. Indeed change itself could be viewed as an essential part of a progressive society. With this thought in mind one may be drawn to the view that it would be prudent to obtain a firm grasp of the issues and challenges that change inevitably offers. Yet it could be naive to suggest that this task is entirely void of complexity. It could possibly be the case that each particular challenge may require a certain style or image of managing for change. For this particular study we focus on the role of managing change as a coach.
According to the McKinsey survey of 3,199 Executives conducted in 2008, as noted by Kotter (2012), more than 70% of change efforts fail to achieve the goals they originally set. This
Assignment One –Essay
Course: Managing Organisational Change
‘Assumptions about the nature of managing and the nature of change outcomes are associated with different images of managing change’
This essay has been devised to offer discussion points to ultimately challenge ones perspective in regards to the notion of managing change as a coach. The essay attempts to introduce the concept of change management through the sphere of coaching. A comprehensive study into the role of a coach is provided whilst exploring key theorems such as classic organisation development as well as other more modern advancements to the theories. In the context of exploring the role of coaching itself, the essay then attempts to identify suitable areas or occasions for when managing change as a coach may be appropriate. Ultimately all issues that are raised for debate are done so whilst considering; peer reviewed, accredited, academic opinion.
Change management could be seen as a wide reaching and potentially all encompassing concept for individuals, or indeed organisations. Particularly when considering that many organisations now exist within a modern and dynamic globalised business landscape. Indeed change itself could be viewed as an essential part of a progressive society. With this thought in mind one may be drawn to the view that it would be prudent to obtain a firm grasp of the issues and challenges that change inevitably offers. Yet it could be naive to suggest that this task is entirely void of complexity. It could possibly be the case that each particular challenge may require a certain style or image of managing for change. For this particular study we focus on the role of managing change as a coach.
According to the McKinsey survey of 3,199 Executives conducted in 2008, as noted by Kotter (2012), more than 70% of change efforts fail to achieve the goals they originally set. This