Managing Change
Managing Change Part II
MGT/426
5/19/2014
Managing Change Part II
Stakeholder Analysis Model of Change
There are several models of change available for use when organizations begin the process of implementing change. The stakeholder analysis model focuses on the position of key stakeholders in regard to the planned change. Stakeholders in a company include individuals or groups inside or outside the company who can influence the success of the change (Palmer, Dunford, and Akin, 2006). This review involves a six step process and includes identifying stakeholders, recognizing the capacity to influence change, checking stakeholder track record, interest in change, ability to affect change, and determine position on change. The main purpose of the stakeholder analysis is to inform the change manager of the likelihood of the change being successful and widely accepted. As a supplement to the analysis, the change manager may use the power-interest matrix to plot the level of stakeholder interest against stakeholder power. The matrix can identify specific action to be taken based on the classification of specific stakeholders. Upon concluding the analysis and power-interest matrix, if the change manager determines weak favorability by key stakeholders, steps can be taken to improve the projection of the change initiative (Palmer, Dunford, and Akin, 2006). The change manager can take action by adding agreeable stakeholders, removing oppositional individuals, or modifying the proposed change to address stakeholder concerns without compromising the initiative. As with all things, there are pros and cons of the stakeholder analysis. A pro is that this analysis is a thorough way to review the business and needs of stakeholders. In addition, it helps to determine the appropriate changes that would benefit the majority. This detailed approach to implementing a change may lead to better results with respect to stakeholder acceptance of the change. A con to
MGT/426
5/19/2014
Managing Change Part II
Stakeholder Analysis Model of Change
There are several models of change available for use when organizations begin the process of implementing change. The stakeholder analysis model focuses on the position of key stakeholders in regard to the planned change. Stakeholders in a company include individuals or groups inside or outside the company who can influence the success of the change (Palmer, Dunford, and Akin, 2006). This review involves a six step process and includes identifying stakeholders, recognizing the capacity to influence change, checking stakeholder track record, interest in change, ability to affect change, and determine position on change. The main purpose of the stakeholder analysis is to inform the change manager of the likelihood of the change being successful and widely accepted. As a supplement to the analysis, the change manager may use the power-interest matrix to plot the level of stakeholder interest against stakeholder power. The matrix can identify specific action to be taken based on the classification of specific stakeholders. Upon concluding the analysis and power-interest matrix, if the change manager determines weak favorability by key stakeholders, steps can be taken to improve the projection of the change initiative (Palmer, Dunford, and Akin, 2006). The change manager can take action by adding agreeable stakeholders, removing oppositional individuals, or modifying the proposed change to address stakeholder concerns without compromising the initiative. As with all things, there are pros and cons of the stakeholder analysis. A pro is that this analysis is a thorough way to review the business and needs of stakeholders. In addition, it helps to determine the appropriate changes that would benefit the majority. This detailed approach to implementing a change may lead to better results with respect to stakeholder acceptance of the change. A con to