Personal Application Research Paper

Personal Application Reflection Paper
Individual Exploration of the ExperienceChange GlobalTech Simulation
Earllysia Michaella Grissett
University of Georgia
Managing Organizational Change
Summer 2016

Introduction
Organizational change can prove to be perplexing for various reasons, and some of those causes were illustrated during the ExperienceChange GlobalTech simulation. Team dynamics can be a catalyst for roadblocks to successful change management; and those were experience during the simulation as well as in real time during the team play of the GlobalTech simulation. The observations garnered from working with a brand new set of team members as well as the team members in the simulation gave insight and encouraged me to think
I learned that change is not necessarily hard because of tasks but hard because of how intertwined everything is to team dynamics. While playing as an individual, I learned the importance of knowing what the implications are of implementing the wrong tactic at the wrong time, as well as how to pick momentum back up whenever the change team may stumble. My individual play experience made me think of the Mckinsey 7 model, not because of how many steps there were; but due to how aware I became of the connectedness of each aspect was to the overall buy-in and effectiveness rating for the proposed tactics. When I researched the McKinsey 7, it was said that the McKinsey had one of the highest failure rates due to how you have to adjust each aspect for the model to be effective in change management. When I tweaked the tactics from the previous strategy plan, I saw how that affected the stakeholders in the simulation and how hard it was to get going back in the right
I also was able to visualize what implications there are whenever change tactics aren’t carefully thought through; and how careful change teams have to be to be able to boost morale, trust and buy-in back up whenever there is a roadblock. Reflecting back on everything I have observed both during the team experience and my individual interaction with the simulation encourages me to revisit the stakeholders for the change initiative a member of HR has approached me to aid with. While I know she has great buy-in in the initiative as well as the buy-in from two other key executives; there has been no input from the front line workers. There are many complaints about various components of the current team structure and rewards systems, if a restructure is going to be successful; I believe it will be vital to hear from more than a few corporate members about what changes are needed. If we can successfully discuss the needs of the organization at each level as well as compose change teams; we will be able to make immense positive changes to the current dynamics in our district