Week 1: Self-Assessment

Seleste Garrett

Bovard College, University of Southern California

HRM 550: Change Management and Organization Development

Professor Daniels

October 31, 2023

Introduction

ACMP’s Standard for Change Management is a description of the different areas

such as knowledge, established norms, processes, tasks, and skills needed for change

management practitioners to be effective in managing change in their organization and

industry (AMCP, 2019). ACMP’s Standard is designed to not only benefit the

organization, but the individuals within the organization as well. Organization can benefit

from the ACMP’s Standard because it provides an objective assessment of skills and

abilities to enable more impactful hiring, training, and consulting investments related to

change management. Also, the individuals at the organization are able to benefit from the

ACMP’s Standard because those individuals will drive lasting and positive changes that

will produce positive successful outcomes for the business and enable career growth. The

top three learning priorities for me as an individual in this course are: change is a process,

different types of organizational change, and change management roles and

responsibilities.

Assessment

The results I received from “How Good Are Your Change Management Skills?”

revealed that I understand the many elements of required for change, but putting them

doesn’t always work well (Mind Tools Content Team). However, if I concentrated on

developing a process that would allow me to work on each of the elements of change one

at a time, then I could be successful at implementing change management. The top three

learning priorities for me in this course is understanding how change is a process,

different types of organizational change, and change management roles and

responsibilities.
 Change is a not a single event, but a transitional process with multiple and varied

events supporting the objective of moving the current state of the organization to the

desired state (AMCP, 2019). Change is a hard process personally and professionally. Fear

and uncertainty often fuels the resistance to change. People fear change because they are

uncertain if the new way will work or that they will lose something of value. Managers

often use a logical approach to deal with the practical elements of the change and forget

the emotional side. For example, people who have tenure with the organization witness

so many changes from processes to leadership and that can spark fear in the individuals

about any changes that can or will occur in the future. People need clarity and

reassurance so that they cannot fear whatever changes are being made and can trust that

their managers are making changes that will not just only positively impact the business,

but them as well. Change is a process and as a leader I look forward to learning more

about navigating change.

There are a plethora of types of organizational change and change definitions.

Change management is not a one size fits all approach and can be scaled to fit any

organizational change (Sharma, 2020). There are six different types of organizational

changes and they are: strategic change, people-centric change, structural change,

technological change, unplanned change, and remedial change. Determining what

variables need to be considered for what type of organizational change is what I look

forward to learning about because an analysis is required to determine what needs to be

changed and what doesn’t need to be changed. Not everything can be changed at once or

use the same strategy for change I would like to know how to rank the variables when
determining what needs to be changed because some changes can be complex and some

can be simple.

Furthermore, change management roles and responsibilities is a concept that

requires certain individuals who are selected to be apart of the project team to give advice

on any potential change risks and feedback on the change management strategy. Smaller

organizations are able to have one leader in most cases take on the change management

responsibilities, but a larger organization would need a team of individuals for different

change management roles and responsibilities. Change management roles and

responsibilities is another concept that I look forward to learning more about because it is

important to have the right individuals on the team who are ready and involved with the

organization who can help impact change management process and make it successful.

Conclusion

In conclusion, organizational change is a necessity especially in today’s time with

some many new technology advancements, changes in consumers, world events, and

other factors. Organizations have to be prepared for any changes and to be ahead of the

curve. Effective organizational change management can help keep the organization

running smoothly after transitions have occurred. The key to successful organizational

changes is how well the changes are managed.

 References

AMCP. (2019). The Association of Change Management Professionals® (ACMP®).

https://cdn.ymaws.com/www.acmpglobal.org/resource/resmgr/files/ACMP_Stand

ard_2019_03_21.pdf

Mind Tools Content Team. (n.d.). MindTools | Home. Www.mindtools.com. Retrieved

December 31, 2023, from https://www.mindtools.com/akz3b03/how-good-are-

your-change-management-skills

Sharma, K. (2020, September 2). 6 Types of Organizational Change, Explained. Whatfix

Digital Adoption Blog | Insights, News, Tips, Trends - Whatfix Blog.

https://whatfix.com/blog/types-of-organizational-change/