***HELLO WRITER, PLEASE RESPOND TO THIS CLASSMATE REGARDING THEIR DISCUSSION POST (COPIED AND PASTED DOWN BELOW). I HAVE ATTACHED THE DISCUSSION LECTURE, DISCUSSION QUESTION, AND POWERPOINT FOR THIS WEEK READINGS.***
Welcome to Week 7, Strategic Leadership and Change Management.
I. Strategic Leadership
A. Globalization and Environmental Sustainability
B. Strategic Leadership and the Strategic Management Process
II. The Strategic Management Process
A. Crafting a Vision and Mission Statement
B. Setting Organizational Objectives
C. Strategy Formulation
D. Strategy Execution
E. Strategy Evaluation and Control
III. Leading Change
A. The Need for Change
B. The Role of Strategic Leaders in Managing Change
C. The Change Management Process
D. Why People Resist Change E. Minimizing Resistance to Change
Week 7 Discussion Question: 
Explain an effective and efficient way to plan a successful organizational change.
****THE CLLASSMATES DISCUSSION POST TO RESPOND TO:
Hello Professor and Class,
An effective and efficient way of planning a successful organizational change involves a well-organized procedure that one can follow, clear communication, stakeholder engagement, and proper planning for the process. Firstly, clear communications of the mission, vision, and reasons for change must be done, and all the people affected by the change must be informed of the purpose and the gains that will be made (Men et al., 2020). This transparency reduces some resistance, and trust between the management and the employees is built. It is also vital to update changes frequently, discuss and listen to some problems, and change plans accordingly.
Secondly, stakeholder engagement is essential. This implies that involving all the employees at each planning stage promotes employee ownership of the plan. This means that for change to be effective, it should involve several stakeholders since including several people in decision-making adds value to the change-making process, and people are more likely to accept what affects them. In this case, the involvement of representatives from different departments, functional teams, or committees may be helpful in preventing such issues from emerging and finding corrective measures.
Thirdly, a strategic map must be created through proper planning. However, this roadmap must indicate how the change will be attained, the time frame, the activities to be accomplished, and the key performance indicators (KPIs) (Asih et al., 2020). Another strategy that can also be employed is the step-by-step approach, which means making changes slowly instead of changing several aspects simultaneously. It is possible to compare the level of achievement of the current phase’s realization by laying down the goals for each phase and the outcomes,
Furthermore, when it comes to the change that is being proposed, it is necessary to train the individuals to face the change. This may require providing other items such as prints, group presentations, or counseling sessions in the case of a specific occurrence. Promotion of attempts and achievements also contributes to morale about efforts and results.
Lastly, it is essential to supervise the change process well to determine its efficiency. Assessing the effectiveness of the change entails data collection, results analysis, and feedback in a bid to correct areas that may have worked differently than planned (Errida & Lotfi, 2021). It also ensures that the change stays within the vision and mission, and if circumstances change, the change plan can alter it.
Conclusively, organizational change can occur effectively and efficiently if the change initiative is communicated, involves key players, is planned, and strategized, employees are trained and supported, and is evaluated adequately. This strategy effectively establishes continuity and allows for the potentiality of realizing the predetermined goals.
-Heidi
References
Asih, I., Purba, H. H., & Sitorus, T. M. (2020). Key performance indicators: A systematic literature review. Journal of Strategy and Performance Management, 8(4), 142-155. https://www.researchgate.net/profile/Humiras-Purba/publication/344493860_KEY_PERFORMANCE_INDICATORS_A_SYSTEMATIC_LITERATURE_REVIEW/links/5f7c6d69458515b7cf6a4c39/KEY-PERFORMANCE-INDICATORS-A-SYSTEMATIC-LITERATURE-REVIEW.pdf
Errida, A., & Lotfi, B. (2021). The determinants of organizational change management success: Literature review and case study. International Journal of Engineering Business Management, p. 13, 18479790211016273. https://journals.sagepub.com/doi/abs/10.1177/18479790211016273
Men, L. R., Yue, C. A., & Liu, Y. (2020). “Vision, passion, and care:” The impact of charismatic executive leadership communication on employee trust and support for organizational change. Public Relations Review, 46(3), 101927. https://www.sciencedirect.com/science/article/pii/S0363811120300540