Red Carpet Management Plan

Human resources has asked me to provide a detailed management plan for Red Carpet. My mission is to provide a memorable learning experience to establish this change. The topics that will be discussed are OD Action Research Model, Appreciative Inquiry, and Kotter’s Eight Step Model. The change model required for red carpet, effective communication and overcoming resistance will be included in this discussion. So, let’s get started team!

Appreciative Inquiry

A method in organizational change which targets the strengths of an organization is defined as Appreciative Inquiry. Appreciative Inquiry differs from other approaches which analyze deficits and problematic situations. Positive outcomes can be created utilizing the Appreciative Inquiry approach.

The organization should envision the potential and needs of the company while conducting the dream phase. Visions that exist throughout the organization are captured in this stage. Strategic goals are established from positive elements of success.

Design

The focus of the design phase is to create a strategy and analyze how the plan should be implemented. The value propositions established in the dream phase are given specific courses of action. Effective deployment of resources is critical in this design phase. The dream is brought to reality in the design phase.

Deliver

Once a mutual agreement has been established on the design plans, the focus shifts to application. Measures of accountability must be created with specific responsibilities. Required revisions from invariables of resources in the design phase should be closely monitored. Discovering and learning new information should be the focal point of the delivery phase.

Kotter’s Eight Step

Employees should be developed which can implement the vision. New projects, themes and change agents should reinvigorating the processes.

Institutionalizing new approaches

New behaviors and corporate successes should establish connections to leadership development and succession.

OD Action Research Model

The model for most OD interventions is the process of Action Research. Research data is systematically collected about an ongoing system relative to a goal. The data is then fed back into the system and the variables provided from research data create a hypothesis. The results are then evaluated based of actions of collecting more data.

Entry

The need for change is defined within the organization. The nature of the organization should be quickly understood. Trust relationships should be established. The appropriate decision maker should be identified.

Start-up and contracting

The success factors should be identified in this phase. The roles of employees are clarified. A deeper understanding of the organization's culture and processes should be attained. Resistance within the organization has to be handled in a timely manner. The change process is defined in a formal or informal