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a total of 3 substantive responses over 2 separate days for full participation. This includes your initial post and 2 replies to other students or your faculty member.

The following exercise allows you to practice workplace collaborative skills and Kotter’s 8-Step Change Model.

Read the

Shell Case Study


Complete the interactive analysis,

Strategies for Creating Positive Organizational Change

. A


of this interactive exercise is also available.

Consider what you learned in the experience and respond to the following in a minimum of 175 words:

What have you learned during this team collaboration about Kotter’s 8-Step Change Model?

What is a process for creating a sense of urgency around change?

How does collaboration promote self-analysis and help you prevent or correct mistakes?

How does collaboration promote problem solving and help team members improve their skills?

What are the connections between new behaviors and organizational change? How do you replace old habits?

Due Monday

Post 2 replies to classmates or your faculty member. Be constructive and professional.

Take It With You

Download the

Interactive Analysis Key Lessons and Rubric

to remember and practice the key collaboration skills.


1. A process for creating a way of urgency includes moving a complexed situation into an action plan in order that stakeholders understand the critical need for change. Most leaders, as within the middle of the case study, understands the worth of the longer term stake of the corporate and helps the stakeholders understand why it’s important to vary the present situation the corporate is in. Collaboration promotes self-analysis and helps prevent current mistakes by challenging individuals to believe the past, present, and future. it’s important to collaborate ideas of what didn’t add the past to specialize in new ideas for this and future stake of the corporate . Collaboration promotes problem solving and help individuals improves their skills by being hospitable each other’s opinions and not taking offense to anything. it’s important to find out from past actions to maneuver forward with change. Sometimes an individual doesn’t realize that their actions are causing a problem if it’s not addressed within the correct way. Collaboration gives individuals a preview of their strengths and weaknesses as a team. The connection between new behaviors and organizational change is knowing the importance of adapting. for workers to shop for into the organizational change, stakeholders must first train them on the thought in order that they will change their behavior from the old way of doing things.

2. John Kotter developed the Kotter’s 8 Step Change Model to increase every individual ability to change and to improve their chances of success.Kotter says that organizations frequently make the same mistakes when trying to bring about change – they allow too much complacency, they fail to communicate and so on. According to him, these failures can be avoided by following eight specific steps, in the right order. All too often organisations get into the ‘what’ and the ‘how’ of change, without really addressing the most important question of all – why? The idea is to establish a sense of urgency .Before deciding exactly what the change will be, you need to put together a group of people who are in broad agreement about the kind of change needed. The change process began because you had a vision for how things could and should be done differently. Making that vision clear and understandable is paramount to achieving the change you desire. Use visuals to map out processes and systems to see what’s working and what’s not—they can help you establish urgency and create a clear vision for change.

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