please respond to the following discussion post as a peer making a comment.
Discuss how you would ensure that change implemented is a sustainable change.
Implementation of change can be a time-consuming process that requires funding and substantial effort. Therefore, change managers want changes to be maintained so that the organization continues to benefit from this undertaking. There are four phases of sustainable change including determining the need, establishing the plan, implementing the plan, and sustaining the results (Butler, n.d.). It is important to follow a process where thought and analysis is put into the change prior to attempting it. Taking these steps increases the likelihood of success as many factors that may impact the change are considered and prepared for. Determining the need identifies an area for improvement, creates a rationale for it, disseminates the idea to stakeholders and decision-makers, and develops support for it (Butler, n.d.). The author states that establishing the plan provides a roadmap for team members to get from Point A to Point B, secures needed resources, and writes goals and objectives. The key to engaging stakeholders is to involve them early in the process and solicit their input and feedback before, during, and after the change. This creates a feeling of ownership of the change for stakeholders, which makes them want to sustain it. Implementing the plan enables team members to act while managing and monitoring the progress of the project to keep it on track (Butler, n.d.). The author writes that sustaining the results embeds the change into the culture of the organization and places individuals with the correct skill sets in charge of maintaining it. Butler (n.d.) explains that determining the critical success factors of sustainability is necessary to ensure the changes last.
What factors need to be considered to ensure the change is sustainable?
There are five critical success factors that result in successful change; a solid reason for the change, support of stakeholders, an effective and easy-to-understand implementation plan, established support structures, and credible and accessible leaders (Butler, n.d.). Individuals do not like change because they fear it, it interrupts their routines, or they do not understand it. The change leader must be able to explain the necessity of a change, how it benefits, and how it impacts stakeholders for them to accept it. Transparency and frequent communication will foster stakeholder support. An implementation plan must be clearly defined and easy to track for progress and results. Having sufficient resources such as team members with the right skill sets and knowledge to complete their tasks, proper technology for efficiency, streamlined business processes, proper motivation and support from leaders, and an organizational culture that welcomes change is crucial for the success of a project (Butler, n.d.). Finally, interested, and supportive leadership helps sustain the momentum of the team. Actively soliciting feedback from team members makes them feel like what they are doing matters to the leadership team. When all these factors are in place, change is easier to sustain.
Discuss the role the interdisciplinary team plays in creating sustainable change.
Braßler and Block (2017) discuss how interdisciplinary teams lend themselves to sustaining change because they share knowledge, skills, and experiences which provide an environment with a variety of resources that assist in overcoming obstacles, mitigating risks, and finding common ground. Sustaining change requires individuals who can remain flexible and evolve alongside changing needs of stakeholders. Using an interdisciplinary team creates sustainable change because the collaborative efforts of team members with a diverse set of backgrounds, skills, and knowledge allows a change to be solidly implemented with a long-term view of potential risks and how to avoid or respond to them.
Braßler, M., & Block, M. (2017, February). Interdisciplinary teamwork on sustainable development – The top ten strategies based on experience of student initiated projects. In W. L. Filho, U. M. Azeiteiro, F. Alves, & P. M. Hill (Eds.), Handbook of theory and practice of sustainable development in higher education (pp. 65-77). Springer International Publishing. https://doi.org/10.1007/978-3-319-47877-7_5
Butler, A. S. (n.d.) Sustainable change. Retrieved on July 18, 2023, from
Expert Solution Preview
Introduction:
Ensuring that change implemented is sustainable is crucial for organizations to continue benefiting from their efforts. In this response, we will discuss the factors that need to be considered to ensure sustainable change. Additionally, we will explore the role of interdisciplinary teams in creating sustainable change.
Answer to “What factors need to be considered to ensure the change is sustainable?”:
To ensure that change is sustainable, it is important to consider the following factors:
1. Solid Reason for Change: It is crucial to have a clear and compelling rationale for the change. Stakeholders need to understand why the change is necessary, how it benefits them, and how it aligns with the organization’s goals and values. A well-defined purpose will help gain acceptance and support for the change.
2. Stakeholder Support: Engaging and involving stakeholders throughout the change process is essential. Stakeholders should be given opportunities to provide input, ask questions, and share concerns. Transparent communication and frequent updates help build trust and rapport, ensuring sustained support for the change.
3. Effective Implementation Plan: A well-designed implementation plan provides a roadmap for executing the change. It should be easy to understand and track progress. Clear goals, objectives, and timelines help keep stakeholders focused and motivated. Additionally, having the necessary resources, such as skilled team members and appropriate technology, is vital for successful implementation.
4. Established Support Structures: Sustainable change requires adequate support structures within the organization. This includes having the right people in leadership positions who are credible and accessible. They should actively listen to feedback from team members and provide guidance and support. An organizational culture that embraces change and provides the necessary resources and motivation is also crucial.
5. Credible and Accessible Leaders: Leaders play a pivotal role in sustaining change. They should have the trust and confidence of the team and actively demonstrate commitment to the change. Leaders should effectively communicate the vision, provide guidance, and empower team members to contribute actively. By being accessible and responsive, leaders can address challenges and keep the momentum of the change effort.
Considering these factors will increase the likelihood of sustainable change by addressing the needs and concerns of stakeholders, providing clear direction and resources, and establishing effective support structures.
Answer to “Discuss the role the interdisciplinary team plays in creating sustainable change”:
Interdisciplinary teams play a vital role in creating sustainable change by leveraging the collective knowledge, skills, and experiences of team members from different disciplines. Here are some ways in which interdisciplinary teams contribute to sustainable change:
1. Knowledge Sharing: Interdisciplinary teams bring together diverse perspectives and expertise. Team members from different disciplines can share their unique knowledge, enabling a more comprehensive understanding of the problem or change initiative. This knowledge sharing fosters innovative and creative solutions, enhancing the sustainability of the change.
2. Overcoming Obstacles: Change initiatives often encounter obstacles and challenges along the way. Interdisciplinary teams are well-equipped to overcome these obstacles because they bring a variety of resources to the table. The diverse range of skills and experiences enables team members to collaborate effectively, find common ground, and identify strategies to mitigate risks and overcome obstacles, ensuring the sustainability of the change.
3. Long-Term Perspective: Interdisciplinary teams are often aware of the long-term implications and potential risks associated with the change. By considering a broad range of perspectives, interdisciplinary teams can better anticipate and plan for future challenges, ensuring that the change remains sustainable over time. This long-term view helps embed the change into the organizational culture and operations.
4. Flexibility and Adaptability: Interdisciplinary teams are inherently flexible and adaptable. Their diverse backgrounds and perspectives allow them to respond to changing needs and circumstances. This adaptability is crucial for sustaining change, as it enables teams to adjust their strategies and approaches as necessary.
In conclusion, interdisciplinary teams provide a valuable foundation for creating sustainable change. By sharing knowledge, overcoming obstacles, adopting a long-term perspective, and promoting flexibility, interdisciplinary teams enhance the likelihood of sustained success in change initiatives.
