Posted: May 28th, 2022

Share an example from your own experience about a change initiative that started off with great promise and then failed to achieve long-term adoption.

Place your order now for a similar assignment and have exceptional work written by our team of experts, At affordable rates

For This or a Similar Paper Click To Order Now

I need a response to my classmate below:
Share an example from your own experience about a change initiative that started off with great promise and then failed to achieve long-term adoption.
Several years ago, a change initiative involving our industry-experienced sales team to help educate newer employees with product and application knowledge was implemented to expedite individual and team development. What caused things to slip back to the old ways after the initial change was implemented? Was it unaddressed interdependencies, lack of training and support, lack of accountability, or something else?
The education initiative was aligned to meet our core values and principles for the continuous development of employees to provide local, industry, and technical expertise creating a solid value proposition and competitive advantage. After implementation, a guiding coalition was formed to discuss learning criteria, training frequency, venue, product representation from manufacturers and partners, post-training testing requirements, and other items to ensure a successful outcome.
The trainings were held on weeknights for an hour or two after work and were executed with a high level of sales participation and organizational support for the next few months. After the third month of training, the business volume began to pick up to the point where the training began to be postponed or canceled because of customer service priorities. The guiding coalition and trainers became focused on their individual priorities while also experiencing a diminishing level of active involvement, accountability, and feedback from our young learners (1). Eventually, the training ended and reverted to less effective training methods.
What could have been done better to consolidate gains and produce even more change?
There were no incentives offered to either the sales team or trainers to continue making the initiative a top priority with their customer service duties and responsibilities. The young staff members were incentivized to attend the training by offering overtime pay. However, a reward system unifying the investment and success with both parties should have been established with management and guiding coalition from the beginning.
The guiding coalition comprised our most experienced sales personnel and management, but failed to include trainee representatives to gain their valuable insights and perspectives to ensure a positive learning experience. Involving more of the right stakeholders also would have helped keep the trainings fresh and relevant to challenge the status quo (2).
The initiative’s intent on being continuous should have been communicated better by management. Instead of designing the training to occur during our business’s “slower” periods to avoid customer service conflict, more planning and discussions involving all stakeholders should have been had to establish a better time (i.e., a Saturday morning or a Friday afternoon) to avoid disruptions and distractions.
Ryan
1. JWI 555. Week 8. Lecture Notes.
2. JWI 555. Week 8. EoP Video. Welch: Create a Rhythm of Change

For This or a Similar Paper Click To Order Now