How did the reconfiguration of staff into self-directed team formats impact their group process and performance? How aware and involved were they (or not) regarding the vision and benefits of this new format? How committed were they to implementing this new format as a result? How did the failed change strategy impact the teams overall functioning and members satisfaction?

Discuss the lessons learned from the failed outcome of this case study. How can you use these valuable lessons in your ongoing professional development as a student employee, and training as a leader?

What does this case study illustrate about the importance of using change management tools (i.e. model, tactics, readiness assessment) to ensure success? How can you apply these tools to future change projects in your future workplace?

What strengths and challenges do you foresee and how will you address these?

Given that most senior management are not trained in specific organizational change models and processes (Lewis et al., 2012), what can leaders do differently to resolve this issue?