Need help in rewriting this in my own words please

Change Management Model for the U.S. Branch

Looking at the benefits and description of what the three change management models

seek to accomplish to be successful in the change process, and taking into consideration the

issues that need to be addressed, the best change management model for the U.S. branch is the

ADKAR model because it is a goal-oriented model.

The ADKAR model emphasizes how leaders can help employees understand, interact

with, and carry out the changes. With the model centered on achieving goals, it is easier for

leaders to take it and adapt it to the company structure and culture. In addition, the ADKAR

model is more people-focused and, therefore, will make the employees feel that leadership and

the organization care about them.

The Employee Engagement survey and the Leaders' Self-Evaluations highlight some

problem areas that I believe the ADKAR model would effectively resolve. The branch team

members are frustrated. They feel their efforts are not recognized, no training for assigned duties and communication issues between the Singaporean headquarters and the U.S. branch result in

low employee morale. Employees at both the call center and the sales and marketing divisions

are disengaged and emotionally drained. Leadership's abilities are inadequate and ineffective,

which contribute to the employees' readiness for change. Using the ADKAR model would be

good to address those issues.

The model starts by addressing communication. It shows leadership how to open a line

of communication with employees, allowing for the appeal to the emotional and logical side of

the employee by telling the employees what they need to know about the changes and how the

change will impact their current position. The model gives the leader the tools needed to assess

the abilities of the employees to perform their duties and provide training where needed.

Creating incentives and rewards for employees will show employees that the organization cares

about them. The ADKAR model focusing on individual changes, clear goals, a simple

framework, and consistent communication amongst change managers, leaders and employees

give the organization and leadership the ability to address the concerns and opinions of each

team member, bringing all to a shared understanding of the change needed.

With an increase in the communication level and focus on the goals for the U.S branch,

understanding the need for change will help the employees' readiness for change.