Please read the below report first

Next pretend that you submitted the below report to the principal of ABC Security Services for review and comment.

Please actively solicit their thoughts on not only the document, but also on your total interactions with the principal. Get their feedback on how you did with your interactions, processes, the interviews, etc. Then compose a critical and AI focused reflection paper on your experiences. Please include in separate sections:

1. Your reflection on the whole experience of the assessment process,

2. What you have learned about leading change,

3. And the implications for your professional development. This should include what natural strengths you possess that have been apparent in this process, and what you will need to refine or improve on in the future.

Report

INTRODUCTION

This report focus on leading change in ABC Security Services LLC. The company is located in Washington State, and it is a new company that was established in 2020 but growing so fast to the point they keep getting more contracts in a short period of time. ABC have a team of security experts who are trained in various security disciplines, including physical security, cyber security, and intelligence gathering.

The change area that will be focused on in this report is employee training and development. This was identified as a potential change area based on the themes and trends identified in the interviews. The goal of this change is to ensure that employees are highly trained and motivated.

QUINN'S 7 AREAS OF LOGICAL INCREMENTALISM

There are seven areas of logical incrementalism that need to be considered when leading change in an organization. These seven areas are:

1. Vision

2. Strategy

3. Implementation

4. Evaluation

5. Reward

6. Communication

7. Leadership

KOTTER'S 8 STAGES OF CHANGE PLANNING

The eight stages of change planning are:

1. Establish a sense of urgency

2. the guiding coalition

3. Develop a vision and strategy

4. Communicate the change vision

5. Empower broad-based action

6. Generate short-term wins

7. Consolidate gains and produce more change

8. Institutionalize new approaches

The first four stages will be focused on in this report.

STAGE 1: ESTABLISH A SENSE OF URGENCY

The first step in leading change is to establish a sense of urgency. This can be done by communicating the need for change to employees and demonstrating the consequences of not changing.

The goal of this stage is to get employees on board with the need for change and to make a sense of urgency about the need to change.

STAGE 2: MAKE THE GUIDING COALITION

The second stage of leading change is to make the guiding coalition. This can be done by identifying individuals who are committed to the change and who have the ability to influence others.

The goal of this stage is to make a group of people who are committed to the change and who have the ability to influence others.

STAGE 3: DEVELOP A VISION AND STRATEGY

The third stage of leading change is to develop a vision and strategy. This can be done by articulating the desired future state and developing a plan to achieve it.

The goal of this stage is to develop a clear vision of the desired future state and a plan to achieve it.

STAGE 4: COMMUNICATE THE CHANGE VISION

The fourth stage of leading change is to communicate the change vision. This can be done by sharing the vision and strategy with employees and stakeholders and getting feedback.

The goal of this stage is to ensure that employees and stakeholders are aware of the vision and strategy and that they understand it.

TIMELINE

The following is a proposed timeline for implementing the changes:

Stage 1: Establish a sense of urgency - 3 months

Stage 2: make the guiding coalition - 6 months

Stage 3: Develop a vision and strategy - 9 months

Stage 4: Communicate the change vision - 12 months

CONCLUSION

Leading change can be a complex and daunting task. However, by following the steps outlined in this report, it is possible to successfully lead change in an organization.

The first step is to establish a sense of urgency by communicating the need for change to employees and demonstrating the consequences of not changing.

The second step is to make the guiding coalition by identifying individuals who are committed to the change and who have the ability to influence others.

The third step is to develop a vision and strategy by articulating the desired future state and developing a plan to achieve it.

The fourth step is to communicate the change vision by sharing the vision and strategy with employees and stakeholders and getting feedback.

By following these steps, it is possible to successfully lead change in an organization