The first step in developing an organizational change management plan for your action research project, should be to identify where most change management plans fail. Using study materials and your own research, identify the top reasons why management plans fail and discuss what steps you can take to manage organizational change successfully based on organizational culture and the solution you are trying to implement. In response to peers, provide feedback on steps taken to implement organizational change successfully.

Response: Change management plans fail because the organization is resistant to change and don't know how to conduct the process of change. Change for everyone is inevitable and business is just the same. To survive and thrive businesses need to embrace change and everything that comes along with it, including failure.

Reasons why change efforts fail-

Inadequate planning- not having a well-designed plan and strategy and try to identify all conditions for failure Miscommunication- A plan for communication needs to be developed and all involved in the change must be brought into the fold. When those involved have all the information they are more apt to be on board and feel confident about it. Lack of alignment in change management- If everyone is aligned around goals, they are more likely to be aligned in effectively building a change management plan (SoftExpert, 2022). Lack of resources- If there is not enough, the right kind, or being supplied change will be unsuccessful. The change must be tested and adjusted and having enough resources to do that make the change difficult. Inadequate support from leadership- Leaders need to be consistently supporting the team as the process is changing and those leaders should also be keeping the stakeholders up to date, especially with the benefits from the process and also hear their concerns. Underestimating the scope of implementation- Part of developing a successful change management program is understanding this scope and timeline for implementation and effectively communicating it (SoftExpert, 2022). Neglected stakeholders- Always keep the stakeholders in the loop with any problems or changes, as their contribution is critical to change management being successful. Cultural misalignment- Make sure the change that is being implemented aligns with the culture characteristics of the organization. Active resistance- This is when organizations fall into the thinking of "we have always done it like this" type of mentality. Trying to overcome peoples resistance to change is difficult. Turn resistance into plans for action and specific objections into goals for building support for change (SoftExpert, 2022). Lack of tools- Applying new digital tools can make change more significant and lasting for those experiencing it and for those implementing it, leading to the transparency, collaboration and communication that are essential to success ( SoftExpert, 2022). Failure to provide grounds for organizational culture change- Once the change is implemented it must be shown to the employees and stakeholders that this effort is having the desired effect. Being able to highlight the progression of the change and celebrate the accomplishments and the efforts put in to keep it fresh in employees and other stakeholders minds.

Steps to take to be successful in organizational change-

There must be leadership alignment where the leaders are all on board with the change and they show full support. In their communication with the stakeholders such as employees and other staff the importance of change should be communicated, model the behaviors that are desired, and last but not least make sure middle management is fully engaged and on board to help drive change. Make sure employees are involved in the change process and the decision making by wanting their input and ideas. You want to foster a sense of responsibility and ownership towards the change. Transparent communication must be had. The why behind the change should be communicated clearly and the benefits of the change. Consistent messaging from leaders and opportunities for employees to provide feedback will foster understanding and engagement, thus reducing resistance (Maslia, 2023).

Does the response answer the question if so how if it doesn't how can it be made better.