Proposing a New Model for Organizational Change Management

Abstract

To remain competitive and relevant it is necessary for organizations to undergo constant change, yet two-thirds of all organizational change initiatives fail. This paper proposes the novel application of an Adult Mentoring Model which has been revised and extended to address this issue. The Adult Mentoring Model aims to create an environment that is both challenging and supportive for the effective mentoring of an individual. This paper proposes to extend this model by introducing a number of strategically aligned components that can deliver organizational change. The challenges are provided by the following four linked hierarchically-applied components: the case for change; key performance indicators and targets; data collection and reporting; and performance management and governance. To balance these challenges the following four components provide support during change: business process redesign; knowledge management; training and development; and reward and recognition. Maintaining a balance between sufficient support and adequate challenge provides a valuable structural framework for implementing organizational change. This paper's revised mentoring model potentially provides a more practical and flexible solution to deliver successful change.