Virtual Change Management

Chen, D., & Hix, J. (2022). Embracing changes: Virtual change management and leadership training implications. Journal of Behavioral and Applied Management, 22(1), 87-107. https://www.proquest.com/scholarly-journals/embracing-changes-virtual-change-management/docview/2721752536/se-2

The study conducted by Chen and Hix (2022) explores the implications of virtual change management and leadership training, particularly in the context of the changes brought about by the COVID-19 pandemic. Here are the key findings and implications from their research:

1. Change Management Framework: The study draws on a comprehensive framework for change management, encompassing four perspectives: structural, political, human resources, and symbolic. This framework provides a holistic view of change initiatives, considering both internal and external factors influencing organizational change.

2. Training Structure and Focus: The virtual training program emphasizes structural and human resource perspectives, highlighting the importance of HR management in recruiting, retaining, and developing talent to drive behavioral changes and increase productivity within organizations.

3. Agility and Change Management: The research underscores the relationship between change management and organizational agility, emphasizing the importance of proactive measures to manage change in volatile markets. It identifies key management methodologies that enable organizations to become more agile and responsive to change.

4. Successful Change Initiatives: The study identifies eight steps for successful large change efforts, emphasizing the importance of creating urgency, building a guiding team, communicating the vision, empowering employees, and celebrating short-term wins. It highlights the correlation between successful outcomes and factors such as project duration, capabilities of project teams, and commitment from senior executives and staff.

5. Change Management Strategies and Processes: The research identifies various change management strategies and processes, emphasizing the need for structured planning, effective communication, and employee empowerment. It outlines five change communication methodologies and emphasizes the importance of involving employees in the change process to foster ownership and commitment.

6. Making Change Stick: The study emphasizes the importance of continuous improvement processes to make change management part of the organizational culture. It underscores the need for ongoing research and equipping managers with tools and strategies to reinforce change initiatives and cultivate a culture of change within the organization.

7. Training Effectiveness: The study evaluates the effectiveness of virtual change management and leadership training through a pre-assessment and post-assessment process. It finds a statistically significant difference in change management strategies among participants following the training, indicating that attendees were more willing to apply various methods to bring about change in the workplace.

Overall, the study provides empirical evidence supporting the effectiveness of virtual change management and leadership training in preparing managers to lead organizational change initiatives successfully. It underscores the importance of a comprehensive change management framework, proactive strategies for managing change, and ongoing efforts to embed change management practices within organizational culture.