Formally reply with one paragraph. Responses must be substantive and further the discussion by debating and advancing the key points of their posts.

Their post:

Cummings and Worley's model identifies five important actions for leading and managing change. The first action is motivating change, which means creating readiness and reducing resistance. This step makes a difference because without motivation, people may not see why change is needed, and movement could lose attention before it begins (Weiss, 2016, Ch. 3.2).

The second action is creating a vision. A vision provides direction by showing what the organization is trying to achieve and why it matters. When employees can picture the desired outcome, they are more likely to stay committed and work together toward the goal (Weiss, 2016, Ch. 3.2).

The third action is developing political support. This action is important because change often relies on the influence and resources of key stakeholders. Their support strengthens credibility and helps leaders overcome resistance that might otherwise block progress (Weiss, 2016, Ch. 3.2).

The fourth action is managing the transition. This involves organizing activities, building commitment, and setting up structures that guide the process. Without careful planning, the change can feel disorganized and discourage employees, while structured planning keeps the effort moving in the right direction (Weiss, 2016, Ch. 3.2).

The fifth action is sustaining momentum. Many organizations begin with excitement but struggle to maintain it. Sustaining momentum requires reinforcement, resources, and recognition of progress to keep people engaged and prevent them from returning to old habits (Weiss, 2016, Ch. 3.2). Awoke (2020) explains that lasting change depends on leaders keeping energy high and involving stakeholders throughout the process (p.65). Without steady engagement and leadership focus, even well-planned changes can fade before they become part of the culture.

In summary, this model provides a structured approach to implementing change by motivating people, offering vision, building support, managing the process, and sustaining progress. Each step plays a unique role, and together they make change more effective and increase the chance of achieving the intended goal.