Just need a response for the 2 separate post below

Post 1

As the point person for a change initiative within my department/division, I would need to address several barriers to facilitate a successful change process (Quest, 2012). These barriers include resistance to change, lack of awareness or understanding, inadequate resources or infrastructure, organizational culture and structure, and lack of accountability and measurement.

To overcome resistance to change, I would communicate the need for change clearly and emphasize its benefits (Quest, 2012). I would involve employees by seeking their input, addressing their concerns, and providing training and support to help them adapt. For addressing lack of awareness or understanding, I would develop a comprehensive communication plan, provide clear information about the change, and proactively address any misconceptions.

To tackle inadequate resources or infrastructure, I would conduct a thorough assessment of the required resources, develop a plan to secure them, and ensure that the necessary infrastructure and technology are in place. Addressing organizational culture and structure would involve fostering a culture of openness, collaboration, and innovation, identifying and addressing any barriers, and engaging key stakeholders to support the change.

To ensure accountability and success, I would establish clear goals and objectives, along with key performance indicators, assign specific responsibilities, and regularly review and evaluate the implementation of the change initiative.

Post 2

I am often the point person in my department to beta test various technological changes my company wants to implement. Providing input on how these tools could be used more efficiently is of great interest to me. Although sometimes what they want to implement does not fit our needs or is just downright not helpful and causes unnecessary work. People in my department do not want to stray too far from what they know because that is the way we have always done it, or if its not broken, then why fix it. People are hesitant to change for many reasons, but most of what I have experienced is because they fear what they do not know.

As the point person for my department, there are specific barriers, such as individual resistance, lack of direction, and lack of communication, that must be addressed for the change to be effective. There are many reasons why someone is resistant to change, especially regarding technology. These changes can affect their everyday work habits and mean more work during the transition phase. Some fear that not being 100% knowledgeable about using the new tools will make them look ignorant among their peers. Providing the end users with clear communication on why these changes are being made and having a clear direction for all the implementation steps will alleviate some of the resistance. I have always found it more manageable, especially in larger organizations, to do what they call to train the trainer. This methodology allows for more one-on-one training, which helps communicate some of the pain points they are experiencing that can come with change.