Please help me with the proper solution as per the insruction.

Due: March 12, 2022 Value: 10% Instructions Your planning document must include: 1. a discussion of the ADKAR change model 2. an action plan (work break down) aligned with a change model 3. stakeholder analysis 4. Success indicators Attached templates may guide you. Your plan should follow business report format and draw on external research and concepts covered in the course. Your plan should be between 4-5 pages. Rubric Planning - ADKAR Change Model Identifies and describes the change model; includes rationale for why the change model is compatible for this change 15 points Work Breakdown Structure WBS is detailed and time- sequenced; phases of the WBS align well with the phases of the ADKAR change model 15 points Stakeholder Analysis Stakeholder analysis identifies key stakeholders that are affected by or have the ability to affect change, and includes the position, motives, and influence of each stakeholder 15 points Success Indicators Describes how the change will be evaluated in terms of success and the relative importance of these indicators 10 points Stakeholder Analysis A stakeholder analysis is the identification of those individuals or groups who can affect the change or who are affected by the change. Included in this is the analysis of the power or influence, anticipated orientation towards change, and general profile (what's important) all key stakeholders. Stakeholder management is the explicit influencing of critical participants in the change process. It is the identification of the "entanglements in the organization, the formal and informal connections between people, structures, and systems. In conducting a stakeholder analysis, a change leader can start by asking the following questions: Who has the authority to say "yes" or "no" to the change? Which areas or departments or people will be impacted by the change? How are they likely to react, and who leads and has influence in those areas and departments? Note that the stakeholders relevant to a change do not always reside in the organization and can include customers, suppliers, communities, government bodies, and so on. Who has to change their behaviour or act differently for the change to be successful? This is a key question - the change ultimately rests on having these people (change recipients) doing things differently. Who has the potential to particularly ease the path to change, and who has the potential to be particularly disruptive? Understanding the positions of key players or stakeholders is essential if a change leader is to alter the forces that resist change and strengthen those that promote change. One can think about moving each stakeholder on a change continuum from an awareness of the issues to interest to a desire for action to taking action or supporting action on the change. Initial Awareness Change Proposal Interest in the Change Desire for Action Individual or department power, e.g., position, Innovators Laggards Supportive Disruptive er Analysis Taking Action Key Stakeholders Source of Power or Influence Orientation Towards Change (Anticipated) What's Important to this Individual or Group? 1 A B D E Title of Change Project Vision: Change Leader(s): Student Name and ID Communication Plan Audience Channel Task/Activity By Who By When Resources and Supports Needed Status Comments 0 1 2 AWN 3 4 5 6 7 8 8 9 6 EL