Specifically, you must address the following critical elements:

Analysis and Diagnosis

A$.$ Identify the problem in need of addressing and describe which forces are driving the change effort.

B$.$ Establish how the problem arose and determine the current impact of the problem.

C$.$ Identify the specific organizational needs driving the change and explain each.

D$.$ Identify specific variables, conditions, issues, and individuals that will impact the change effort negatively and describe how these should be handled prior to planning the change effort.

E$.$ Identify underlying causes of the problem and determine how these causes should be addressed.

F$.$ Identify the gap between the current situation and the targeted outcomeyand establish what needs to occur to build a process to address the gap.

II$.$ Developing a Change Plan Using Kotter's Model for Implementing Organizational Change

A$.$ Create Urgency

i$.$ Describe a plan to create urgency within the organization and convince stakeholders that this change needs to take place.

ii$.$ Identify current processes for implementing change and describe how processes will need to be updated for the proposed change

iii. Describe a strategy to gain support from employees and describe how the strategy will be effective

B$.$ Build a Guiding Coalition

i$.$ Identify who should be involved in the guiding coalition and provide a rationale for each choice. Kotter likes $50\%$ leaders and $50\%$ managers with experience. Others prefer the composition to be $33\%$ leaders, $33\%$ managers, and $33\%$ informal leaders. You can assemble the guiding coalition as you see fit.