The first step in developing an organizational change management plan for your action research project, should be to identify where most change management plans fail. Using study materials and your own research, identify the top reasons why management plans fail and discuss what steps you can take to manage organizational change successfully based on organizational culture and the solution you are trying to implement. In response to peers, provide feedback on steps taken to implement organizational change successfully.

Response: Hi Class, in my opinion some key reasons management plans fail include unclear vision and communication. When leaders do not clearly explain the purpose and advantages of the change, it creates confusion and pushback from employees. If workers do not see the need for change, they are less likely to participate. Weak leadership is another issue. Leaders must actively support and guide the change process. If they do not inspire or direct their teams, it can result in poor implementation and low motivation. Additionally, employees may resist change due to fear of the unknown, distrust in management, or worries about how the change will impact their jobs. This resistance can worsen if there is a lack of involvement or inadequate training.

To successfully manage organizational change, especially in addressing the shortage of cybersecurity analysts, upgrading outdated servers, and applying security patches, I would encourage the company to follow these steps:

1. Establish a clear vision and communicate effectively: Management should clearly outline the goals of addressing the cybersecurity shortage and upgrading servers. Highlight the importance of improved security, business continuity, and data protection. Open communication about the process, timeline, and benefits is essential to gain support from employees and stakeholders.

2. Ensure solution alignment: Regular updates through team meetings, emails, and presentations will help all departments understand the importance of cybersecurity and its role in the organization's success.

3. Involve leadership and stakeholders: Leaders should actively participate in change initiatives and encourage others to do the same. Gathering input from stakeholders in IT and other relevant areas is crucial for broad support. Involving IT managers, decision-makers, and HR in recruitment, training programs, and server upgrades is important. Leaders must visibly support these efforts to show their commitment to enhancing IT security.

4. Address resistance through training and engagement: Train IT staff and relevant personnel on new technologies and cybersecurity protocols. Engage employees by explaining how these upgrades will simplify their work and lower security risks.

Does the response answer the question if so how if not how can it be made better.