what should be my reply to the below post $-$

The change management concept is that change will occur in an organization and lead to the end goal through a series of various phases $($Palmer et al$.,2022).$ For example, during the change management concept there are a few different change concepts that can be implemented based off of an organizations needs. Some change management concepts may follow Kotter's $8-$step change model or Lewin's change management model $($Palmer et al$.,2022).$ These two change management concepts are both effective models that can direct an organization through change. However, the main difference from a change management concept to contingency approach is that a change management concept is like following a recipe. The change management concept is like following a step by step guide to lead an organization through the change process $($Palmer et al$.,2022).$ The contingency approach is following the philosophy that there isn't a one$-$size fits all process to implement change within an organization $($Palmer et al$.,2022).$ The contingency approach is being aware that there are both internal and external factors that may have some influence on an organizations change process.

Drawing from this week$$s lecture and readings, provide a specific example for either the change management concept or the contingency approach.

One of the interesting change concepts that caught my attention was out of the Center for Creative Leadership article, and it is covering how when change occurs employees need to focus on how to transition $($Center for Creative Leadership, $2020).$ This transition guideline is more structured like a change management concept because it has a break down of different levels to lead through a transition of change.$$

Stage $1$: Accept the ending

Stage $2$: Live in the neutral zone

Stage $3$: Reach your new beginning $($Center for Creative Leadership, $2020).$

These three stages are easier to manage through an organizational change and be able to make that transition. Processes and leadership's way of operating is always evolving and creates an effect on employees that are forced to make changes with their role in an organization. The different stages of transition could be used as guidance to help organizations successfully transition and make the change process effective.

How might cultural barriers and communication constraints affect the change process?

Cultural barriers and communication could make a change process very difficult. If the messaging for why change is occurring is not properly relayed to employees then there will be an increase in resistance amongst employees. Some members within the organization may believe that the organization is already operating at a productive state. The increase in rapid change and transitions could create a lot of stressors within an organization and lead to a burnout state $($Center for Creative Leadership, $2020).$ If leaders can balance the human factor and business factor into a change initiative then they would be successful in fully getting the buy$-$in from all employees.