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ABSTRACT
When there is a need for change an organization is more effective and successful when it is properly managed. Our study specifies the top five tools to manage organizational change based on “Five levers of organizational change management” by Prosci (1996-2011), Inc. “The discipline of change management has a set of tools that support the "people side" of change - regardless of the change that is being introduced.” The five tools are: communication, sponsor plan, coaching plan, training plan, and resistance management plan. In our competitive global economy, we can embrace change by enhancing organizational members’ performance and productivity by implementing these tools.

OUTLINE I. Title Page

II. Abstract

III. Outline

IV. Introduction Statement

V. Communication a. Raise Awareness About Change b. Social Judgment Skills c. Communication and Organizational Frames

VI. Sponsorship a. Stability b. Vision c. Influence

VII. Coaching a. Components of a Coaching Plan b. Mentoring c. Group coaching

VIII. Training a. Components of a Training Plan b. Training Method

IX. Resistance a. Expecting Resistance b. Root of Resistance

X. Closing Statement

XI. Bibliography page

XII. Discussion Questions

Organizational change is all around us. From a wide range of small companies to Fortune 500 companies, evolution is ever changing. The economy, technological advances, or monetary restrictions are all contributors for companies to facilitate change. Whatever the reason may be, Prosci (1996-2011) believes organizational change management is support for the “people side of change.

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