(Solution) 5CO01 explain how Artiron Motors can manage its transition towards carbon net zero. (AC 2.3)
Solution
For ensuring a successful implementation of the carbon net zero, Kotter’s 8- Step Change can be embraced (Laig & Abocejo, 2021). The different stages of this model are as illustrated in the following;
8 Step Change Model
Source: Laig and Abocejo (2021)
Creating a sense of urgency– This first phase includes detailing on the rationale for the change in the organisation. Considering carbon net zero, the need to cut costs and ensure accommodation of clean environment and managing the degradation of environment resources managed.
Build a guiding coalition– After validating the necessity for change process, a Artiron Motors team of experts is brought together to guide the process implementation. According to CIPD (2024e), they are actively engaged in championing the change process in the different departments for carbon net zero. A case example is involving people practice professionals and IT teams in facilitating the carbon net zero and experts of the process.
Vision development– This stage includes elaborately identifying what is expected and sustainable strengths for implementing carbon net zero strategy. In implementing the carbon net zero, a relevant policy framework would be initiated for improving flexibility while enhancing performance and engagement increase.
Communication of vision– There is a necessity of elaborately detailing on gains accrued from carbon net zero. This is by embrace of different modern communication platforms including team meetings, town hall engagements and emailing. The leadership teams would end up addressing issues in an open manner, reinforced messaging for change individually and entity context.
Employees Empowerment– Hindrances of change implementation including carbon net zero lack of support systems need to be put into account. By granting capacity development and embrace of collaboration strategies means that staff needs are met for the transitioning to the hybrid working strategy. As identified in CIPD (2024e), this is systems created to give feedback of the success of the hybrid working including survey groups.
Short-Term Wins established– As carbon net zero progress, there could be initial gains manifested. These entail initial collaboration increase and successful seamless communication amongst the different teams involved.
Consolidation of achievements and change process– The short-term wins of the carbon net zero are fully integrated to be part of the organisation progress and success. The change process is reviewed regularly, policy adjustment made, and feedback obtained for ensuring the change process is made in long-term.
Change anchored on organisation culture– Finaly, the embrace of carbon net zero is successfully integrated to be part of the organisation culture. A reinforcement of the carbon net zero is made with teams adapting to the change process. Any performance metrics is reinforced successfully with the leaders and managers being committed to its implementation.
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