NOTES: The work of David Ulrich, Professor of Business Administration at the University of Michigan, was useful in analyzing the data. His change model, the Seven Pillars of Change, serves as a framework to assess large-scale change in organizations, to evaluate the causes of the identified problems, and to recommend solutions. The seven pillars of change include three areas that help an organization prepare for change. Leading change - senior management sponsorship Shared need - a shared reason to change Shaping a vision - clear, widely understood goals The middle step, which in some senses operates as a fulcrum : Mobilizing commitment - commitment from a strong network The remaining three areas help an organization ensure that change is effectively executed : Using levers for change - management practices which compliment and reinforce the change Monitoring process - making sure that the change progress is real Making it last - making sure once the change happens, that it endures.
![[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)