Preliminary Project Frameworks
DB FPX 8620 Assessment 4 Godfrey (2019) clarifies that a research project framework provides the underlying model or structure to enable collective research work. A research project framework helps to identify different situations and modify approaches and methods appropriately. The project framework is explanatory; it ought never to clarify any idea that could influence an outcome. The project framework could be useful to allow a business to break a problem and close the practice gap.
Methodology Framework
After Dew (2007), the methodology framework outlines principles for research approaches which are different from data-gathering methods. Methodology determines the method through which researchers can fabricate data for analysis. According to McMeekin et al. (2020), benefits of using methodological frameworks are more recognizable, but no universal definition can be found of a methodological framework. It would not be the best methodology to use since, up until now, no published guideline of how to prepare one has yet been found.
Image Credit: A Preliminary Analysis Modeling of the Relationship between Quality Management Practices and Sustainable Performance (2020)
Conceptual Framework
Farhat (2022) further adds that the conceptual framework is comprised of a central purpose and central concepts. This framework is applicable to the project of how leaders lead the change that comes with digital transformation and the changes that stakeholders must embrace in order to maintain business operations running in a digital marketplace successfully. The conceptual framework revolves around three guiding constructs: inquiry, action, and advocacy. The benefit of a conceptual framework is that it should be easier to release artifacts that constitute a coherent set of rules and standards. The problem exists, and thus the conceptual framework will facilitate the problem being solved within the required time frame.
Conceptual Framework Image Example: Image Credit: Southeastern University. Conceptual Framework. Southeastern University
Theoretical Framework
Grant and Osanloo (2014) define the theoretical framework as the foundation upon which all knowledge is metaphorically and literally built for a research study. Theoretical framework is the rationale and structure of support for the study of problem statement, purpose, significance, and the research question. It relates to the project of how change is embraced by leaders with digital transformation and transformations that must be embraced by stakeholders in order to do business well in a digital economy. A theoretical framework is a literature review base or anchor group as well as analysis tool. Essentially, a theoretical framework is derived from a specified theory. Since this framework is taken from a specified theory, this is not the optimal framework for the proposed project.
Theoretical framework answers the following questions:
• What do we think or feel about the phenomenon being investigated?
• Do we wish to explain, describe, interpret, criticize, support, or read?
• What would be the result of doing so?
Theoretical Framework Example Image Credit: A. (2022, February 4). Examples of Theoretical Framework in Qualitative Research. Tutorsploit. Tutorsploit
Selected Framework
The most appropriate framework for the planned project is the conceptual framework. This framework corresponds to the project of how the change pertaining to digital transformation is implemented by the leaders and what changes stakeholders should embrace to continue business operations within a digital marketplace effectively. Conceptual framework focuses its focus on three guide constructs that involve inquiry, action, and advocacy. Having a conceptual framework is the benefit that it will become easier to pass a set of standards and rules. The conceptual framework will have a quick solution for the practical issue.
Three Potential Frameworks
Effective Change Management Framework
Image Credit: Wudaru, S. R. (2020, September 20). Change Management Framework – The PHD Diaries. Medium. Medium
Key Concepts:
This framework is based on five concepts. Concept 1 is balance of change; why is the company altering? The second concept is leverage, and it speaks about what must change. The third concept is pace and process, and it speaks about where the energy to transform originates. The fourth concept is communication, and this is the way one is speaking about the strategy. The fifth concept is leadership, and this is whom must drive the change.
Framework Alignment:
DB FPX 8620 Assessment 4 The general business problem in the proposed project is that leaders are not properly trained to manage resistance to change, and hence employees are not properly guided and managed through operational changes. The practice gap is that leadership lacks the knowledge of how to manage affected employees appropriately. This model directly supports the project in question because each of the concepts needs to address the problem of leaders not knowing how to manage change. With this concept, it will assist provide practical solutions and materials to assist leaders in managing change, particularly in managing each of the concepts within the framework.
Cavendish Wood Change Management Framework
Image Credit: Whitehurst, M. (2020, March 16). Change Management Process & Frameworks For Driving Real Value From Digital Investments. Cavendish Wood. Cavendish Wood
Key Concepts:
This framework is based on six ideas. The first idea is to know what must be changed. The second idea is to determine how the change will occur. The third idea is to ready the organization for change. The fourth idea is to tell the change. The fifth idea is to make the change. The sixth idea is to review the change.
Framework Alignment:
In the proposed project, the general business problem is that the leaders are not well trained to deal with resistance to change, hence the employees are not well directed and processed through change in operations. The practice shortfall is that leadership is unaware of how to deal with employees impacted by change in a proper manner. This framework comes squarely in line with the project aim because each of the ideas must address the challenge of leaders being unaware of the way to manage change. This idea will provide potential solutions and tools that can assist leaders with managing change, especially addressing every one of the concepts within the framework. This model is indeed very close to the Effective Change Management Framework except that it has an assessment.
Prosci ADKAR Framework
Image Credit: Mullen, C. (2020, August 13). A 5-Step Framework for Managing Organizational Change. The Workforce Institute at UKG. The Workforce Institute
Key Concept:
This model has five concepts. The first one is awareness, and for that, the company needs to acknowledge that change is necessary. The second concept is wishing to participate in and support the change. The third one is understanding what is changing. The fourth one is being capable of doing required skills and behaviors. The last one is reinforcement to sustain the change.
Framework Alignment:
In the proposed project, the problem of business at large is that leaders are poorly equipped to deal with resistance to change, and therefore employees are poorly guided and directed through operational alterations. The gap in practice is that leadership is not knowledgeable regarding how to deal with change-affected employees. This concept relates exactly to the project to be proposed because all these ideas have to handle the issue of the lack of understanding of how leaders can manage change. It will help with using this concept provide plausible answers and tools in terms of handling every aspect in this framework of the concepts. This model is also very comparable to the Effective Change Management and the Cavendish Wood Change Management Models but integrates the company’s desire to address the “why” through change.
Selected Framework
The Prosci ADKAR Framework is the most appropriate for the recommended project. The framework has the ideas that can close the gap and offer solutions to leaders having no idea how to manage resistance to change. This model is better since all stakeholders must have the want for change. The concepts of knowledge tag all the changes and inform all stakeholders on the process. Lastly, it has the idea of reinforcement. Through reinforcement, the things that are doing well and the things we must do differently will be identified so that the organization can reinforce the change process and look for indicators of success.
Preliminary Project Plan
Technique 1: Qualitative exploration of the attitudes, perceptions, or motivations of leaders in terms of handling resistance to change.
Alternative Technique: Another possible alternative technique for this project is the critical path method. Slate (2022) defines the critical path method as an algorithm that is utilized for the resource utilization of a project set of activities in terms of scheduling. Critical Path Method will enumerate all the work required to complete the project, the relationship between the jobs, and how long each step will take to get done. Such a project tool would be appropriate for this proposed project and allow the researcher to completely respond to the project question and would be backed by action in this method that cannot get done until another is done
Reflection on Project Alignment
In an attempt to find possible organizations that match the intended project, the following keywords were used: “research organizations for leading digital transformation.” The Institute for Management Development was the first organization found. IMD’s Global research center was established in 2015 and is the global leader in best practice research on digital transformation (IMD, 2022). IMD is directly aligned with the proposed project because it offers resources directly related to digital transformation. The second organization identified is the Center for Leadership (CCL). CCL is an ideal partner to align with the proposed project because they specifically focus on leadership individually, within a team, and in an organization’s development.
The final organization identified was Gartner. Gartner is a global research and advisory firm supplying research solutions striving for actionable, objective insight to executives and groups. Gartner would be the ideal partner to the proposed project as they boast over 40 years of intense proprietary research experience, expert consultancy, tools, and peer communities (Gartner, 2022). The Institute for Management Development, Center for Leadership, and Gartner would be the most suitable organizations to help with the proposed project because all three organizations offer research, tools, and resources specifically addressing leadership development and digital transformation.
Institute for Management Development, Center for Leadership, and Gartner would be best organizations to aid the above-stated project because each one of the three organizations provides research, tools, and resources immediately linked to digital transformation and leadership development.
Organization Agenda Relevant Alignment
Institute for Management Development:
A self-sustaining academic hub. Faculty and research groups author articles, case studies, books, and reports on a range of topics like digital transformation. The Global Center for Digital Business Transformation provides fresh insights and evidence-based advice to help organizations succeed with their digital transformation initiatives. Firm focus on management and contemporary practices. Cooperative frameworks with industry leaders with a focus on innovation and new growth (IRI, 2022).
Center for Leadership:
CCL’s mission is to advance greater understanding, better practice, and improved development of leadership in the service of society worldwide. Leadership with positive digital transformative intent. CCL’s methods are research grounded. Leadership solutions for individuals, teams, and organizations (CCL, 2022).
Gartner:
Gartner, Inc is an Stamford, Connecticut-headquartered technology research and consulting firm that studies technology and shares the studies both through private consulting and executive programs and conferences (Gartner, 2022). Proprietary research methodologies. International team of more than 200 research and advisory professionals. Peer networks, training, and development in leadership areas (Gartner, 2022).
Revised: Introduction
Kraus et al. (2021) state that globalization has put increasing pressure on firms to change. A portion of this change includes adjustments in the traditional business models. Businesses must integrate digital transformation into business strategy to thrive in competitive environments and markets. Digital transformation requires adjusting the business model. Most importantly, digital transformation demands adopting change from the key internal stakeholders so that the digital strategy can work effectively and efficiently. Beer et al. (2016) argue that without proper training on resisting change, learning a new task does not lead to enhanced overall performance because people will fall back on their old way of doing things in due time. This project aims at identifying how leaders carry out the change involved in digital transformation and shifts stakeholders must embrace in order to successfully maintain business operations in a digital economy.
Problem of Practice
This study is essential to the advancement of digital transformation for leadership that is faced with resistance to change. This project aims to address resistance to change and how leadership can overcome these challenges to implement and implement a digital strategy successfully. Problem of Practice In Expert Panel research, Forbes Coaches Council (2019), if a business finds out that its leaders no longer control their people, there is a gap.
The general business problem is that leaders are not properly equipped to handle resistance to change, and consequently, employees are not properly directed and guided through changes in operations.
The result of this resistance to change can result in loss of production and revenue for the company. The particular business issue is that leaders do not have the essential training to manage resistance to change from employees, which results in lost productivity and high staff turnover. Roll-out of change is one of the biggest challenges organizations have to contend with, as noted by Rehman et al. (2021). Without training, leaders will not be able to penetrate the resistance to change from employees who are resistant to doing something new. Viki (2018) gives the human barriers to digital change as an inclination for humans not to do anything or remain the same in terms of what comes with the new ground offered by digital strategy.
Gap in Practice
Skepticism is another human barrier that may increase resistance to change. The cynicism is driven by the belief that the change cannot occur and will not succeed. Given current global events, digital transformation was a new abrupt change required by businesses to remain competitive. Instant resistance from employees followed the change. Employees were forced to abandon their conventional way of working and switch to digital transformation quickly.
The Desired State
The envisioned solution is that the leadership will be adequately trained to lead the employee journey through periods of transformation. Lundy (2013) found that an inspiring leadership style, developed through training, effectively minimizes resistance to change.
Purpose of the Project and Project Question
The aim of this project is to better understand the challenges of leadership when there is resistance to digital innovation. It also aims to investigate the training leaders receive before they are able to bring about change in an attempt to overcome internal resistance. The subject of leadership challenges and resistance to change is broad. This project will produce a qualitative research study on leadership challenges, training, and resistance to change in the workplace.
Qualitative Inquiry
The purpose of this qualitative research project is to explore leaders’ perceptions regarding new strategies and approaches to dealing with resistance to change in the workplace.
Project Questions
• What are leaders’ perceptions regarding their methods of learning new leadership approaches?
• What are leaders’ perceptions regarding approaches that have succeeded in overcoming resistance to change?
• What are leaders’ perceptions regarding approaches that have failed to overcome resistance to change?
Preliminary Terms and Definitions
• Digital Transformation: A fundamental change in the way a company delivers value to its customers (Boulton, 2021).
• Digital Innovation: Capitalizing on digital technologies and digitalized applications to enhance a firm’s employee performance, customer satisfaction, and launching products and services that depart from the traditional business model (Erdem, 2021).
• Digital Strategy: Deployment of digital technologies to business models to create new, differentiation business capabilities (Reyes, 2020).
Why This Project Is Needed
Yukl (2008) created that different leadership behaviors, management programs, structural forms, and external initiatives determine the performance of determinants that leaders can influence to manage and steer organizational effectiveness. The project is vital in facilitating organizations to understand how leaders lead change and fill the gap where leaders lack skills in leading change. The leadership practice gap, where leaders are inadequately prepared to support employees in digital transformation, can negatively affect business processes. Rehman et al. (2021) suggested that future research needs to investigate how dimensions affect resistance to change so that a robust framework in the antecedents and outcomes of change management is established.
The open-ended project questions are as follows: This qualitative research project seeks to examine the issues leaders encounter when implementing change in the workplace. What training have you undergone on how to effectively manage resistance to change? Answering these questions will help businesses gain a better understanding of the challenges leaders face when change is introduced into traditional business models. The result of the study will give insights into the pros and cons of training leaders to handle resistance to change and present a checklist or roadmap for other companies to avoid pitfalls due to inadequate training.
Author Note – Reflection on Alignment
The general problem of implementing a digital strategy is resistive to change. The practice gap is that leadership has not been properly trained to guide employees through digital transformation. Implications of the study will be applicable to all business functions where leadership manages projects and priorities. The issue, practice gap, purpose, and project questions all come together to fulfill the purpose of assisting leaders in resolving resistance to change in the workplace. The connection between the issue of inadequate training for overcoming resistance to change and the practice gap of organizational leaders not being able to utilize digital transformation strategies effectively is crucial. Identifying these areas will guide future leaders of the impact of poor training and bridge the practice gap
Qualitative Project Inquiry
References
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Beer, M., Finnström, M., & Schrader, D. (2016, September 9). Why leadership training fails—and what to do about it. Harvard Business Review.https://hbr.org/2016/10/why-leadership-training-fails-and-what-to-do-about-it
Boulton, C. (2021, June 24). What is digital transformation? A necessary disruption. CIO.https://www.cio.com/article/230425/what-is-digital-transformation-a-necessary-disruption.html
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DB FPX 8620 Assessment 4 Business Project Idea: Developing a Business Study
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DB FPX 8620 Assessment 4 Business Project Idea: Developing a Business Study
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DB FPX 8620 Assessment 4 Business Project Idea: Developing a Business Study
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