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SM

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From Mavis’s experience several potential areas for improvement can be identified. It is necessary to have a desired aim in what is to be achieved by the change and the process to implement, stakeholders involved in the change also need to be identified.
Managing change: identifying relevant stakeholders and involving them in the change process is key to implementing the change. Each different stakeholder may have different opinions/ ideas about a potential change and the relevance of that change to them as individuals.
Identification of driving forces of a change and the benefits it may have to stakeholders. However, the process may also identify restraining forces for stakeholders. A balance of these forces is required to drive a change. This process will also assist in leading the team as it will help to identify where particular stakeholders fall in terms of their ability/ willingness to conduct the change and how they will be affected by it. Individual attitudes to a proposed change could be a barrier to change, for example a high number of people who oppose the change may not be willing to engage with the idea or be open to changes in order to improve. If all involved were well informed of the positives of a change then they may be more likely to help develop it in practice.