5-7 slides ( title and reference slides); Speaker notes of 200-250 words per slide in the notes section of the slides. Each slide should have 3-5 bullet points and each bullet point should have 5-7 words. The notes are a script for the presenter.

Now that the VP of HR has been briefed on the results of your focus group, she has asked you to work with Leroy to prepare a change management plan that could be used at Red Carpet. Leroy thinks it is important to use a set of steps from an established change model to guide the change process. He has recommended the OD Action Research Model, Appreciative Inquiry, and Kotter’s 8 Step Model as potential alternatives. But, the VP of HR wants to know all of the details, so Leroy has decided to partner with you to give a presentation to the VP of HR and make decision-making a collaborative effort. She is also concerned about the potential resistance to change at Red Carpet, so Leroy thinks it’s important to cover this in the presentation as well.

Review the Red Carpet scenario for this course and prepare a 5-7 slide PowerPoint presentation that describes your change management recommendations, including the following:

  • Describe the set of steps in the OD Action Research Model, Appreciative Inquiry, and Kotter’s Eight Step Model.
  • What are the pros and cons of each model? Which model should Red Carpet use for its change process and why?
  • Considering the organizational culture of Red Carpet, how will the organization overcome resistance to change? What kinds of communications might be needed?

Model Answer Should include The Following:

Theories of Change Management

    • Kotter
    • Action research
    • Appreciative inquiry

Communication Plan

    • Which stakeholders require communication? How, by whom, and when?
    • Ideally, the student will have a detailed communication plan, describing how to overcome resistance to change.

3 theories of change management


Overview: How it Helps With a Smooth Implementation



If the eight steps are followed, the risk of the change not achieving its goals is minimized.

It provides a checklist-type model of what to do and what to avoid; it is very specific and can be applied and understood at all levels of the organization.


It focuses on what is traditionally the biggest challenge of transformational change.

It is primarily focused on reducing resistance to change in an easy-to-understand three-step process.


It stresses the importance of all strategic issues being in sync.

Transformational change is made more difficult if different strategies of different functional areas are not in sync with each other.

Action Research

It reduces resistance to change because the stakeholders are deciding what problems to address, how, when, and so on.

It involves, in every facet of the change, the stakeholders who know the most about how to address the needed change.

Appreciative Inquiry

There is a general lessening of resistance to change because the focus on all discussions and planning is on “what do we already do well.”

It involves, in every facet of the change, the stakeholders who know the most about how to address the needed change.

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