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Change Management For NVIDIA

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Sallar Hyder
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416 views3 pages

Change Management For NVIDIA

Uploaded by

Sallar Hyder
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Change Management for NVIDIA: Current and Recommended Frameworks

Introduction

Thanks to the GPU and AI technology, NVIDIA has been established as a significant player in the
industry, but this entity must adapt to the new market trends. Due to the steady expansion in the
continuum of change of AI and Machine learning accompanied by augmented competition, change
management requires thoughtful execution.

Current Change Management Framework

Currently, Change Management Model that is in practice in NVIDIA includes Lewin’s Change
Management Model and Kotter’s Eight-Step Model. These frameworks have enabled a progression and
revolution in the company, that adapts with the modern technology and customer type.

Lewin’s Change Management Model

Unfreezing: This is a good gesture by NVIDIA because they show that they know the need to adapt when
the dynamics change in the artificial intelligence and technology market.

Change: Insights in explaining New Techniques and Technologies to the people.

Refreezing: This means that instead of viewing change as something temporary that requires a special
effort, the change becomes embedded in the company culture and operation.

Kotter’s Eight-Step Model

1. Establish a sense of urgency: The idea behind NVIDIA’s strategy is the recognition of the need to
maintain competitive positions in developing and implementing artificial intelligence.

2. Create a guiding coalition: Cohesion and selection of leadership teams that are charged with the
responsibilities of heading various implementation agendas.

3. Develop a vision and strategy: The social media networks represent the Internet in this case and is the
area that requires technology map to be more distinct in order to chart the course of its evolution.
4. Communicate the change vision: Sharing the vision with all the key stakeholders in an organization to
ensure that they have bought into it out of their own volition.

5. Empower broad-based action: Eliminating barriers to innovation and innovation encouragement.

6. Generate short-term wins: I am happy that the writer defined and highlighted early milestones to show
momentum in achieving the stated goals.

7. Consolidate gains and produce more change: More than ever before, it is important to build on
successes to effectively drive further change.

8. Anchor new approaches in the culture: People that encounter changes within an organization are
usually the ones that are required to adopt the change.

Recommended Change Management Framework

These current frameworks have been useful and incorporating aspects of Kotter’s Eight-Step and Nadler
and Tushman’s Congruence Model with NVIDIA would benefit the company. The pandemic response
would necessarily have to be strategic and follow an integrated approach that aligns the strategy, work,
people, and culture.

Nadler and Tushman’s Congruence Model

1. Diagnose the Problem: Careful evaluation and the resulting observation of the various areas of misfit
in the organization in regard to work, people, structure, and culture.

2. Identify the Root Cause: Identify and list what are the core problems that require a change in status
quo.

3. Develop a Change Strategy: Overall, it is possible to define the following steps that will embrace all
the spheres of the organization’s activity:

4. Implement and Evaluate: Implement the change management strategy you have developed and
constantly evaluate its efficiency.

Managing Resistance to Change


Resistances to change are inevitable when seeking to implement a specific program. The following
strategies can help manage it:The following strategies can help manage it:

1. Effective Communication: Design an effective and compelling strategy for change management and
detailing the return on investment.

2. Involvement and Engagement: This is done by using selected subtopics as follows: Engage employees
in change process to ensure that they embrace change since change is inevitable.

3. Training and Support: Make sure to introduce old employees to new systems and procedures and
provide them with enough tools and knowledge for them to develop to work under new standard.

4. Addressing Concerns: Concerns need to be effectively communicated from the employees and dealt
with to reduce their fearsome nature.

5. Leadership Support: Seek support from the management so that the message is clear to show that the
change is important and needs to be driven through.

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