Planned vs Unplanned Change: Analysing Elon Musk's Takeover of Twitter Using Lewins Model MGT6032

Understanding the difference between planned and unplanned change and justifying why THIS IS NOT A RECOMMENDATION, DISCUSS WHAT ACTUALLY HAPPNED WHEN ELON MUSK TOOK OVER (FOR EXAMPLE, RESEARCH HOW HE DID END UP APPLYING KURT LEWIN , AND HOW ELON MUSK APPLIED PLANNED APPROACH TO CHANGE MANAGEMENT )

Examples of planned change

• project management
• strategic Management
• change management
• go thru the notes and understand other criteria for planned verses unplanned change
• If you suggest that the change being carried out is planned approach to change management, then suggest that the company is planning for a grey rhino event ( increased competition in the social media space, increased customer demands for less censorshipetc)
• what was Elon Musks Grey rhino event that he was planning for ?

• Competition from META?
• Complacency/poor work ethics of the staff?
• more free speech
• wanted to make it an everything app
• loosened content moderation policies

• show that twitter was operating in calm water conditions, and this is why this is planned change
• show that elon musk carried out a kind of change episodes has to be managed from time to time.
• The main way that you can argue that elon musk carried out a planned approach to change was to show how he applied the Kurt Lewin model of change management

Show that Elon asking such questions :

Sample Answer

Based on the case study provided we can determine that Elon Musk carried out a planned approach to change management. This is evidenced by the following facts :

Elon Musk applied the Kurt Lewin model of change management as follows :

Unfreeze the company

he gathered the staff, he informed them of the need to change, and he told the staff that they had to accept the change by 5pm of the same day or leave the company

elon musk had intent to change the company even before he bought it, in fact it was bought with the intention of changing it drastically, this shows his plans to unfreeze the company and prepare it for change, as he had been trying to infiltrate the company long before purchasing it

He declared that :

His vision for twitter is that it will be much more engineering driven.

Design and product management are now a priority

To change the attitudes of the staffs, and show them the new direction of the company

Change the company

The changes he made were brought forth from the top levels of the organization. According to Hodges 1996, they were done in a linear, conscious, logical manner and structured

he forced the staff to return to the offices to work, and avoid online working conditions

Elon Musk was ready to drastically change Twitter in order to meet his vision for how a social media company needs to operate.

He was working in calm water conditions where preemptive change was seen to be the best path by Elon Musk

He wanted to address some gray rhino issues such as competition from Meta, create more relaxed content moderation policies , create better and more rigid work policies at X and attempting to make an everything App

he went on to carry out swift and impactful change at twitter, driven from the top, by

forcing people to come into the workplace to do their work, rather than telecommute

relaxed the content moderation policies of the company

tried to make X more competitive in the social media space

create an all one application to increase the revenues of the company

he carried out structured and conscious changes to the way that the company operates

Refreese

He rebranded the company Twitter as X where X signifies all the new changes that Elon Musk carried out.

He dubbed the new Twitter application as Twitter 2.0

Elon Musk gave the organization a new identity under his new leadership and these changes were institutionalized with a new policies, name change, and relationships that he had in the industry. For example, Elon Musk created a new policy that forced staff members to perform in an excellent manner if they wanted to keep their jobs at Twitter

he changed the policies of the company, making it mandatory for future staff to only be able to work from X offices , changed the policies on content creationetcThe company was refrozen with less Employees working there

The company Twitter was refrozen in such a way that decreased the interest of advertisers

Elon Musk said:

This will mean working long hours at high intensity. Only exceptional performance will constitute a passing grade.

With this, Elon Musk is refreezing the company with higher work expectations for the staff.

Understanding and discuss requirements for change basically, you will argue and point out what were the change requirements of Elon Musk?? This is not stated as a recommendation however this is going to be based on your research of what Elon Musk wanted from this changein terms of

-organisational leadership

- business strategy

- direction for globalisation.

- this is not stated as a recommendation

- rather you are outlining ELON MUSKS requirements for change

-could be internal or external , refer to page 6 of LMC 1 notes 4

-8191522860Corporate Strategy

Where do we want to be? (Strategic goals)

Where are we now? (SWOT analysis)

How do we get there? (Strategy plan of action)

00Corporate Strategy

Where do we want to be? (Strategic goals)

Where are we now? (SWOT analysis)

How do we get there? (Strategy plan of action)

may be do a SWOT analysis to understand he change requirements/drivers of change

Identifying change requirements

Do a SWOT

identify strengths/opportunities identify how to increase these is a change requirement

identify weaknesses/threats identify how to decrease them is a change requirement

Do PESTLE

identify change drivers from each part of PESTLE - these are change requirements

Do Porters 5 Forces (only do if you have time because each question can only take half an hour to complete )

identify change drivers from each part of PESTLE

Less important ideas of how to answer the question/ but you may still take them into consideration

-was there any stakeholder pressure on Elon Musk to change ?identify Financial , Physical , HR, Intellectual, marketing, current processes resources and how to optimize them

Did he need to revise

mission and vision

culture

principles

leadership

change agents

capabilities

did he want to have a more resilient, flexible, innovative, HR oriented, open, and optimistic company

discuss the depth of change requirement: what depth of change did Elon Musk want ???? This is not a recommendation

when suggesting the change requirements of Elon Musk, you can refer to the above image and suggest what he wanted to, and mention the names Hodges/Huczenski and Buchannon

what did Elon Musk want to do with twitter?

what was Elon Musks Grey rhino event that he was planning for - this identifies change requirements ?

Competition from META?

Complacency/poor work ethics of the staff?

more free speech

wanted to make it an everything app

loosened content moderation policies

what kind of change did Elon Musk feel was needed

mission and vision ? organizational structure ?people change ? cultural change (changed working habit, removed online work )? knowledge ? policies and legal agreements (changed content moderation policies )?process change ? technology? Products, Marketing & Customer Relationships? integration ?

Sample answer

The change requirement of elon musk was transformation change (Hodges, 2016) in order to make Twitter be an everything App , no longer represented by a twitter bird. Elon Musk also wanted to carry out a deep change at twitter, according to (Huzenzki and Buchanan, 2013). He wished to carry out paradigm shift in how the platform operates, and changing organizational values to favour less content moderation, become an all in one app, and put in place more strict working conditions

Here we can perform SWOT analysis in order to identify the strength and opportunities of the organization. We also go on to show the weaknesses and threats of the organization . It is evident that Elons intent was to enhance the strengths and opportunities while decreasing the threats and weaknesses: while addressing these issues

organisational leadership

- business strategy

- direction for globalisation.

Strengths

Elon Musk announced that he would be making important changes to Twitter . He leveraged this as a strength for his company as it helped the company remain relevant and peaked the interests of users

If a company were to rebrand itself it would be in a stronger position to protect its intellectual property . Elon Musk saw this change as an excellent opportunity to do that

Elon Musk wanted to use Twitter To enhance its global outreach across different parts of the world . This also helps the company we drive globalization in different parts of the world

Weaknesses

Elon Musk saw that one of the main weaknesses of the organization was the strong censorship policies on the platform . He wanted to distance Twitter from its past and saw censorship as a weakness that made Twitter less competitive

Previously before the change , Twitter had many faces . Before the change ,Twitter was branded in three different ways. Twitter, Twitter blue and Twitter Spaces. Elon Musk felt that this was too complicated and wanted to simplify and consolidate the application into one app called X .

Twitter had not really changed in 15 years and Elon Musk saw that as a weakness . He wanted to eliminate this weakness

Opportunities

The following is the business strategy of Elon Musk:

Elon Musk saw a great opportunity in making Twitter become an everything application . He envisioned that Twitter would be used to do everything from sending out tweets to making financial transactions

Elon Musk saw that the changes hes making to Twitter Would make it appeal to a wider range of customers and this is obviously one of his objectives (results in a direction to globalization)

Elon Musk felt that there was a great deal of opportunity in rebranding the company with the name X. This would be an easier name for marketing purposes . This also helped the companys search engine optimization prospects .

Elon Musk stated his intention for Twitter to replace banks so that users are able to perform all of their financial transactions on its platforms . This contributes to a direction to globalization because customers are no longer restricted by geographical location when doing banking , as they can use Twitter platforms.

Threats

Social media space is changing at a rapid pace. Elon Musk saw that if he does not update and evolve the application it would no longer be relevant .

There was strict competition from Meta as it was growing rapidly and it even introduced a direct competitor to Twitter called threads.

It is apparent that the change requirements of Elon Musk were to increase the influence of the strengths and opportunities of the company while at the same time decreasing the threats and weaknesses. This shows the intention of the new organizational leadership initiative that Elon Musk wanted to take up

Understand and discuss Organizational and individual resistance to change

This is not a recommendation, here you will research these two kinds of resistance to (Organizational and individual ) change that took place at Twitter and discuss them

You have to discuss two kinds of change resistance

1- Organizational resistance to change

Here you can discuss concepts like organizational inertia, threats to the change, past contracts that may stop the company from changing , limited focus of the change

this is not to do with the employees, this has to do more with how the company and the way that it is organized is not prepared for the change

2- Individual resistance to change

you may discuss models such as Kubler Ross /Moss Kanter../ Robbins 2005)

/ Senge or others/Robbins (Fear /organizational failings )

Reasons of change resistance described by Senge

People dont have enough time for change

People feel that they do not have enough help in doing the change

Staff feel that the change is not very relevant to their work

Management not walking the talk- Management is not actually doing the change theyre just telling us to do it

staff feel they dont have enough power for change

staff worry about reinventing the wheel or start from the beginning every time

Where are we going? People are overwhelmed by their change activities and cant do the change

Example application of individual resistance to change Kubler Ross

for example if you use the Kubler Ross Theory

come into the exam knowing examples of how the staff in the company

denied

were angered

wanted to bargain

and were depressed by the change

Example application of individual resistance to change Moss Kanterhow did the staff feel

- loss of Control

excess uncertainty

surprise

everything feels different

loss of face

concerns about future competence

the ripple effect

more work

past resentments

-the change is a threat

Ten Reasons People Resist Change (hbr.org)only attempt to write about one model of change resistance after you have completed one. For example, write about Moss Kanter, only after you completed discussing Kubelr Ross.and so on

then finally how that they accepted

Sample Answer

There are two kinds of resistance to change at Twitter, organizational and individual.

Organizational resistance to change a Twitter took place because :

the company had many different brand names that were difficult to manage (Twitter, Twitter Blue, and Twitter Spaces).

The company was not as competitive as other social media brands like META or Instagram so it had less financial resources.

Some of the intellectual property of the company was getting stolen

the company was having a bad reputation in that it sensors content too much. That means that if it were to change then less people would be interested and this increases organizational resistance to change

Reasons for organizational resistance to change at twitter

The change at twitter included the following

layoffs

policy reversals

resignations

company faces legal issues and lawsuits (from older employees, landlords, and contractors)

regulatory investigations by the US Federal Trade Commission,

wide scale change that affected most departments in the company

advertisers withdrew from twitter

Musk said in July that the company remained cash flow negative because of a 50?cline in ad revenue and heavy debt load

Meanwhile, the banks that lent to Musk funds to finance his takeover are still struggling to offload the debt due in part to the billionaires chaotic leadership

people doubted his commitment to free speech because he seemed to only open the opportunity for discussion of politicians that he agrees with

Elon used Twitter as a platform to boost popularity for his own companies, political ideas, and posts. This makes change harder to undertake because users and employees alike are less likely to believe him

rebranding to X simply affirms elons obsession with the letter X

Elon Musks Twitter takeover, the platform and its cultural impact have fundamentally changed | CNN Business

Kubler Moss Model of resistance to change

Denial (feeling of change resistance)

Staff showed denial of the kinds of changes Elon Musk wanted to carry out, as they made everything in the company feel different (Moss Kanter). They may have denied they need to come into the offices to work , carry out exceptional work on a consistent basis (this may have made the staff concerned about their future competence (Moss Kanter) in the company and made them feel that they have to more work (Moss Kanter)in order to stay in the company ) , and have to make a life changing decision on the same day that the changes were introduced. This makes the staff feel that there is a high degree of loss of control (Moss Kanter)over their jobs and their future in the company

Anger feeling of change resistance)

there may have been extreme anger in the higher ranks of the company as Elon Musk fired four top executive in the company as soon as he took ownership of the company. He had also planned to lay off about 75% of the staff members of the company. Such wide scale lay offs cause there to be a sense of Excess uncertainty (Moss Kanter )in the company . Staff may have also been angered by the fact that the changes introduced by Elon Musk rippled (Moss Kanter)everywhere in the organization making Twitter feel like a much different company to work in

Bargaining ( feeling of change resistance)

The employees of twitter were resistant to the way that Elon Musk made the changes in the company, and were surprised (Moss Kanter)by how authoritative he was. While they may have accepted some of his changes they bargained with him that they want to be treated with dignity and respect, meaning that they had lost face (Moss Kanter)when the changes started . They did not want to be treated like pawns in a game that Elon Musk was playing. This was a condition for them if the Elon Musk deal was going to go through . If Elon Musk didnt bargain with employees then they would feel that the change is a real threat ((Moss Kanter))to them

Depression ( feeling of change resistance)

Some staff members Twitter were depressed because of the changes that Elon Musk made . Some of them did not see the benefit of the changes that Elon was making and this is evidenced by consumer testing where the ideas of Elon Musk were presented to customers and they did not like them . Staff were concerned about The future competence of Twitter as an organization because Elon Musk was introducing many ideas that were not yet tested in the consumer market . Depression amongst staff and users of Twitter may arise because Elon Musk reinstated the account of many racist and white supremacy groups . This reminds employees and users of the company of past resentments (Moss Kanter)they had towards Twitter when it had previously allowed hate speech on its platforms

acceptance

Eventually staff will remain in the company accepted the changes

Understand and discuss how to reduce resistance to change

-motivation theories , kotter , kurt lewinetc , maslow

-bridges transition model, ADKAR, Beckhard model, 1969

- Suggest to use one of Thurleys change management theories

- Beer, Eisenstadt and Spector (6 steps to effective change )

- Dannemiller version of Formula for change

show how to increase and define the variables of change on the right hand side of the formula (Dissatisfaction x Vision x First Steps) and show how to decrease the left hand side (change resistors )---- if you do this, you can conclude that the change will happen

Mackenzie 7s model

Kotters 8 steps

Nudge Theory

ADKAR model

Bridges Transtion model

Satir Model

Motivation theories- they are the ones that are used to reduce individual resistance to changealderferMaslow pyramid of needs

Mclleland

Adams equity theory

Vrooms expectancy theory

Herzberg

Tactics for Overcoming Resistance for Change Kotter and Schlesinger -1996

Education and communication : Telling people why they need to change

Participation: showing people how to be involved in the change

Building support and commitment : supporting the staff members in their change efforts , Counselling, therapy, or new skills train

Implementing change fairly: Make sure the way you run the change management is fair

Select people who accept the change: only hire people who enjoy the change.

Manipulation and co-optation: This can take the former rewording to change in a way that makes it more appealing for example telling people they will have better jobs if they do the change

Coercion: making direct threats to people who do not change , For example threatening that you will fire them

Content theories such as Maslows pyramid of needs say that people are motivated by their needs and wants when they change. In contrast, process models show that people are motivated by selecting their goals and choosing how to get them by a process of calculation

other theory: Goal setting theory by (Huczynski & Buchanan, 2013)

Challenging goals

Specific goals

Feedback

Commitment & Participation

wrong way to use a model:

Right way to use a model:

The company should use Dannemiller version of Formula for change. This is a good model for change management

The company should use the Dannemiller version of Formula for change as follows:

D (increase dissatisfaction with the status quo)x V (want to increase he change vision )xF (increase the ease of the First steps of change )> R (decrease change resistance )-- then change happens

Increased levels of dissatisfaction : show how to increase this .

Elon Musk can increase this by showing the staff that Twitter lacks free speech, the company has great potential for change, and that there is a lot of competition that the company has to overcome from Meta and instagram by showing that the company lacks strong competitive factors

Create an engaging change vision : show how to increase this

elon musk can provide the staff with a strong change vision that inspires the staff, for example making Twitter an all in one application that has multiple purposes

explain to the staff the first steps of change: show how to increase this

Elon musk must simplify the first steps of change in order to get the staff on board with the changes that he wants to do. He can do this by showing them the new content moderation policies, how to stick to them and how to apply them while doing the work

Reduce factors that lead to organizational or individual resistance to change : show how to decrease this

Resistance to change can be reduced by showing the staff that they can get job security, benefits and other incentives if they were to sign onto to the changes

Now you can conclude that elon musk can carry out the change because you have shown how the increase the D, V, and F valued while decreasing the R value.

So that change happens

- Force Field Analysis

use the force field analysis and show how to reduce the forces against change and increase the ones for change

use the force field analysis as follows:

1- suggest some forces against change, and give them a strength number

2- suggest some things to do that will reduce the resisting force and give them a LARGER strength number

this way, the total value of forces against change are less than the ones for change - only then change happens

How can you use the force field analyze diagram in order to reduce resistance to change

Changes that Elon must wanted to do

Forces against change

Denial value of 3

Anger- value of 2

Bargaining needs - value of 1

Depression - value of 4

Total = 10

Forces for change

Discuss how to reduce denial create a sense of urgency for change (Kotter) for change by showing the fierce competition from META value of 3

Discuss how to reduce anger

in order to reduce the staff anger, elon musk needs to create a guiding coalition Kotter that communicates a strong change vision (Kotter)for the staff : value 3

Discuss how to reduce the need to bargain

Elon Musk can bargain with the employees by empowering (Kotter) them to do the change with training , incentives, and giving them short term (Kotter) win in change for carrying out the change value of 5

Discuss how to reduce depression

Elon Musk can reduce the depression of the employees by consolidating the change wheel so that the staff see how far they have come . value 3

Total value of forces for change : 14

The value of the forces for change is 14 and the value of the forces against change is 10

Would this we ensure that the change is going to take place

the values for for the force agasint change is higher that the value for the force against -- in this way we are overcoming resistance to change

Understanding the difference between planned and unplanned change and justifying why THIS IS NOT A RECOMMENDATION, DISCUSS WHAT ACTUALLY HAPPNED WHEN ELON MUSK TOOK OVER (FOR EXAMPLE, RESEARCH HOW HE DID END UP APPLYING KURT LEWIN , AND HOW ELON MUSK APPLIED PLANNED APPROACH TO CHANGE MANAGEMENT )

if you have time, show some general differences between planned and unplanned change- in general

Evidence shows that Elon Musk carried out a planned approach to change management . This is evidenced by the fact that he applied the Kurt Lewin model of change management as follows

Unfrose the company

-Elon Musk revised the company by giving the staff an ultimatum on the same day he introduced the changes. Either they accepted the changes by 5:00 PM of the same business day or they were let go from the company. This unfreezes the attitudes and opinions of the staff regarding the need to change

he wanted in with a sink to let the staff know that the idea of the changes needs to sink into their minds

changed the company

Elon Musk made impactful and meaningful changes to the way that Twitter runs. The following were the main themes of change of the organization

He changed Twitter to become an everything application

He decreased the censorship on Twitter accounts

He made the company more competitive with meta and other social media platforms

He changed the way that people worked in the office so that there are more committed to the changes for example only work From Twitter offices and that only exceptional performance is conducted/accepted in the company

He in increased financial gain from X by monetizing verification and other actions

Refrose the company

Elon Musk refroze the organization by rebranding Twitter as X. The name change is supposed to represent the new direction of the organization . The rebranding of the company institutionalizes the changes and ensures that Twitter is no longer just a social media platform but rather an all inclusive application : this enables X to become more competitive with social media platforms like Meta

Question2

Understanding and discuss requirements for change basically, you will argue and point out what were the change requirements of Elon Musk?? This is not stated as a recommendation however this is going to be based on your research of what Elon Musk wanted from this change

in terms of

-organisational leadership

- business strategy

- direction for globalisation.

To effectively understand the change requirements that Elon Musk perceived upon his takeover of Twitter , we can perform the following SWOT analysis in order to realize the strengths and opportunities he felt needed to be capitalized on, as well as the weaknesses and threats that he felt he needed to address. In this way we understand and realize the change requirements elon Musk valued upon the takeover of the company Twitter. in doing do, we will cover the following concepts

organisational leadership

- business strategy

- direction for globalisation.

Strengths

One of the main strengths that Elon Musk perceived at Twitter was the change initiative itself.

relaxed content creation policies

the intent to become more competitive with Meta,

creating an everything application called X makes the application more favorable in the eyes of customers/advertisors

rebranding the application creates more change momentum

elon musk wanted to capitalize on the reputation and user base of TWITTER

This makes Twitter become a more globalized and versatile application. This is the change requirement as seen by Elon Musk

Weaknesses

Strict censorship policies driving away users

The structure of the company was too complex , where there were three separate organizations running under the main Twitter name (Twitter, Twitter blue and Twitter Spaces)

Twitter had not really been updated as an application in the past 15 years.

Elon Musk saw that one of the most important change requirement would be to eliminate the weaknesses of the company

Opportunities

One of the most important change requirements is to base the companys business strategy on current and future opportunities the company has

Great opportunity in making Twitter/X become an everything application

The capacity to appeal to a wider range of customers due to less censorship

Changing the name to X facilitates SEO and marketing initiatives

The ability to replace banks with X is a great opportunity for financial gain and growth

there are opportunities for financial gain by monetizing the act of verifying accounts

Threats

Extreme competition from the company Meta

Strict censorship policies on Twitter that drives away users

Being a stagnant and undynamic application makes Twitter less favorable in the eyes of customers and users

Companies like Alibaba act like banks so Elon Musk perceives that Twitter must evolve just like Alibaba did or else it has a strong chance of being eliminated or wiped out

resistance to change from the employees

some investors and critics were critical of elon musk and his leadership

Change requirements of Elon Musk were to increase the influence of the strengths and opportunities and decrease the influence of the weaknesses and threats

-if you have some time in the exam, do a PESTLE analysis on Twitter to show information that shows the change requirements that Elon Musk saw

Question 3

Understand and discuss Organizational and individual resistance to change

This is not a recommendation, here you will research these two kinds of resistance to (Organizational and individual ) change that took place at Twitter and discuss them

Organizational resistance to change

Multiple brands under the Twitter title made the organizational structure and capacity for change more complicated

Lower financial resources due to lack of competitiveness with other social media platforms

Poor organizational reputation due to High levels of censorship

Lay offs, policy changes, mass resignations,

Regulatory investigations

cash flow negative

Advertisers were withdrawing from Twitter because Elon Musk reenabled Controversial accounts ( Donald Trump, and white supremacy groups )

Individual Resistance to change

Sentiments of resistance to change are explained by the Kubler Ross model of change management

Staff felt denial because they needed to commit to higher workloads, agreed to work from the offices of X, And have to connect to the company to a greater extent. (Major disruptions to the work life balance of X/Twitter employees )

Staff felt angered by the changes because Elon Musk forced it Upon them.

Staff felt that they need to bargain with the management. They said please give us more respect and consideration in exchange for us to do the changes required by Elon Musk

Staff were depressed by the changes that Elon Musk asked them to carry out Since the change required so much effort from them.

This reduced the chances that staff would be accepting the change, as some staff members resigned ( You may give examples of persons who resigned from the company because they did not accept Elons changes ) from the company, and others took a long time to fully sign on to the changes

you may apply other models of change resistance here if you want a better grade (Moss Kanter, Sengeetc )

Please fully finish applying one model for example Kubler Ross before you go on to attempting another one

Moss Kanter.

loss of Control

excess uncertainty

surprise

everything feels different

loss of face

concerns about future competence

the ripple effect

more work

past resentments

-the change is a threat

wrong way to use Moss Kante: Moss Kanter explains other reasons why the staff resisted the change

right way to use the model:

Staff felt loss of Control: Elon Musk did not consult with the employees before making these significant changes that heavily influenced the working habits of the employees

Understand and discuss how to reduce resistance to change

This is strictly a recommendation based on models and theories of change management

Tactics for Overcoming Resistance for Change Kotter and Schlesinger -1996

Education and communication : Telling people why they need to change , Explaining to the staff of the company why X has to change or it will be eliminated by the competition, they need to reduce censorshipetc basically mention and teach them about change requirements

Participation: showing people how to be involved in the change . Involving X employees with the decision making processes related to rebranding the company from X to Twitter.

Building support and commitment : supporting the staff members in their change efforts , Counselling, therapy, or new skills training .

For example training can be given to the employees on how to enable financial transactions, reduce censorship, and attract advertisers

Implementing change fairly: Make sure the way you run the change management is fair

Elon Musk and his managers can give fair compensation and working conditions to employees

Select people who accept the change: only hire people who enjoy the change.

Elon Musk can create new hiring and recruitment policies and interviewing processes based on his change principles

for example hire people who know how to create financial features and tools on the X application as this was an important part of the change requirements

Manipulation and co-optation:

Manipulation means : Selectively share information with

coopetation means placing experts and effective change agents in the right place

Elon Musk places shareholders who have significant investments in the company in key areas of decision making . Place experts in the areas of advertising , content censorship, and customer engagement in key positions in the company

Coercion: making direct threats to people who do not change , For example threatening that you will fire them

If all of the above steps fail the last resort would be resort to coercion where employees are either explicitly fired from their positions or their threatened with expulsion from the company if they dont engage with the change Here you can go on to try to apply more models of change management for a better grade

However before you go on to applying a new model make sure you finish the previous one