Case Study 7 (Managing change at Faslane)

1.Faslane change was very successful and the evidence for this s is that they would become the home base ,not just for nuclear submarines but for the entire UK submarines fleet. They did many  things and made many changes that helped them to succeed. The most important ones are:  -they changed the mindset of employees to see their job as to deliver with the minimum possible spend , - they focussed on delivering services to the customer,- reduced bureaucracy , -cut the management layers from 7 to 4, - implemented all the low changes upfront because they are easy, -changed the structure, -understood who they need to have as allies, - they did a lot of work upfront with two local councils because the base represents 9.5%of employment in the area, - encouraged team work, -implemented no personal profit strategy, aligned workforce around common objectives, encourage open discussions with workforce to find out their views (e.g. the event in the tent)...

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2.From this case study we can learn how to implement changes effectively , how to run the company successfully and what the primary objectives of every company and every employees should be.

3.their strategic leadership approach compared with Lynch’s model : they developed and communicated the organisation’s purpose by encouraging open discussions, for example they held ‘the event in the tent’ session, they changed the mindset of employees , they clearly explained them what are the company’s objectives . they sustained competitive advantage over time and the best evidence of this is that they would become the home base not just for nuclear submarine but for the entire UK submarines fleet.  They defined and delivered to stakeholders , they understood who they need to have as allies, such as the Naval Base Commander. They looked at the wider stakeholders, like for example commanding officers, security people or local community because they new their importance for their success. They set ethical standards, they built thrust with employees , they changed their mindset  to operate with minimum spend.

4.Comparing this case study with the previous ones we can say that Faslane has the best of all case studies. Gerry Robinson was looking only on one problem- waiting list, but Faslane look on the entire organisation and every issue.  The IDEO and Faslane both base their success on the team work.  Unlike David Jones, from Energix case study,  John Howie new that one approach can’t be useful for two different organisation, he set the proper objectives for the company and the approach that would be applied taking into consideration all features of the organisation and its employees.