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Organizational change
Training & Organizational Development
Organizational change
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
I am the resource coordinator for a human service agency that has 6 Administrators, 40 management level employees (Directors), and about 30 Assistant Directors. We are realizing that the model we are
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Forums » Topic Forums » Training & Organizational Development » Organizational change
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Organizational change
posted at 1/18/2001 7:08 AM EST
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Posts: 6
First: 1/5/2001 Last: 2/12/2002 |
I am the resource coordinator for a human service agency that has 6 Administrators, 40 management level employees (Directors), and about 30 Assistant Directors. We are realizing that the model we are currently using (and have used for years) is no longer effective (in terms of cost, productivity, quality of services and overall staff morale). Does anyone have any information on how to implement organizational change with minimal resistance? |
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Organizational change
posted at 1/22/2001 8:10 AM EST
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Posts: 43
First: 1/22/2001 Last: 12/28/2005 |
Jane, I don't know of any specific programs that address organizational change specifically, but I do conduct a change management course and I think at the root of that course (or any successful change program) is gaining buy-in for change at all levels.
And you do that by being thoroughly honest, encouraging honesty among staff, allowing people to identify how/where they can contribute to positive change, helping understand the benefits of change, honestly examining the potential pitfalls, and developing contingency plans. |
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Organizational change
posted at 1/22/2001 8:11 AM EST
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Posts: 43
First: 1/22/2001 Last: 12/28/2005 |
Jane, I don't know of any specific programs that address organizational change specifically, but I do conduct a change management course and I think at the root of that course (or any successful change program) is gaining buy-in for change at all levels.
And you do that by being thoroughly honest, encouraging honesty among staff, allowing people to identify how/where they can contribute to positive change, helping understand the benefits of change, honestly examining the potential pitfalls, and developing contingency plans. |
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Organizational change
posted at 1/22/2001 8:11 AM EST
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Posts: 43
First: 1/22/2001 Last: 12/28/2005 |
Jane, I don't know of any specific programs that address organizational change specifically, but I do conduct a change management course and I think at the root of that course (or any successful change program) is gaining buy-in for change at all levels.
And you do that by being thoroughly honest, encouraging honesty among staff, allowing people to identify how/where they can contribute to positive change, helping understand the benefits of change, honestly examining the potential pitfalls, and developing contingency plans. |
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Organizational change
posted at 1/23/2001 6:35 AM EST
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Posts: 4
First: 1/23/2001 Last: 5/16/2006 |
start with a questionare or survey (to the appropriate people) of the existing process you wish to change. ask questions like; do you feel the existing process is effective? do you feel this is an area of concern? do you believe change could be more effective?
graph the results and use them as evidence to prove that change is necessary. face to face interview key people that would be affected by the change to get a feel for its possible outcome. flowchart the process you plan to change (keep it simple) do not make it cover every "what if" or "posibility". benchmark others in your similar position as to how they may be accomplishing a similar process. be creative and willing to be very different, little or minor changes won't have much effect. have those that would have to train others read through your change. make room for minor changes to your new process. good luck |
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Organizational change
posted at 2/5/2001 6:33 AM EST
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Posts: 2
First: 2/5/2001 Last: 6/1/2002 |
I recently led a human services organization through a major change in structure and I recommend focusing on the positives of the change and how it will benefit the clients that you serve. I found that when most people realized that the former structure was actually denying services to clients, the employees were willing to talk about how to restructure and improve services. |
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Organizational change
posted at 2/6/2001 11:28 AM EST
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Posts: 1
First: 2/6/2001 Last: 2/6/2001 |
Jane
Our organization is going through and ambitious change. From the old linear to broad. Our PM allowed us to bring a change agent to prep the management level first, since their comfort zone would be disturbed first and most drastically. Open door policy and buy in to the process, having mangers direct the change giving them some control of the process has made the change work very well considering the alternative. Others have recommended open communication. People have that right when their livelhood is a stake to them. Good Luck to all... |
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