Organizational Change Strategies

Organizational change is a multi-dimensional, complex process that must be anticipated and planned. Often one of the primary disrupters of change can be the people involved such as management, employees, board members, customers, and families and their reaction to proposed changes. Resistance to change is a well-documented human experience and can derail the strategic efforts toward organizational change.

The transition period can be scary as a program or organization begins a new way of doing things. People tend to cling to the familiar way of the past. Change can also be invigorating and provide opportunities for new learning, growth and success for staff. Flexible and adaptable agencies and staff will thrive when transitioning to a new vision.

Facilitating Organizational Change

- Solicit involvement from all stakeholders: board members, management, employees, customers/consumers, families, and community members including employers.

- Consult those who have successfully accomplished organizational change.

- Develop a clear mission based on the values of the organization.

- Develop a strategic business plan including a SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis.

- Develop operational goals, objectives and timelines.

- Conduct programmatic evaluation on a regular basis.Managing Change

- Institute a team-oriented approach in which members are valued.

- Mentor and support employees.

- Make risk-tasking more enticing by cultivating a culture that:

- values learning from errors and mistakes,

- views creativity/creative problem solving as an exploration of opportunities and a mechanism for building competence and confidence, and

- approaches challenges with a “glass is half full” mindset.* Facilitate frequent communication between management-staff and staff-staff.

- Engage in morale boosting meetings, celebrations and social events.

- Use humor.

- Take the pulse often: request feedback and input from all stakeholders including opportunities to vent and share.

- Provide strong, consistent and empathic leadership.Examples of Strategies

The following are examples of strategies that the CRP Leadership Network have used to address barriers to competitive employment at the organizational level:

Allegan County Community Mental Health
The Arc of Stanly County, Inc.
Career Support Systems, Inc.
The Cobb/Douglas Community Services Boards (CSBs)
KFI
Rise, Inc.
Tri County Tec