Cathryn C. PotterButler Institute for Families

University of Denver

Melody RoeNational Resource Center for Organizational Improvement

System Change:Many Ideas and Fields of StudyLeading Change: The Leadership LiteratureManaging Change: The Management Literature

Planned and Unplanned; Constant and EpisodicGetting Ready for Change: The Readiness

LiteratureImplementation Science

How do organizations “take up” innovations

Organizational Development

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System ChangeScope Issues: “Where to start?”Fatigue Issues: “Should we be insulted?”Relevant questions:

Does everything need to change?Can leaders change a system? Can we

manage our way to change?Are our system change responses as

fragmented as our system?How do we create an organization that

deals well with change?A Service of the Children's Bureau, A Member of the T/TA Network

Why talk about this today?

Remember some ideas from a few diverse areasNot to worry: Big ideas only

To stimulate our collaborative thinking

Consider how these ideas can help in planning for Implementation Center Projects

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Leading ChangeLeadership is fundamentally about leading change.

National Workforce Institute: Leadership Academy for Mid-Managers (LAMM)

Leadership Academy for Supervisors (LAS)

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Five Practices and Ten Commitments

Model the WayClarify ValuesSet the Example

Inspire a Shared VisionEnvision the FutureEnlist Others

Challenge the ProcessSearch for OpportunitiesExperiment and Take Risks

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Leadership, continued

Enable Others to ActFoster CollaborationStrengthen Others

Encourage the HeartRecognize ContributionsCelebrate the Values and Victories

Kouzes & PosnerA Service of the Children's Bureau, A Member of the T/TA Network

Organizational DevelopmentOD is a field of research, theory and

practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance.

The objective of OD is to improve the organization's capacity to handle its internal and external functioning and relationships.

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Organizational Development

Many people assert that, for OD projects to be highly effective, they must be systems-based in design and highly humanistic in implementation (McNamara, 2008)

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Some Common OD IdeasSince the basic building blocks of

organizations are groups, then groups are the target of change initiatives.

Collaborative approaches are best.Decision-making should live where the

information for that decision lies.Communication, trust and confidence

across levels are important.People support what they help create

(Beckard, 1994).A Service of the Children's Bureau, A Member of the T/TA Network

Readiness Domains:The Usual Suspects

Sustained and intentional leadership focusVision for change linked to outcomesMeaningful stakeholder involvementMonitoring, feedback and accountabilityCommunication plans and capabilityIdentification and availability of key

resources Staff skills and time

Peter Watson, NRCOI

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Readiness Domains: A Few Unusual Suspects

Organizational culture and climateExternal influence factors—social, political

and economicAlignment of key systems to support and

sustain changeTone of monitoring and feedback process:

“Gotcha” or “Got your back”Peter Watson, NRCOI

12A Service of the Children's Bureau, A Member of the T/TA Network

Managing ChangeRoles People Play (Rogers, 1995, Diffusion of

Innovations)Early Adopters Early MajorityLate MajorityResistors

Champions and Minders

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Managing in Changing Environments

The Dynamics of ChangeReactiveProactiveEvolutionary

Transactional and TransformativeA Service of the Children's Bureau, A Member of the T/TA

Network

Managing in Changing Environments

Stages of Organizational ChangeCreating Motivation to ChangeIntroducing the ChangeImplementationSustaining the ChangeRecognition of Accomplishment

Or, Unfreezing, Moving, Refreezing

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Learning Organizations

The basic rationale for such organizations is that in situations of rapid change only those that are flexible, adaptive and productive will excel. For this to happen organizations need to ‘discover how to tap people’s commitment and capacity to learn at all levels.’

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Learning OrganizationsPeter Senge’s The Fifth DisciplineLearning organizations..

Constantly changing and expanding their capacity to create the results they desire,

Nurture new ways of thinking about organizational imperatives,

Nurture a culture of learning at all levels or the organization,

Facilitate “collective aspirations,” such thatPeople are continually learning to see the whole

together.

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Final ThoughtsSystem change is a way of life in child

welfare.Organizations need a way of being that

maximizes the ability to function well in the midst of change.

We can maximize our chances of successful implementation of new practices.

System change is best managed in organizations that are developing and learning.

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Table Talk

What does this mean for our team’s Implementation Project planning?

Other organizational development ideas that would be important for us to consider?

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Cathryn PotterUniversity of Denver

Cathryn.Potter@du.edu303-871-2913Melody Roe

National Resource Center for Organizational Improvementmroe@usm.maine.edu

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