System Change
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Transcript of System Change
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Cathryn C. PotterButler Institute for Families
University of Denver
Melody RoeNational Resource Center for Organizational Improvement
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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
A Service of the Children's Bureau, A Member of the T/TA Network
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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
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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
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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
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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
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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
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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
National Resource Center for Organizational [email protected]
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