Change Management: Part 2
Part Two: Digging into the Change Management Process
In Part One, we explained how we laid a strong foundation for change at the University of Lily Meadow as they aimed to ensure its financial sustainability, increase operational efficiency, and enhance the learning experience for its students. The stage is now set for the practical aspects of their transformation journey. The team understands what’s involved in the process and is eager to roll up their sleeves and get down to work. This pivotal phase marks the transition from planning to action – where strategies are implemented, communication managed, and attitudes shaped to drive success.
With the groundwork laid, we establish a dedicated change management office at the University of Lily Meadow. This office plays a crucial role in guiding the organization through each phase of the transformation. As such, we work with the team to identify who should manage the office. It should be led by individuals who embody the right blend of empathy and strategic insight. Their leadership will ensure that changes are not only made but embraced by the entire staff and faculty.
Next up is the effort to manage expectations and risks through strategic communications. Effective communication serves as the cornerstone of our change management strategy at the University of Lily Meadow. We prioritize broad and inclusive communication channels, ensuring that every member of the university community feels informed and involved in the change process. We work with the internal communications team to ensure we are communicating in a way that goes beyond mere information sharing. Our approach centers on fostering a shared sense of ownership and collective problem solving.
Anyone who works with us knows that we’re allergic to “eternal optimism.” We always emphasize the importance of “eternal realism,” communicating openly and authentically about the harsh times ahead and rationale behind changes. This honest approach respects the intelligence of the university’s staff and builds the credibility and trust essential for navigating the complexities of change. In moments of difficult decision-making, such as restructuring or layoffs, we prioritize transparency and empathy. We are also mindful of the risk of talent flight. For talent retention, strategically involving employees in the process of designing the future state sends a strong signal of retention. It’s crucial to provide closure and acknowledge the contributions of those affected to maintain morale and trust among the remaining team members.
As the change management process is implemented, cultivating positive attitudes and cohesive team dynamics are pivotal for ensuring a thriving environment. Core components of this include:
Team Building Initiatives: We initiate team-building exercises aimed at fostering deeper connections and understanding among team members. These activities allow individuals to share their backgrounds, strengths, and areas for development, thereby strengthening bonds within the university community.
Shared Expectations and Accountability: Leaders at the University of Lily Meadow identify and communicate core values and behavioral expectations to the team. This clarity helps establish a unified approach to handling conflicts, making decisions, and ensuring mutual accountability.
Skill Development: Recognizing the importance of skill enhancement, we provide training in facilitation techniques and effective communication. Equipping our teams with these capabilities is instrumental in enhancing their ability to collaborate and thrive.
Preventing Conflict Avoidance: When addressing team dynamics, we proactively address any negative attitudes or behaviors. By openly discussing these issues and fostering a culture of accountability, we can ensure alignment towards collective goals and objectives.
The process of change management at the University of Lily Meadow was a comprehensive endeavor, driven by Maria and her team's leadership, supported by Sense & Nous' expertise, and embraced by the entire university community. By focusing on dedicated leadership, transparent communication, and fostering a positive organizational culture, the stage was set for a successful transformation.
Stay tuned for the final installment of our series, where we will reflect on the outcomes of these efforts – lessons learned, ongoing support mechanisms, and the sustained impact on the university's mission and vision.