Organizational Development

1. COMPETENCY 2AORGANIZATIONAL DEVELOPMENT AND CHANGE Cheryl Harris Kisunzu July, 2010

2. Organizational Development Organizational: A group of people coming together for a shared end (Dictionary.com)

3. Change Development: the process of growing (Dictionary.com)

4. Organizational Development Defined: the process of a group growing together toward a shared end (Dictionary.com)

5. Change Planned Change? • A New ERP(computer system): • Our opportunity to grow • My opportunity to grow

6. Organizational Development KNOWLEDGE BASE: Choosing A Theoretical Framework - • Lewin • Kotter • Appreciative Inquiry

7. Organizational Development Theoretical Framework – Lewin Three Stages of Change • Unfreezing • Forming • Refreezing Lewin, K. (1951). Field theory in social science. New York: Harper & Row

8. Organizational Development Theoretical Framework - Kotter 8 Steps for Leading Change 1. Urgency 2. Guiding team 3. Vision/Implementation Strategies 4. Communication

9. Organizational Development Theoretical Framework - Kotter Steps for Leading Change, cont’d 5. Empowerment 6. Celebrating Short Term Wins 7. Never Letting Up 8. Anchoring the change Kotter, J. (2008) A sense of urgency. Boston, MA: Harvard Business Press

10. Organizational Development Theoretical Framework: Appreciative Inquiry (AI) • Discover • Dream • Design • Destiny Boyd, N. & Bright, D. (2007). Appreciative inquiry as a mode of action research for community psychology. Journal of Community Psychology (35)8, 1019-1036.

11. Organizational Development Theoretical Frameworks for Change: Interconnectedness • Consists of stages/steps (Lewin-3;Kotter-8; AI-4) • Lewin & Kotter – change initiative occurs in response to organizational need • Appreciative Inquiry – strengths based; past organizational success provides platform for projected success of change initiative

12. Organizational Development KNOWLEDGE BASE/Evidence: • Annotated Bibliography • Literature Review (Chapter 2)

13. Organizational Development • Leading the Change – My Experience: • Kotter’s 8 Steps • 1. Creating a sense of urgency • 15 year old now web based computer mainframe crashing • Students unable to register • President’s directive to replace

14. Change Kotter’s 8 Steps, cont’d. 2. Developing a guiding team a. Core Team (President’s Council) b. Coordinating Team c. Change Management Team

15. Change Kotter’s 8 Steps, cont’d. 3. Establishing a clear vision/implementation strategies Web based Accounting/Payroll system Web based Employee Self Service Web based Student System

16. Change Kotter’s 8 Steps, cont’d. 4. Communication Creation of internal communication plan Stages of implementation Workforce listening/response to concerns Opportunities for required workforce learning

17. Change • Kotter’s 8 Steps, cont’d. • 5.Empowerment • Supervisor support for extended work schedules • Additional funds for “backfill” • Performance Review Expectations

18. Change • Kotter’s 8 Steps, cont’d. • 6. Celebrating Short Term Wins • Individual - STARS • Departmental Milestones – • Successful Module Implementations • Institutional – • Successful Unit Implementation

19. Change • Kotter’s 8 Steps, cont’d. • 7.Never Letting Up • President’s Directive – • On Time; On Budget ; Within Specifications • Weekly Review/Update of “Dashboards” • Blended Model – Kotter/Appreciative Inquiry – • Building on Strengths to Create Positive Energy

20. Change • Kotter’s 8 Steps, cont’d. • 8. Anchoring the Change • Strategic Long Range Plan • Enrollment Goals/Budget • New Phases incorporated into MBO’s

21. Organizational Development • Competency – Knowledge Base cont’d • Reflection Paper • Leadership & Learning Group • Evidence: Artifacts

22. ORGANIZATIONAL DEVELOPMENT Organizational Development: The process of a group growing together toward a shared end(Dictionary.com)

23. THANK YOU! Cheryl Harris Kisunzu catalyst4change@att.net