Managing Organizational Change A Framework to Implement and Sustain Initiatives in a Public Agency Lisa Molinar M.A.
Why isn’t that enough? Because: It just makes sense!!
Welcome & Introductions • Objectives of this Session • Organizational Culture • Organizational Climate • Guiding Principles • Managing Change • Discussion & Questions Agenda
Participants will explore guiding principles of organizational development when embarking on a project or initiative • Explore ways to apply the learning in their own organization. Objective for this session
Organizational Culture • “the way things are done around here” • The shared norms, beliefs and behavioral expectations that drive behavior and communicate what is valued in an organization Summary of definitions from: Hemelgarn, Glisson and James. (2006) Organizational culture and climate: implications for services and interventions research. Clinical Psychology: Science and Practice. 13(1). Translating Evidence: Some Definitions
Organizational Climate • “How it feels to work here” • The agreed upon (i.e. not just individual) perception of the psychological impact of the work environment Summary of definitions from: Hemelgarn, Glisson and James. (2006) Organizational culture and climate: implications for services and interventions research. Clinical Psychology: Science and Practice. 13(1). Translating Evidence: Some Definitions
What does some of the research say? Change for the sake of change?
“Caseworkers in agencies with more engaged climates reported significantly greater job satisfaction, and caseworkers in agencies with more stressful climates reported significantly less job satisfaction.” “ Children served by agencies with more engaged climates had significantly better outcomes” Glisson Research on Social Work Practice, Vol. 17 No. 6, November 2007. Sage Publications Why does it matter what the case workers think of the organization?
“caseworkers who provide services within agency work environments that have more engaged climates (i.e. high in personal accomplishment and low in depersonalization) are more likely to accomplish these objectives” • Individualized casework • Personalized relationships • Focus on achieving best results for each child Engaged Climates
Mission driven vs. rule driven • Results oriented vs. process oriented • Improvement directed vs. status quo oriented • Relationship centered vs. individual centered • Participation based vs. authority based • Glisson Research on Social Work Practice, Vol. 17 No. 6, November 2007. Sage Publications Guiding Principles
A Power point presentation and speaking points for the County to share with their staff and other stakeholders regarding the information obtained from other tools and the importance of embarking on this process. • A one page executive summary is prepared to share with staff and other stakeholders. • A clear Vision and mission are established. Mission Driven vs. Rule Driven
A self assessment document is completed on an ongoing basis by the agency and other stakeholders to assess their baseline and thoroughly review their system, focusing on progression within the continuum. The domains assessed include: • Collection and use of data • Shared Value and Common Language • Training and Engagement of Staff • Training and Engagement of Partners • Parent, youth and child Engagement • Agency Policy and Practice Results oriented vs. Process oriented
A template for a summary report and strategic plan • Ongoing use of the self assessment document Improvement directed vs. Status Quo oriented
Focus groups , tools include • Focus group scripts • Suggested questions • Planning for the focus groups document • Surveys, interviews and feedback forms that can be conducted with stakeholders Relationship centered vs. Individual centered
In every level of the organizational assessment, a comprehensive group of child welfare staff at all levels, families, youth, foster parents, community members, services providers and cross – system partners are collaborated with. • We know that for an initiative to be sustained a collaboration is essential. Participation based vs. Authority based
What are the strengths of your organization? • What is missing?