{"id":1094,"date":"2008-09-24T10:23:32","date_gmt":"2008-09-24T14:23:32","guid":{"rendered":"http:\/\/grace-ed.org\/blog\/?p=1094"},"modified":"2008-09-24T10:23:32","modified_gmt":"2008-09-24T14:23:32","slug":"bringing-about-organizational-change","status":"publish","type":"post","link":"http:\/\/grace-ed.org\/blog\/archives\/1094","title":{"rendered":"Bringing about organizational change"},"content":{"rendered":"<p>Bringing about organizational change isn\u2019t rocket science, but it\u2019s not easy either. Those who step into a leadership position that requires engaging in institutional and organizational development in effect and by default will need to bring about changes on several levels: administrative, cultural, organizational, relational, and in processes and structures. In other words, institutional development is systemic. It requires addressing change in everything all together at the same time.<!--more--><\/p>\n<p>One aspect of bringing about institutional change is problem solving, and that skill is a major part of the game. Every change brings about a potential new problem. And that problem needs to be solved. For problem solving I know of few things more helpful than the Feynman Problem Solving Algorithm. I\u2019ve found that if I follow it rigorously and to the letter it works every time:<\/p>\n<p><em>The Feynman Problem Solving Algorithm: <\/em><br \/>\n1) Write down the problem.<br \/>\n2) Think very hard.<br \/>\n3) Write down the solution.<\/p>\n<p>A second more helpful list comes from John Champlin* who identifies seven critical factors for bringing about effective change in an institution:<\/p>\n<ul>\n<li>The creation and support of clear, attainable goals that are publicized and constantly in use<\/li>\n<li>The presence of a change agent who can effectively break the equilibrium (homeostasis) holding an organization in place<\/li>\n<li>The use of a systematic, planned process that is open and subject to alteration<\/li>\n<li>The involvement of the community as an active partner and participant in any major change<\/li>\n<li>The presence of effective leadership with vision, a sense of mission, a goodly measure of courage, and a sense of the importance of followers<\/li>\n<li>A commitment to renewal that disallows compromising for lesser attainments and always aspires to higher levels of sophistication.<\/li>\n<\/ul>\n<p><a href=\"http:\/\/www.galindoconsultants.com\"><img src='http:\/\/grace-ed.org\/blog\/wp-content\/uploads\/2007\/11\/galindobanner5.jpg' alt='galindoconsultants.com' \/><\/a><\/p>\n<p>*\u201cA Study and Analysis of the Utilization of Change in the Schools of Concord, Mass. 1965-1970.\u201d Doctoral Dissertation, University of Massachusetts, Amherst, 1970. <\/p>\n","protected":false},"excerpt":{"rendered":"<p>Bringing about organizational change isn\u2019t rocket science, but it\u2019s not easy either. Those who step into a leadership position that requires engaging in institutional and organizational development in effect and by default will need to bring about changes on several &hellip; <a href=\"http:\/\/grace-ed.org\/blog\/archives\/1094\">Continue reading <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[30,18,22,11],"tags":[],"class_list":["post-1094","post","type-post","status-publish","format-standard","hentry","category-administration","category-bowen-family-systems-theory","category-leadership","category-second-chair"],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"http:\/\/grace-ed.org\/blog\/wp-json\/wp\/v2\/posts\/1094","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/grace-ed.org\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/grace-ed.org\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/grace-ed.org\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"http:\/\/grace-ed.org\/blog\/wp-json\/wp\/v2\/comments?post=1094"}],"version-history":[{"count":2,"href":"http:\/\/grace-ed.org\/blog\/wp-json\/wp\/v2\/posts\/1094\/revisions"}],"predecessor-version":[{"id":1096,"href":"http:\/\/grace-ed.org\/blog\/wp-json\/wp\/v2\/posts\/1094\/revisions\/1096"}],"wp:attachment":[{"href":"http:\/\/grace-ed.org\/blog\/wp-json\/wp\/v2\/media?parent=1094"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/grace-ed.org\/blog\/wp-json\/wp\/v2\/categories?post=1094"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/grace-ed.org\/blog\/wp-json\/wp\/v2\/tags?post=1094"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}