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Cathryn C. PotterButler Institute for Families
University of Denver
Sarah WebsterNational Resource Center for Organizational Improvement
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
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System ChangeScope Issues: “Where to start?”Fatigue Issues: “Should we be insulted?”Relevant questions:
Does everything need to change?How to sort out what to change and what to leave
alone?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
Why talk about this today?
Examine some ideas from these diverse literaturesNot to worry: Big ideas only
Get ready to think together over the next two days
Consider how these ideas can help in planning for Implementation Center Projects
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Leading ChangeLeadership is fundamentally about leading
change – small and large, ongoing and specific, internally motivated and externally driven
National Workforce Institute: Leadership Academy for Mid-Managers and Leadership Academy for Supervisors
A few “big picture” leadership ideas from Kouzes & Posner in The Leadership Challenge
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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
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Managing in Changing Environments
With Kudos to Katharine Cahn and David Berns, Working in Changing Environments, chapter in Child Welfare Supervision
The Dynamics of ChangeReactiveProactiveEvolutionary
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Managing in Changing Environments
Stages of Organizational ChangeCreating Motivation to ChangeIntroducing the ChangeImplementationSustaining the ChangeRecognition of Accomplishment
Or, Unfreezing, Changing, Refreezing
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Managing Change
Roles People Play (Rogers, 1995, Diffusion of Innovations)Early Adopters Early MajorityLate MajorityResistors*
Champions and Minders
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Roles for Managing Change
Vision KeepingDesigning and InitiatingGate KeepingBuilding Engagement, Ownership and
CommitmentCoaching, Training and EducatingFeedback and Advocacy
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Core Implementation Components:Training, Coaching, PerformanceMeasurement, Feedback
Organizational Components:Staff Selection, Program Evaluation, Administration, Systems Intervention
Influence Factors:Social, Economic, Political
Fixsen, D.L., Naoom, S.F., Blase, K.A., Friedman, R.M. & Wallace, F. (2005). Implementation Research: A Synthesis of the Literature. Tampa, FL:
University of South Florida, Louis de la Parte Florida Mental Health Institute, The National Implementation Research Network (FMHI Publication #231).
Pg. 59.
Multilevel Influences on Successful Implementation
12
Implementation ScienceThe study of how practitioners “take up”
research findings and other information into practice.
Recent Review of Strategies used in I S and the evidence for themRevision of Professional RolesMulti-disciplinary TeamsIntegrated CareKnowledge ManagementQuality ManagementOrganizational Interventions
(Wensing, Wollersheim & Groll, 2009)A Service of the Children's Bureau, A Member of the T/TA Network
Readiness for Change
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What the Literature SuggestsNo simple way to define and measure
readiness for systemic change
But some common readiness domains emerge
Key question: Readiness for a specific change initiative or
readiness for change in general?
15A Service of the Children's Bureau, A Member of the T/TA Network
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
16A Service of the Children's Bureau, A Member of the T/TA Network
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
17A Service of the Children's Bureau, A Member of the T/TA Network
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.
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)
The objective of OD is to improve the organization's capacity to handle its internal and external functioning and relationships.
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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
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.A Service of the Children's Bureau, A Member of the T/TA Network
Learning Organizations Basic Building Blocks:
Systems thinkingPersonal masteryMental modelsBuilding shared visionTeam learning
And, back to Leadership…Designers, Stewards and Teachers
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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.Leadership and management skills related to
change are required.We can maximize our chances of successful
implementation of new practices.Ultimately, system change is best managed in
organizations that are developing and learning.
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A fun formula that didn’t fit in anywhere….
If D x V x F > R, then Change is Possible
D = Dissatisfaction with how things areV = Vision for what is possibleF = First, concrete steps toward vision are
identified
R = ResistancePeter Lewin
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Group Discussion
Thoughts?
Examples from your State or Tribe?
Other ideas that would be important for IC Projects to consider?
How can some of these ideas be used to support an IC project?
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Cathryn PotterUniversity of Denver
Sarah WebsterNational Resource Center for Organizational Improvement
[email protected] Service of the Children's Bureau, A Member of the T/TA Network
