Three Types of Change 1. Developmental 2. Transitional New Old State Transition State New JOAN The first is developmental change: In this an organization grows in a steady and consistent way from it’s inception and the process is characterized by steady and predictable growth. You know what your product is, you use strategies to let others know and your size increases incrementally as you predict. In Transitional Change: There is a clearly defined state that for various reasons has become problematic or ineffective and a new state is identified as desirable. In this type of change the organization or system identifies ahead of time the new state that they are striving to achieve and goes about the process of moving from A to B in a pretty linear way. An example would be Toyota. For years they had a reputation for quality but something went wrong. They entered a transition state, where the old no longer works and then moved toward the new. Achara Consulting Inc.

Three Types of Change (cont’d.) 3. Transformational Reemergence Through Visioning and Learning Wake-Up Calls Growth JOAN In transformation change, an organization or system goes through a period of growth an attains a certain level of positive or productive functioning. The system then encounters a series of wakeup calls then lead to instability and often what is perceived as a state of chaos. For integration these calls have come from the statistics around life expectancy and health outcomes not only for people with SMI/SUD but also for those living with chronic physical conditions. , In transformational change these wake- up calls require a radical re-envisioning process. Chaos Mindset Forced to Shift Birth Achara Consulting Inc.

The Difference in Transformational Change Transformational change is unique in three critical ways The future is unknown and only through forging ahead will it be discovered. Follow the north star The future state is so different than the traditional state, that a shift of mindset is required to invent it. Check your thinking The process and the human dynamics are much more complex, partnership is critical! JOAN Critical role of the change management team in demonstrating this partnership. Joan Kenerson King Consulting and Counseling, LLC & Achara Consulting Inc.

Three Approaches to Organizational/System Change: Starting an integrated care program Additive Extending integration to different programs within the organization, aligning some policies, practices. Selective Cultural, values based change drives practice, community, policy and fiscal changes in all parts and levels of the system. Everything is viewed through the lens of and aligned with a whole health approach from the front door to the back. Joan Additive approach might provide needed peer based supports but doesn’t expand the focus of treatment to critical life domains that give the person’s pursuit of recovery meaning. Selective approach, problem is people get inconsistent messages. For example one client told me (ijeoma) that their recovery coach and pastor encouraged them to use their faith and to talk about their faith in order to support their recovery. The person became involved in the community in new ways, started a gospel choir. Was later chastised by their treatment provider for being in “relapse mode.” The counselor said that the man was spending too much time focused on and talking about God and not enough time working on his recovery. People get inconsistent messages, leads to confusion, discouragement, frustration, relapse. Transformational Achara-Abrahams,I., Evans, A., King, Joan Kenerson : Recovery Focused Behavioral Health Care System Transformation: A Framework for Change and Lessons Learned, In Kelly, J. & White, W. Addiction recovery management: Theory, science and practice. New York: Springer Science (2010)