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

2. Organizational Development
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,

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
The process of a group growing together toward a shared end(Dictionary.com)

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