1. Carolinas Annual Giving Conference
Higher Education Disruption: Change is happening and what we do with it is up to us
Carolinas Annual Giving Conference
Tucker J. Branham, EdD, CFRE
July 25th
Charleston, SC

2. Overview Current Situation Types of Change Table Discussions
Change Pipeline
Influencers of change response
How you respond
Discussion - Questions

3. The Current Situation
Small, private, liberal arts colleges are in financial crisis: low endowments, low enrollment, and increasing operational costs (Hartocollis, 2016).
Presidential tenure is declining and age is increasing leading to a significant leadership transition occurring over the next three years (ACE, 2017)
Most of small, private, liberal arts colleges are heavily tuition dependent. Revenue generation through increased enrollment is a priority. (Tierney, 2015; Weissman, 2014)
System-wide change is often difficult for the individuals within the organization, and therefore successful outcomes of the change initiatives may be determined by the change responses of the employees. (Piderit, 2000; Craig, 2004)

4. Types of Change
Origin of Change: External (revolutionary) or Internal factors (evolutionary)
Orders of Change: First or Second Order
Drivers of Change: Bottom-up or Top-down
Implementation of Change: Planned or Unplanned

5. First vs. Second Order Change
First-Order Change
Second-Order Change
Change in one or a few dimensions, components, or aspects
Multidimensional, multicomponent change and aspects
Change in one or a few levels (individual, group)
Multilevel change (individuals, groups, and the whole organization)
Change in one or two behavioral aspects (attitudes, values)
Change in all the behavioral aspects (attitudes, norms, values, perceptions, beliefs, world view, behaviors)
Quantitative change
Qualitative change
Change in content
Change in context
Continuity, improvements, and development in the same direction
Discontinuity, taking a new direction
Incremental change
Revolutionary jumps
Reversible change
Irreversible change
Logical and rational change
Seemingly irrational change based on different logic
Change that does not alter the world view or paradigm
Change that results in a new world view or paradigm
Change within the old state of being (thinking, acting)
Change that results in a new state of being (thinking, acting)

6. Table Discussions Let’s take a minute to discuss a real situation.
Pick one situation from your group and answer the questions on the following slide
One person will be the scribe and report out
You will have 15 minutes for this, so it is ok if you can’t get through everything as thoroughly as you would like!

7. The Change Initiative Pipeline
Pick a recent significant change initiative that impacted you in some way
What were the components of the change (origin, order, driver, implementation)
How did you hear about the change?
Were you a part of the process (discussion, role out, etc). If so, what role did you play?
What was your cognitive, emotional, and behavioral response to that change? What about those around you? Why?

8. Influencing Factors on Change Response
Piderit’s (2000) Response to Change Theory
Emotional
Cognitive
Intention
Change Response
Positive
Ambivalent
Negative
Components of Change
Organizational Leadership
Organizational Readiness
Organizational Culture and Norms
Beliefs and Values
Time
Organizational Viability

9. Your Response Makes a Difference
Cognitive: Think about how this change serves a greater good. What information do you need? Who could give you that information? How can you help spread more accurate information that will help others have a positive response?
Emotional: Understand your own reaction, again, what information do you need? Is it aligning with the mission and vision of the college/university? Is it aligning with your own values and beliefs? If so, how? If no, how not? Go back to the greater good.
Behavioral: Are you supportive in words and actions? If so, is it genuine? If not, why not? Is it the cognitive or emotional or both disconnect?

10. Discussion and Questions