Leading Transformational Change
Change arrives in two ways:
1. Unexpectedly and 2. Out of necessity. Either way, change is a constant and is rarely receptive. It would serve leaders well to integrate change as a necessary strategy within their strategy.
Whether it's new leadership, a growth
opportunity, or a new policy from the top, a leader must be adequately prepared to lead her organization and community through the turbulence of change while maintaining her key team members, resources, and clients.
We use the steps below to help organizations shrink the gap between change and the next opportunity while maintaining cohesiveness, high performance, and maximizing resources:
1. CHECK on your team to see how change has impacted them and assess the damage (if any) and what must be repaired before moving on.
2. CONSIDER the key stakeholders who must lead the way of change
3. COLLABORATE with these stakeholders and see opportunities for moving through change as fast and healthy as possible
4. CARRY OUT the plan
"Don't avoid change...employ it! It's always working. Make it work for you!
Barry was able to move my team into a place of full intention, by helping them see how their role as Liaisons could potentially impact family engagement for our district.
BARRY LISTENED INTENTLY TO THE VISION I HAD SET FORTH FOR MY STAFF AND FAMILIES AND
PRODUCED A SERIES OF IMPACTFUL SESSIONS THAT MOVED OUR DISTRICT TO A WHOLE NEW LEVEL.
DIRECTOR, FAMILY AND COMMUNITY ENGAGEMENT, BAKERSFIELD CITY SCHOOL DISTRICT
An Example of Our Work
A county government organization was selected to pilot a new state program that would shift they way they enrolled foster parents. Very few systems were set in place in the beginning and multiple changes were made long after the program had rolled out. This particular county child welfare agency had already experienced low moral due to prior leadership, causing a lot of distrust and dysfunction. And on top of that, they had to learn to work together to implement this new state initiative.
Using the Check, Consider, Collaborate, and Carry Out approach above, our BEK Impact coach worked with the executive team for approximately 18 months, helping leaders rebuild trust in each other, work cohesively as a team, and then co-create a strategic plan that moved them faster toward their goal.
Upon our recommendation, the director made some leadership changes, moving some to other departments where they could flourish. Once she had the right leaders in place, the executive team followed the Playbook we customized for them and was able to role out the pilot program as a unified team, make timely changes to the program, and maintain key employees on their team.