Managing change


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Managing change

  1. 1. Managing ChangeAn enlightening experience?
  2. 2. Objectives• Introduction• Description of event• If I knew then what I know now• What I learnt• Conclusion
  3. 3. The event• Student complaints• Thrown in at the deep end• Lots of information and observations• No clear goal
  4. 4. If I knew then what I know now• Nothing is permanent but change! (The three initiates, 2007, p.25)• Managing people is a skill and an art form• To Achieve change you need to have an actual goal
  5. 5. My aim
  6. 6. A more effective approach•Applying a model of change management•ADKAR model (1998)•Awareness•The need for change was already established throughfeedback from students, but is this enough? A root causeanalysis would have been useful for example to gain moreevidence for the need to change and identify areas wherechange is necessary.•Student discussion and staff consultation to feed into aherringbone diagram
  7. 7. Desire•Reasons to motivate the tutor to become a stakeholder in the change process:•Good Student feedback is important and assessed bythe quality department•Student satisfaction and student retention rates arelinked?‘if they have positive feelings about their experiences and would makethe same decisions again, then an institution’s word of- mouthreputation remains strong and can contribute to future successin recruiting and retaining students’ (Schreiner, L 2009)•Personal feedback- Tutors like to feel they are doing agood job•Resistance to change- This is the way it’s always beendone before, this does not necessarily mean it’s themost effective way
  8. 8. Knowledge•Understanding of the need for change- Studentsatisfaction, no one size fits all in education•Awareness of how change will occur- agreed goal andvision•Linking theory to practice- Adult learning theory•Teacher training and experience- Understanding of thestructure of building knowledge in different people•Support from management- Top down and laterally
  9. 9. Ability•Challenges to being able to facilitate personal change inthe tutor:•Resistance to change- this is how it’s always been! This ishow I was taught!•Inexperienced teacher- Un realistic expectation ofstudent achievement in given time frame•Lack of top down or lateral support
  10. 10. Reinforcement•Improved Student feedback- increased tutor motivation•Managerial guidance- more structured governance ofmodule. Clearer Educational structure.•Mentoring procedure- Peer observation
  11. 11. What I learnt• Awareness is key• Change needs direction and focus; without an aim how will you know if you succeed?• Engaging people in change is essential• Change needs agreed goals and values• In education change has to benefit the student, they are the reason we are here!
  12. 12. References• Change management learning center (2007) "ADKAR" - a model for change management Change Management Tutorial Series [Online] Change management learning center. Available from: http://www.change- [Accessed 31st May 2012]• Hiatt, J. (2006) ADKAR: a model for change in business, government and our community. Prosci Research, USA• Schreiner, L. (2009) Linking Student Satisfaction and Retention. Noel-Levitz [online] p.6. Available from: 09/LinkingStudentSatis0809.pdf [Accessed 31st May 2012]• The Three Initiates. (2007) The Kybalion - A Study of The Hermetic Philosophy of Ancient Egypt and Greece. Nuvision publications Ltd.
  13. 13. Questions?