About The Organization A Community College at Which I Work

A two-year academic institution

Analysis - College as a Whole and My Department Health, Physical Education and Athletic Department

Mission of the College Provide quality educational opportunities which enhance student

learning and the creative, intellectual, cultural and economic vitality of the diverse community

The College’s Eight Shared Values 1) Student success; 2) Innovation; 3) Mutual respect; 4) Lifelong

learning; 5) Diversity; 6) Academic freedom; 7) Shared governance; 8)Excellence

Structure Board of Trustees – Six Members

Administrative Personnel 1 Superintendant/president 2 Associate superintendant/vice presidents 2 Vice presidents 7 Deans 2 Associate deans 1 Executive director 18 Directors

Academic Departments – 14 Each department has a department chair

Faculty Members and Classified Staff Members

Cultural Aspects

Institutional – Prior to Changes Reasonable levels of:

respect integrity fairness communication enjoyment shared input towards the vision of the college

Departmental – Prior to Changes communication and vision consensus not uniform respect, fairness, enjoyment – not as strong

Changes - structural

Institutional

New associate superintendent/vice president (ASVP)

New dean to which our department reports – 4th in five years

“Resignation” of ASVP – one year ago

Departmental

New associate dean – 4th in eight years

Loss of two full-time faculty members - retirements

New full-time faculty member

Most in the Past Two Years

Changes - vision

Institutional intentions

Create better “Shared Governance” model

Provide more opportunities to elevate levels of student success

“Clean up” detrimental aspects of the college

Departmental intentions

Enhance support for the department; academic and athletic

Encourage support for new full-time faculty personnel

Distribute resources in equitable manner – enhance student experience

Throughout the Change Process

Changes - cultural

Institutional

Lesser degrees of

respect, fairness

communication

enjoyment, shared vision

More uncertainty about future

Doubt towards college president’s decision making abilities

Departmental

Leadership skills from members surfaced

Enhanced communication

More fair distribution of resources

New academic vision

Greater level of enjoyment

As the Change Process Proceeded

Institutional LeadershipActions

Apparent unilateral decision by College leadership regarding ASVP “resignation”

College leadership message and vision was vague and non-inclusive

Actions led to significant campus cultural deterioration

Variation in chain of command communications

Departmental LeadershipActions

Allowed and encouraged collaborative input in many areas: ex. new personnel; budgetary; equipment

Used wide variety and frequency for methods of communication

Viewed various programs within department equitably

Effectively dealt with wide range of personalities

Resistance

Institutionally compliance with underlying doubts/reservations members questioned their own job security inadequate explaining for the change from college leadership Most (in favor or not) were in shock Impractical

Fiscal implications Accreditation imminent Reassigning of duties

Resistance ( )continued

Departmentally Primarily with classified staff

communication methods execution of job responsibilities

Faculty members Most left with two personnel retirements negative energy not able to permeate among other faculty

Adaptation to Resistance

Department leadership adapting leadership styles to fit circumstance involve classified staff to a greater extent communication skills with variety of personalities

make everyone feel important and valuable

College leadership tenuous/unclear methods for dealing with resistance unclear timeline for filling ASVP position

Sustaining Change

Institutional better communications from leadership are essential

greater understanding / rationale for ASVP “resignation” clarification of vision

campus skepticism certainly needs to be addressed

Departmental continue to:

provide collaborative environment / empower people consider political implications of decisions communicate the value of human resources be accessible / open door

Conclusions

College structure continues to be fluid – no set ASVP

Substantial changes will again occur upon new hire

Departmentally culture is greatly improved vision / direction are positive leadership capabilities are evolving various individuals a stronger department will more effectively deal with future

changes

People are the ones who truly make a difference.

Only Time Will Tell !!