Managing Organizational Managing Organizational ChangeChange

A Framework to Implement and Sustain Initiatives

in a Public Agency

Lisa Molinar M.A.

Why isn’t that enough?

Because:

It just makes sense!!

AgendaAgendaWelcome & IntroductionsObjectives of this SessionOrganizational CultureOrganizational ClimateGuiding PrinciplesManaging ChangeDiscussion & Questions

Objective for this sessionObjective for this session

Participants will  explore guiding principles of organizational development when embarking on a project or initiative

Explore ways to apply the learning in their own organization.

Translating Evidence: Translating Evidence: Some DefinitionsSome Definitions

Organizational Culture“the way things are done around here”The shared norms, beliefs and behavioral

expectations that drive behavior and communicate what is valued in an organization

Summary of definitions from:

Hemelgarn, Glisson and James. (2006) Organizational culture and climate: implications for services and interventions research. Clinical Psychology: Science and Practice. 13(1).

Translating Evidence: Translating Evidence: Some DefinitionsSome Definitions

Organizational Climate“How it feels to work here”The agreed upon (i.e. not just individual)

perception of the psychological impact of the work environment

Summary of definitions from:

Hemelgarn, Glisson and James. (2006) Organizational culture and climate: implications for services and interventions research. Clinical Psychology: Science and Practice. 13(1).

Change for the sake of change?Change for the sake of change?

What does some of the research say?

Why does it matter what the case Why does it matter what the case workers think of the organization?workers think of the organization?

• “Caseworkers in agencies with more engaged climates reported significantly greater job satisfaction, and caseworkers in agencies with more stressful climates reported significantly less job satisfaction.”

“ Children served by agencies with more engaged climates had significantly better outcomes”

Glisson Research on Social Work Practice, Vol. 17 No. 6, November 2007. Sage Publications

Engaged Climates Engaged Climates • “caseworkers who provide services within

agency work environments that have more engaged climates (i.e. high in personal accomplishment and low in depersonalization) are more likely to accomplish these objectives” – Individualized casework–Personalized relationships–Focus on achieving best results for each child

Guiding PrinciplesGuiding Principles

• Mission driven vs. rule driven• Results oriented vs. process oriented• Improvement directed vs. status quo oriented• Relationship centered vs. individual centered• Participation based vs. authority based

• Glisson Research on Social Work Practice, Vol. 17 No. 6, November 2007. Sage Publications

Mission Driven vs. Rule Mission Driven vs. Rule DrivenDriven

–A Power point presentation and speaking points for the County to share with their staff and other stakeholders regarding the information obtained from other tools and the importance of embarking on this process. –A one page executive summary is prepared to

share with staff and other stakeholders.–A clear Vision and mission are established.

Results oriented vs. Results oriented vs. Process orientedProcess oriented

• A self assessment document is completed on an ongoing basis by the agency and other stakeholders to assess their baseline and thoroughly review their system, focusing on progression within the continuum. The domains assessed include:• Collection and use of data• Shared Value and Common Language• Training and Engagement of Staff• Training and Engagement of Partners• Parent, youth and child Engagement• Agency Policy and Practice

Improvement directed vs. Improvement directed vs. Status Quo orientedStatus Quo oriented

◦A template for a summary report and strategic plan

◦Ongoing use of the self assessment document

Relationship centered vs. Relationship centered vs. Individual centeredIndividual centered

Focus groups , tools include Focus group scripts Suggested questions Planning for the focus groups document

◦Surveys, interviews and feedback forms that can be conducted with stakeholders

Participation based vs. Participation based vs. Authority basedAuthority based

◦In every level of the organizational assessment, a comprehensive group of child welfare staff at all levels, families, youth, foster parents, community members, services providers and cross – system partners are collaborated with.

◦We know that for an initiative to be sustained a collaboration is essential.

What are the strengths of your organization?

What is missing?

Discussion and Next StepsDiscussion and Next Steps