transition: make it or break it, organizational …...transition: make it or break it,...
TRANSCRIPT
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Transition: make it or break it, Organizational Readiness for Change
7TH CHANGE MANAGEMENT CONFERENCE
MARCH 18 & 19, 2018, DUBAI.
2018
Dr. Nada Hussain Al- Moosa
Ministry of Health
Sultanate of Oman
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Change
outcomes
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CHANGE MANAGEMENT IN ACADEMIC
• What are the unique challenges, opportunities, and approaches to change
management in higher education?
• To manage change successfully, it is crucial to consider the impact of this
change on those affected by it
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DRIVERS OF CHANGE IN HIGHER EDUCATION
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DRIVERS OF CHANGE IN HIGHER EDUCATION
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PURPOSE
FOR CHANGE
Vision OF
CHANGE
PART FOR
EACH TO TRANSIT TOWARDS
THE CHANGE
PLAN HOW
TO CHANGE
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LEADING CHANGE DURING TRANSITION
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• A descriptive qualitative study explored how change can be implemented to better suit the needs of people in the organization during a period of transition
• Findings indicated that the governance structure, the change vision, availability of a change and transition management plans as well as a systematic communication style proved to have a significant impact on the process towards successful implementation of the desired change
•
RESEARCH STUDY
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RESEARCH QUESTIONS
• What are the expressed views and recommendations of educators regarding
the systems and processes needed to enhance and ensure the quality of
education in the upcoming college?
• What quality improvement changes related to enhancement of health
professions education do they perceive to be necessary?
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THEORETICAL FRAMEWORK
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CHANGE DURING TRANSITION
New
Beginning
Neutral
Zone
Ending
DenialShock
Anger
Frustration
Hope
Skepticism
Acceptance
Importance
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THEMES
• Effect of change
• Management of change
• Effect of transition
• Management of transition
• The process of change management
• The process of transition management
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EFFECT OF CHANGE
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• A positive change for
education
• Government reforms
• Confer with external
quality assurance systems
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MANAGEMENT OF CHANGE
• leaders can have a significant impact on the way
employees manage to fulfill the desired change
• (Kriflik & Jones, 2004).
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MANAGEMENT OF CHANGE…(CONT’D)
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EFFECT OF TRANSITION
• Acceptance of the idea to move towards change
was the first step to start the process of
transition.
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EFFECT OF TRANSITION
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MANAGEMENT OF TRANSITION
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MANAGEMENT OF TRANSITION
• “It’s not about curriculum, they can stay up day
and night doing the curriculum but are we ready?
Is the structure ready? Is the building ready? Are
the students ready? Are resources for a college
ready?”
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THE PROCESS OF CHANGE MANAGEMENT
• “We still do not have a transition plan; we do not
know what is the impact of this transition on the
staff, the students, the resources, and the
management”.
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THE PROCESS OF TRANSITION MANAGEMENT
• We are talking here about an organization, …we
are dealing with human, finance, management
and therefore we might not be experienced
enough to embed those financial aspects or the
psychosocial impact but a lot of private sector
because they are market driven they have taken
careful decision and they are experienced. There
is no harm if we involve them and they will feed us
their experience.”
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RECOMMENDATIONS
• A clear vision and change management plan is required
to facilitate a smooth transition towards the desired
change
• Implement strategies that support a clear and
transparent two-way communication system at all
levels of the organization during the change process
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RECOMMENDATIONS…(CONT’D)
• Involving the staff in planning and decision making from
the start is crucial to success
• Adopt a strategic change process in which the roles and
responsibilities of staff are clearly laid out and understood
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RECOMMENDATIONS…(CONT’D)
• The creation of temporary systems will help to set and
monitor short-term goals
• Establish a transition management plan for what is going
to happen to general staff, as the new changes are being
implemented
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CONCLUSION
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• The literature shows that individuals respond to change in
similar ways
• In this study, participants expressed:
• Positive feelings towards the idea of change
• Negative feelings towards the management of this
change
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MATTERS TO CONSIDER DURING TRANSITION
• Acknowledge the strength of the current system
• Seek to understand fear and concerns
• Address emotional and intellectual concerns
• Include a variety of individual levels (Staff, students, administrators, external stakeholders) as opinion leaders in the process of transition towards successful change implementation
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