Whenimplementing change, the change process is exceedingly important indetermining the direction that an organization would follow. Apartfrom the direction, the change process assists an organization toevaluate its objectives. In this report, I will discuss how I canfacilitate the change process as the new athletic director of a largeschool.
Infacilitating the change process, I would first of all develop avision. When the management of any organization intends to realizechange in its operations, there is a need to create a vision. In thiscase, the vision developed indicates why the change is desired andprovides the anticipated results emanating from the change to beaccomplished (Reichert & Weber, 2012). As the new director, Iwould create a vision for change based on the issues that needadjustment in the organization. The focus would be a transition fromtraditional sporting approaches to the modern techniques. In thevision, I would let the stakeholders understand the merits of the newtactics compared to the traditional one. Besides, I would offer tothe stakeholders the positive results that would be anticipated to berealized by the anticipated change. Therefore, a clear vision wouldbe critical in facilitating the change process since it would assistin indicating the desired direction.
Anotherinitiative in the facilitation of the change process would betracking the change required in order to establish the effectivenessof the strategies that are to be used, as well as identifying fieldsthat would need to be enhanced during the next situation that wouldrequire adjustments. In tracking the change required, it would becritical to establish whether the anticipated change is realizableand measurable (Reichert & Weber, 2012). The desired change needsto be measurable and attainable for effectiveness of the changeprocess. Thus, I would use data to show that the desired change isattainable and measurable.
Also,in the facilitation of the change process, I would balance theshort-term successes with the long-term progress. After establishingthat the desired change is measurable and the benchmarks that can beused in the process, I would come up with strategies for attainingthe goals associated with the transition. In establishing thestrategies, I would consider the aspects that would define success,the frameworks that would be utilized in managing the initiative, theperiod to be taken for the change to take full effect, and the stepsthat would be taken in communicating the change. Besides, I wouldestablish the tactics that I would use to motivate the team in theimplementation of the desired change. Since change can be difficultand challenging to sustain, I would develop success points along theway these would be small victories that would be geared towardslong-term goals. This will help the team involved in the changeprocess to maintain the course towards the accomplishment oflong-term goals (Jabri, 2012). Therefore, there would be the need todefine and link the short-term and long-term objectives.
Technologywill be a critical consideration in the change process since thechief focus will to change from traditional sporting approaches tothe modern tactics. Thus, in facilitating the change process, I willincorporate technology as one of the significant aspects that theorganization will need to put into consideration. The contemporarytechnological tools are critical in making it easier to identifyopportunities, which to improve in an organization, as well ashelping in the implementation of the change process (Denison, 2012).In the change process, I will need to select the technological toolsthat will help in the accomplishment of the anticipated change. Thetechnological tools used in the process would be user friendly so asto make the team involved in the change process interested with thepractice.
Inaddition, in facilitating the change process, I would need a teamthat I would work together with in the realization of the transition.As such, I would need to select individuals who I will work with. Theselected individuals would receive the required training and holdregular meetings in order to be well-equipped with the progress ofeach development in the change process. Having regular meetings withthe team will be critical in ensuring that any issues that ariseduring the change process become discussed and resolved within ashort time rather than extending them for future resolution.
Inconclusion, the change process should be carried out with a lot ofkeenness since it helps an organization in accomplishing newdirection and vision. In facilitating the change process, it will beimportant to put into consideration various aspects. One of theelements will be the vision for the change that is to be realized. Inthe vision, it would be vital to communicate to the stakeholders whythe change would be required and the potential benefits that thechange would hold. Also, it would be crucial to identify the teamthat would be involved in the process and the technological tools.Furthermore, it would be important to establish the short-term andlong-term objectives of the change process.
Denison,D. R. (2012). Leadingculture change in global organizations: Aligning culture andstrategy.San Francisco, CA: Jossey-Bass.
Jabri,M. (2012). ManagingOrganizational Change: Process, Social Construction and Dialogue.Basingstoke: Palgrave Macmillan.
Reichert,M., & Weber, B. (2012). Enablingflexibility in process-aware information systems: Challenges,methods, technologies.Heidelberg: Springer.