By Dr. J. Sheldon Mac Leod, Associate Vice-Provost, Student Affairs & Services, at the University of New Brunswick, and a Consultant with AACRAO Consulting.
We joke that the only constant is change, yet the reality in post-secondary education is essentially one of change. Change is in our nature: our students change year over year, best-practice and research developments drive new ideas, student information system technology adapts, enrollment numbers expand or contract and issues arise with staffing retention. These, and more, leave us with change as an ever-present reality. In post-secondary, there is also strategic and organizational change that is needed. After a career of leading change, and now sitting in a role of change building a best-of-breed student affairs team across two major campuses, two sites, and online for thousands of students, here are some basic lessons that have become evident.
- Change for the right reasons: Change for the sake of change is a threat to staff and is often unnecessary. Change should be based on a clear line to a common goal, where people can see their professional roles in alignment with that goal. Change to be better, to serve better, to have excellence. Don’t change because it's trendy or because “that’s what good leaders do.” Have a purpose and share the “why.”
- Begin with the End: Successful change begins with a clear vision of the future. A well-defined strategy provides direction and purpose helping staff and faculty understand the desired outcomes and what success looks like in that new future. Don’t be afraid to dream and share that vision broadly.
- Communicate. A lot: Be open and transparent throughout the change process. Leaders should clearly articulate the purpose, strategies, and change management models being employed, feedback loops that actually matter, and milestones along the way. Over-communicate in multiple ways (in person, small groups, town halls, memos, through leaders, etc.).
- Involve others: Involving staff ensures their insights and expertise are considered. Regularly have your teams suggest how they best can achieve the desired outcome. It’s much better than what leadership alone could develop. Have people involved and own the outcome. It’s the same psychology behind why we all like weird furniture from IKEA; we’re attached to it because we had a hand in building it. Let your people build!
- Find Champions: Identifying and empowering champions within the division, campus, etc. can help inspire others. These champions are not the people with mere positional authority; they are the staff we all know that others look to, regardless of title. Engage them in meaningful ways and leverage their influence for change.
- Celebrate Success: Acknowledge and celebrate achievements. This highlights the benefits of the hard work and shows people success in what can be a long and daunting process. Use real examples of where the team (not the leaders) was the hero. Celebrate loudly and often.
Meaningful and purpose-driven change builds community, belonging, ownership and a sense of working towards excellence. Start right, engage well, celebrate often, and make your team are the participants and heroes. Your team will thank you.
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