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

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

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

• 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

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RESEARCH STUDY

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

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

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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