Based on a study I conducted with colleagues looking at change in Land Grant University System (LGUS), I thought it would be interesting to share some of our findings. Exploring the initiation, sustainability, and barriers to change, this study provides a unique lens through which to understand successful organizational change processes.
Initiation: Catalysts that Drive Change
Our study identified that change within the LGUS is often sparked by internal or external needs. These catalysts, are consistently identified in other change models. Surprisingly, the LGUS context also reveals that change can develop organically from a desire to enhance operations, underscoring the importance of internal motivation and commitment.
Leadership's Role: Navigating the Start
Change often starts at lower LGUS levels, where leaders or change agents enjoy supportive supervision and control. This aligns with the strategy of starting small and nurturing an environment of innovation.
Success Essentials: Intent and Communication
Key conditions for successful change encompass intentionality, effective communication, respect, and dedicated effort. This echoes the need to establish urgency and open channels of communication in higher education, fostering collaboration.
Overcoming Obstacles: Inertia and Vision Gaps
Bureaucratic inertia emerges as a significant barrier to change in LGUS. Clear vision is crucial, emphasizing the importance of communicating it effectively to ensure commitment.
The Human Factor: People and Relationships
Sustaining change in LGUS hinges on relationships, a powerful driver for success. This highlights the significance of collective efforts in sustaining change initiatives.
Sustaining Momentum: Relevance and Communication
Sustained LGUS change is linked to relevance and incremental growth. Ongoing communication and consistency play vital roles, ensuring integration into the organizational fabric.
In Conclusion: Paving the Path of Change
The LGUS study unveils insights for navigating change. From catalysts to relationships, the findings offer a unique perspective on organizational change. Clear communication, strategic intent, and overcoming inertia are pivotal. The LGUS context provides lessons for diverse organizations embarking on transformative journeys.
Our proposed organizational change model...
For more information and details, I've linked the full manuscript below:
Lamm, K. W., Sapp, L. R., & Lamm, A. J. (2018). Organizational change in the land-grant system: A qualitative evaluation. Journal of Agricultural Education, 59(1), 204-222. https://doi.org/10.5032/jae.2018.01204
What are your thoughts about, and experiences with organizational change? Please be sure to provide your comments below!
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