Staff will draw their own lines, if they operate in a void or an inefficient structure. Then a change management challenge comes along. Because employees have configured their roles by default, they are emotionally committed to the current roles and support system. Most smaller teams can overcome the dependencies of old relationships easily.
They generally have closer personal relationships and are accustomed to serving in contingency plans.
On the other hand, large agencies will have many employees with the same role. This serves volume. But they are isolated with a shallow commitment for the overarching outcomes. If you need change, these employees are the most resistant. Those transitions are more difficult and are best accomplished in two steps. First, validate and mourn existing relationships. Then create enthusiasm and evolution for innovation. I've found evolution beats revolution every time.
- Indiana University Bloomington2010
- Partnership for Los Angeles SchoolsDirector of Educational Technology, 2013 - present
- iRiseManager, Education Services, 2008 - 2013
- Washington Mutual
- Bally Total Fitness
- DeVry University
- Long Beach City College
- Cypress College
- Ralphs Grocery Company
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