The Implementation of Change in a Declining Organisation and Developing A Strategy for the Future

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The Implementation of Change in a Declining
Organisation and Developing A Strategy for the
Future

• Colette Walsh
• Director
• Finglas Child Adolescent Centre

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• WE MUST BECOME THE CHANGE WE SEEK IN THE WORLD
• Gandhi

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HISTORY OF FINGLAS

• De La SALLE ORDER 1972 1994
• BOARD OF MANAGEMENT
• DEPARTMENT OF EDUCATION 1994 TO DATE
• NEW BOARD OF MANAGEMENT SEPT 2004

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HISTORY OF FINGLAS

• ORGANISATION HAD BEEN EXPERIENCING DIFFICULTIES
  
• NOT A SAFE ENVIRONMENT FOR CARING FOR CHILDREN
• NOT A SAFE ENVIRONMENT FOR STAFF

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HISTORY OF FINGLAS

• ORGANISATION HAD BEEN DOWNSIZED BY NUMBERS OF
  ADMISSIONS
• LACK OF TRUST IN THE ORGANISATION

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HISTORY OF FINGLAS

• Director appointed in October 2004 with a clear
  mandate to restore
• Trust
• Confidence
• Build an organisation for the future

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What is Change ?

• ORGANISATIONAL CHANGE DEFINED BEER (1990)
• IS THE PROCESS BY WHICH ORGANISATIONS MOVE
  FROM THEIR PRESENT STATE TO SOME DESIRED STATE TO
  INCREASE THEIR EFFECTIVENESS

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DETERMINING THE NEED FOR CHANGE

• IDENTIFY THE PRESENT SITUATION
• DEAL WITH THE CRISIS
• EXTERNAL INTERNAL INPUTS
• IDENTIFY THE FUTURE SITUATION
• HOW THE ORGANISATION WAS GOING TO PROGRESS
• EXTERNAL INTERNAL STAKEHOLDERS

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DETERMINING THE NEED FOR CHANGE

• OVERCOME THE OBSTACLES TO CHANGE
• ORGANISATIONAL
• RESISTANCE
• FUNCTIONAL
• GROUP
• INDIVIDUAL

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ACHIEVING CHANGE IN FINGLAS

• LEWINS (1951) MODEL FOR CHANGE
• UNFREEZING
• CHANGE
• RE-FREEZING

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ACHIEVING CHANGE IN FINGLAS

• HOW TO UNFREEZE
• IDENTIFY THE NEED FOR CHANGE
• RATIONALE FOR CHANGE
• STAFF WERE AWARE OF THE CRISIS FACING THE
  ORGANISATION

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ACHIEVING CHANGE IN FINGLAS

• SECOND STAGE IS MOVING FROM OLD SITUATION TO NEW
  ONE
• BROUGHT ABOUT BY INTRODUCTION OF
• STRUCTURE
• CHANGE OF CULTURE BUILDING TRUST CONFIDENCE
• COMMUNICATION
• TRAINING FOR STAFF

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ACHIEVING CHANGE IN FINGLAS

• BUILDING CONFIDENCE WITH STAFF
• BUILDING MULTI-DISCIPLINARY TEAMS
• IMPORTANCE OF COMMUNICATION SHARING INFORMATION

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ACHIEVING CHANGE IN FINGLAS

• FINAL STAGE REFREEZING
• MAKING THE NEW BEHAVIOUR OR CHANGE A PERMANENT
  FEATURE OF THE ORGANISATION REBUILDING TRUST
  WITHIN THE ORGANISATION

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MANAGING THE CHANGE

• EXAMINING THE STRUCTURE
• REPORTING STRUCTURE
• JOB DESCRIPTIONS
• ACCOUNTABILITY RESPONSIBILTIY

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MANAGING THE CHANGE

• COMMUNICATIONS
• REGULAR MEETINGS RE OPERATIONAL CONCERNS OF THE
  ORGANISATION
• INVOLVING STAFF AT MANAGEMENT LEVEL -
  PARTICIPATION
• BUILDING CONFIDENCE TRUST
• DEVELOPING NEGOTIATION

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MANAGING THE CHANGE

• IMPORTANCE OF COMMUNICATION
• FROM MANAGEMENT TO MANAGEMENT
• FROM MANAGEMENT TO STAFF
• FOR THE DEVELOPMENT OF TEAMS
• FOR BUILDING CONFIDENCE

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MANAGING THE CHANGE

• BUILDING PARTNERSHIP
• WORKING ON DIGNITY RESPECT POLICY PARTNERSHIP
  MODEL
• RESPECTING LISTENING TO STAFF
• BUILDING MANAGEMENT TEAM - IDENTIFYING STRENGTHS
  OF STAFF

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MANAGING THE CHANGE

• AN EXAMINAION OF THE ORGANISATION - SWOT
  ANALYSIS
• STRENGTHS What are we doing well
• WEAKNESS What could we do better

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MANAGING THE CHANGE

• OPPORTUNITIES for the organisation
• THREATS what are they and how do we deal with
  them

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MANAGING THE CHANGE

• IDENTIFIED KEY STRENGTHS
• PAST ACHIEVEMENTS OF CENTRE
• STAFF ARE COMMITTED TO CARING FOR THE CHILDREN
• STAFF - COMMITTED TO THE ORGANISATION ITS
  SURVIVAL

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STRATEGIC CHANGE

• DEVELOPING A STRATEGIC VISION FOR THE
  ORGANISATION
• STRATEGIC PLAN FOR THE ORGANISATION DEALING
  WITH COMPETITIVE CONDITIONS AND CHALLENGES FACING
  THE ORGANISATION

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STRATEGIC CHANGE

• EXAMINING THE EXTERNAL ENVIRONMENT
• ADAPTABILTY FLEXIBILITY OF THE ORGANISATION
• EVALUATING PERFORMANCE OF THE ORGANISATION
• MONITORING DEVELOPMENTS
• INITIATING CORRECTIVE ADJUSTMENTS

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STRATEGIC CHANGE

• BUILDING ON THE STRENGTHS
• GETTING STAFF TO FOCUS ON WHAT WAS BEING DONE
  HOW TO DO BETTER
• RESTORE PRIDE IN WHAT WE DO

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WHAT DID WE DO?

• STABILISED THE ORGANISATION
• RESTORED TRUST CONFIDENCE
• CREATED A SAFE ENVIROMMENT FOR STAFF AND YOUNG
  PEOPLE EQUALLY

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WHAT DID WE DO?

• MANAGEMENT INVESTING IN STAFF
• TRAINING
• MENTORING
• COACHING

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WHAT DID WE DO?

• IN OCTOBER 2005 FINGLAS LAUNCHED THE NEW
  ASSESSMENT PROCEDURE
• BUILDING ON PREVIOUS ASSESSMENT EXPERIENCE

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THE FUTURE

• EXPERTISE IS NOT LOST BUILDING ON EXPERTISE
  AND EVALUATING FOR THE FUTURE
• PROVIDING AN IMPORTANT SERVICE IN WHAT WE DO IN
  FINGLAS

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THE FUTURE

• IN PROVIDING CARE THE CENTRE DOES SO BY BEING
• FLEXIBLE
• ADAPTABLE
• SUSTAINABLE
• ENSURING SUPERIOR PERFORMANCE

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THE FUTURE

• THE COMMITTEMENT OF THE CENTRE IS TO CREATE A
  FUTURE FOR THE YOUNG PEOPLE WHO ARE COMMITTED TO
  OUR CARE IN THE PROVISION OF AN APPROPRIATE
  SERVICE