PART 9 - CHANGE MANAGEMENT STRATEGY

According to PROSCI, change management is the discipline that guides how we prepare, equip and support individuals to successfully adopt change in order to drive organizational success and outcomes.

Sources: OPIF, Second Pass Filter Tool, PSC Public Sector Commission

Country
Required answer

50 characters remaining

Name of the Partner Institution
Required answer

50 characters remaining

Institution type (private/public/state)
Required answer

50 characters remaining

Does your HEI have a Change Management strategy?
Required answer

If Yes, please specify the level of Change Management at your HEI:

If Yes, which of these statements best applies to how change is managed at your HEI?

If Yes, please specify what role the (organizational) change management plays in your HEI, how is it functioning and what are its main principles:

1500 characters remaining

If No, could you explain why? Is a problem due to the lack of:

Who can initiate/propose new changes at your HEI? (multiple choices available)
Required answer

Who is responsible for approving of new changes? (multiple choices available)
Required answer

Who is responsible for implementation of new changes? (multiple choices available)
Required answer

HEI’s organizational change readiness

How quickly do you think that your HEI adapts to changes?
Required answer

Please mark the most appropriate box that correspond best with your HEI’s organizational change readiness:
Required answer

Not at all
Rather inefficient
I don't know
Rather effective
Very effective
Is the communication from the HEI’s management team to staff/employees involved in implementation of change management effective?
Do you think the decision making is effective at your HEI?
Are the relationships between the HEI’s staff and the management team effective?

Please select how applicable each of these statements are in describing the change management at your HEI:
Required answer

Never
Seldom
I don't know
Sometimes
Often
The staff receive information about planned organisational change at an early stage
The staff is given enough information to enable them to understand why organisational change needs to happen
The institution communicates with staff regularly when going through change
The staff has an opportunity to comment about (organisational) change before, during and after it has happened

Does your HEI favour change?
Required answer

ONLY SEA PARTNERS - Obstacles to the change management

Lack of a governance structure

YES
NO
Is there a clear map of governance arrangements for the change?
Is there an effective procedure in place for monitoring the change?
Have risks been assessed and strategies put in place to mitigate the risks?

Lack of role modelling by leadership

YES
NO
Do the management team ‘lead by example’?

Under-communication

YES
NO
Is your HEI’s management/executive team communicate with the staff regularly?
Do you use a range of communication methods and styles within your HEI?
Is HEI’s management/executive team answering the staff’s question: ‘What will this mean for me?’

Declaring success too early

YES
NO
Are mechanisms in place to ensure the changed state becomes the normal way of working?
Has the ultimate objective been defined clearly so that it is evident once achieved?