Change is inevitable, especially in the dynamic world of social impact and ministry work. But navigating change effectively can be a challenge. This post explores a relationship-based approach to change management, drawing on insights from a recent webinar hosted by the Resilient Communities Center.
The Resilient Communities Center serves as a professional development and support group for social impact and ministry professionals interested in implementing holistic principles in their endeavors. Casey Duthiers, the Director of Training and Development at the Center, contributes her knowledge in intercultural studies and non-profit change management to the team.
Relationships are essential for managing change.
Regardless of which change management methodology you use, a relationship-based, change-management model helps build strong connections and foster impactful approaches to organizational growth and influencers within your work.
Stakeholder Inclusion: Voices Matter
A crucial element in change management is stakeholder inclusion. Often, stakeholders are not adequately involved in an organization's change process. When organizations intentionally identify and involve stakeholders, all parties feel included and sense greater ownership to the desired outcomes.
Identification precedes involvement. So, who are stakeholders? A stakeholder is any individual, group, or organization that has an interest in the success or failure of a project, business, or other endeavor.
They are invested in your outcomes and can be affected by the actions taken. These voices include
Field Staff
Fundraising Staff
Middle Staff
Volunteers
Donors
Board Members
Organizational Leaders
Community Leaders
Government Entities
Industry Peers
Partner Organizations
Direct Beneficiaries
Identifying and engaging with stakeholders can lead to better decision-making, increased support, and ultimately, more successful outcomes. It's important to consider the impact of decisions on all stakeholders, including those who may not have a direct voice.
By understanding who your stakeholders are and managing their expectations effectively, you can increase the chances of project success and build strong relationships with key players.
A Model for Change: Flexibility and Collaboration
The relationship-centered model for managing change is not a strict, linear procedure; instead, it serves as a perspective through which change efforts are observed and directed. It emphasizes critical points where stakeholders' input shapes the actions taken. Stakeholder input plays a crucial role in shaping change management strategies, such as setting a vision, providing training, gaining support, fostering organizational culture, demonstrating persistence, and timing. When these elements are integrated, stakeholders view the new way of operating as equitable, resilient, and transformative.
This inductive approach allows for flexibility and co-creation, fostering solutions that work for everyone involved. The model, informed by a grounded theory study, emphasizes the importance of building trust and relationships over time – change is a marathon, not a sprint! This concept is further illustrated with a rubber-band analogy, emphasizing the iterative nature of successful change.
Being open to different viewpoints can be challenging. However, it's simple to fall back into familiar patterns and structures. By consistently receiving feedback, making adjustments, and taking action, you can gradually change your approach and influence.
Adult Learning: Equipping for Change
The modality of adult learning also plays a role in change management. It centers learning around safety and inclusion, drawing solutions for real problems that you are attempting to act upon. The Resilient Communities Center offers both a 3-session module and a 10-month guided practice program with both online and residential options.
The Center primarily works with applying this model to larger organizations and poverty alleviation in communities but can also break down larger organizations into teams and communities into smaller units like households for change management purposes.
By fostering strong connections, building trust, and incorporating stakeholder voices, you and your organization can navigate change effectively and achieve lasting success.
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