May 7 , 2014 /


Most effective and successful leadership includes dimensions and degrees of change whether change in strategies, goals, programs or personnel.  If change is inevitable, then the question is what kinds of change does your organization need and what resources do you need to move forward?
Charts and graphs based on gathered data can illustrate past and current activity as well as projections for the future.  It is good to know where you are before setting out to continue your journey or to shift gears to go in a different direction. And, perhaps more importantly, being sure that you have enough people and the right people on board before implementing the change is a good idea.  Good leaders look behind frequently to see who is following.
The dynamics of planned change include a number of features worth serious consideration as you design a blueprint for the future.  Here are just a few questions, not meant to be an exhaustive or an exhausting list, but some to keep in mind to make your work both efficient and effective.
 Who is the key, go to person for the project? 
·      What kind of process do you have for keeping on track and on budget?
·      What is the overall purpose of the change and how does it fit into the mission and existing programs of the organization?
·      Is the timeline reasonable and realistic?
·      How is progress going to be measured and reported out?
·      Is the change adding to or taking away and what are the consequences?
·      Is there adequate support, both financially and organizationally, to insure the best possible result?
·      Have you devoted sufficient time and resources to preparation before launching the change?
·      Are there any additional needs that have not surfaced previously?
·      Do you have plans to celebrate the success upon completion?
Sometimes, an outside change agent can help facilitate the change, either by bringing a different perspective into the discussion or by providing guidance, support and external resources based on the experiences of others who have already implemented a similar change.
Your situation requires its own specific design that will work in your environment and at this time in the history of your organization.  While there may be similarities between and among different organizations, each has its own peculiarities worth taking into account as you plan and effect the change that will help you reach your goals and determine your success.
As the one who is charged with leading your organization, it is incumbent on you, in concert with your Board, to set the goals as well as what you need to achieve success in reaching those goals. 
 Best wishes and Godspeed!

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