Whilst some argue that this may not be necessary be! cause organisational characteristics are alike across the sectors, others, including myself, argue that change must be considered from those that are involved in it, rather than purely the organisational perspective. The point here of course is that personnel characteristics within the nonprofit sector are quite different, and in some respects unique, hence the need to consider change management research within this sector, being an important addition to the broader research on change.
My research was undertaken at a Sydney-based nonprofit hospital undergoing major change with regards the design and implementation of an electronic patient management system. The full details of this study have now been published in the Journal of Management and Organization and form the central paper of my soon to be completed PhD. Whilst the full paper, entitled "A Longitudinal Qualitative Case Study of Change in Nonprofits - Suggesting a New Approach to the ma! nagement of Change" can be accessed on-line through Cambridge University Press (http://dx.doi.org/10.1017/jmo.2016.6) the key recommendations, as presented in the paper, which may be of interest to those within the sector were as follows:
- There is a need to formally include reflection time and reflective practices for all change participants in the planning, execution, and concluding stages of change, understanding that those experiencing change react to a wide range of emotions leading up to the change, during the execution phase, as well as in the post-change phase, and throughout this period, need to not only absorb the practicalities of the change and what this may mean for their own positions, but to also be able to verbalise their thoughts and discuss these in an open and supportive environment with colleagues, including internal change agents and management.
- There is a need for the organisation to openly reflect on both the success and failure of past change experiences as a fundamental component of the planning stages of change, reinforcing trust and confidence in management with regards their ability to plan for, and execute change successfully.
- There is a need for management to maintain an adequate focus on the individuals experiencing the change rather than an organisational focus as a primary (and often sole) consideration, creating an organisation-wide view as to management's interest in the welfare of change recipients throughout the change process and reinforcing an inclusive approach to the challenge of change within the organisation.
- Finally there is an expectation that timing considerations are appropriately identified in the change-planning process, with specific reference to communication and change-recipient engagement processes, underpin! ning a strong correlation between the level of change preparation and readiness, with actual change execution.
OPTIMUM NFP has been actively engaged in assisting organisations design and implement change strategies, using processes that add substantial value to the change outcomes.
Contact David Rosenbaum of OPTIMUM NFP at email@example.com or 0411-744-911 for a no-obligation discussion on how these findings can be best integrated to changes planned for your own organisation.