The following shares a methodology, tools, and common language for leading change. This framework was developed to assist you, no matter who you are, in leading change in your team, unit, and across teams and units within the colleges, divisions, and departments.
Leading Change
The methodology relies on a solid foundation of change leadership, including the ability to:
lead the change,
communicate why the change is being made,
focus on outcomes and measures of success,
create transparency,
develop a strategy to lead change, and
develop a communication plan to communicate information and milestones.
University Methodology to Lead Change
The elements of the change leadership process include:
Strategic Planning,
Goal Alignment,
Process Improvement, and
Implementation and Continuous Improvement.
The following process and tools are available as unit leaders lead change in their units. Please note: this methodology is designed to be flexible. A unit may enter at any point of the continuum based on that unit’s place in the change process. To determine your unit’s first steps, review:
University Mission and Strategic Plan
A first step to leading change in your unit is to assure alignment of unit and employee goals to the Cornell University Mission and Strategic Plan. The Strategic Planning website highlights Cornell's strategic planning activities and includes a draft of the Strategic Plan. The Strategic Plan will be finalized in May and will identify goals, objectives, tactics and metrics that define the Cornell of the future.
Leading Change: Diagnostic Tool
Use the Diagnostic Tool (doc) tool to determine the stage of change with which your unit is engaged.
Understanding Change and Common Personal Responses to It
When we experience change, it can bring up all kinds of emotions. Caught in the Storm of Change (pdf) shares our responses to change, help us better understand change and our reactions to it.
Objective: Identify and prioritize work - assure goals and work are aligned with each other. To see an overview of the university methodologies to lead change see: University Methodologies (ppt) presentation. More +
Elements
Tools
Understand key decision-makers’ goals and objectives to meet them (Board of Trustees, president, provost, deans, vice presidents)
Determine resources needed to accomplish goals and objectives
Use all the data you have gathered to align work and responsibilities – may result in restructuring work or the roles within the unit
Align roles and responsibilities into the appropriate “buckets” of work
Work Design and Re-design
Explain each area of work within the department or work group
Indicate task per bucket of work assigning time frame, frequency and complexity per position
Indicate task, education, skills, experience and estimated time per task
List positions, band, market mid-point, benefits cost and estimated annual compensation costs per department to identify whether costs align with department's budget
Checklist used to assess motivational factors of a position
Measurable employee goals aligned to position description
Implementation Deliverables: High-level description of work
Understanding of change metrics
Clearly defined position descriptions aligned with university/unit goals and goals of individuals
Action plan for on-going assessment and continuous improvement
Common Definition of Terms
With the creation of the university’s Strategic Plan, Cornell’s senior leaders have agreed to a common language. The same language has been adopted within the University Methodology to Lead Change.
Goal: An end-state.
Objective: An end-state that is more specific and subsumed within the goal. Objectives translate the goals into something that is more manageable.
Action Plan/Tactic: Actions or tactics are the particular means used to achieve objectives.
How to Begin
When you are ready to engage your unit in using the methodology, processes, and tools outlined on these web pages, please contact one of the following individuals. They will work in partnership with you, your HR representative, and a representative you appoint from your unit throughout the change process.
