Staff Feedback & Organizational Change Readiness Assessment. It is possible that there are a number of sub-cultures and sets of working dynamics that will inform how team members respond to significant organizational change. Some people have worked for the organization for many years and have persevered through the major changes the agency has already undertaken. Contractor will work to understand, and then appropriately support WSLCB employees’ concerns, whether they are minor practical issues or deeply held emotional reactions. To understand the specific impacts the targeted changes will likely have, Contractor will conduct an assessment using a version of a tool developed by Prosci— the Change Readiness Assessment. Contractor will look at WSLCB’s value system and culture to understand its adaptability to change; the capacity for change in terms of how much can be absorbed over discrete periods of time; and how past change was managed. Contractor will augment the formal assessment with a more anecdotal approach that will help gather feedback from WSLCB staff members to give them a voice in how this change is rolled out, and to air their concerns early. The insights Contractor will gain from the assessment and feedback will help inform the organizational change management strategy and, ultimately, the plan Contractor will create to manage change activities. Further, this assessment will help with sequencing and prioritization as Contractor works to manage the overall organizational change process and discover points of integration with the SMP.
Staff Feedback & Organizational Change Readiness Assessment. It is possible that there are a number of sub-cultures and sets of working dynamics that will inform how team members respond to significant organizational change. Some people have worked at for the organization for many years and have persevered through the major changes the agency has already undertaken. We will want to honor this by doing all that we can to make this process smooth and easy to navigate. We will work to understand and then appropriately support employees’ concerns, whether they are minor practical issues or deeply held emotional reactions. To understand the specific impacts the targeted changes will likely have, we will conduct an assessment using a version of a tool developed by Prosci— the Change Readiness Assessment. We will look at WSLCB’s value system and culture to understand its adaptability to change; the capacity for change in terms of how much can be absorbed over discrete periods of time; and how past change was managed. We will augment the formal assessment with a more anecdotal approach that will help us gather feedback from staff members to give them a voice in how this change is rolled out, and to air their concerns early. The insights we gain from the assessment and feedback will help inform our change management strategy and, ultimately, the plan we’ll create to manage change activities. Further, this assessment will help with sequencing and prioritization as we work to manage the overall change process and discover points of integration with the SMP.
