Assignment 3: Planning Social Change Class Presentation

Purpose: This project has three segments and systematically moves students through the

stages involved in change management, including problem identification, organizational

analysis, and planning and managing change. Students will demonstrate knowledge of core

course concepts related to justice and power and the importance of making informed change

management decisions based on the structural, cultural, and behavioral dynamics within a

specific organization. Students will complete the following elements:

(1) Problem Identification

(2) Organizational Analysis

(3) Proposed Change

identify an organization or institution to study and a problem within the establishment for which there is potential for an identifiable solution.

Students should select an organization or institution that is familiar and accessible to them for

close study. Students are encouraged to use their present or past workplace, and the

problem/solution scenario should be one the student has not addressed in this particular

manner before.

Alternatively, students can select an organization and problem scenario from

current news events. However, in this case, students must be able to obtain key information

about the organizational structure in order to address all aspects of the assignment. In all cases,

students should disguise the names of organizations, leaders, and constituents for

confidentiality.

1. Problem Identification: Apply the DEIPAR framework to the study of organizational

outcomes, policies, and services. Talk with constituents and stakeholders to inform your

understanding of problem areas within the organization/institution.

What is the issue identified?

How is this problem a manifestation of unjust, racist, or oppressive practices?

Who is most harmed by this problem?

What is this group’s relationship to power and decision-making within the organization?

The problem identified may be INTERNAL (the experience of staff /management) or EXTERNAL (the experience of individuals/groups for which this organization exists).

2. Organizational Analysis: Consider the identified problem and potential solutions from the

context of the organization’s structure, behavior, and processes, and impact and

influence on the problem situation.

○ Mission and Goal Alignment. Review the mission, purpose, and goals of the

organization. Are these elements in alignment with the organization’s services or

outcomes? How does alignment/misalignment impact the identified problem?

○ Leadership Structure. Analyze organizational charts, leadership structures, and

decision-making processes. Is leadership flat or horizontal? Does the leadership

model differ across units/departments within the organization? How does the

leadership structure impact the identified problem?

○ Stakeholder Analysis. Identify key stakeholders and constituents of the

organization. How do various stakeholders experience the problem you’ve

identified? Does everyone experience it as a problem? Are there individuals

within the organization who benefit or experience advantage related to this

problem? What is the motivation and readiness for change among various

stakeholders? How might change in this problem area impact stakeholders and

systems across the same organization differently?

3. Proposed Change: Propose a solution to the identified problem. How viable is this

solution? How does it create better social justice outcomes? What do you anticipate will

be the resistance to this change? How will you address this? Which strategic skills will

be useful to you as you seek to convince and persuade the resistors? Who might

support this change plan? Who are your allies and advocates within and outside the

organization? How will you engage with them and leverage their support?

○ Vantage Point Assessment. Consider problem identification and solution finding

from varying leadership roles. Do all leaders agree that this is a problem? How

does senior management think about the viability of the proposed

change/solution? How does middle management or direct service

providers/frontline staff think about solutions to this problem?

○ Strategic Skill Use. Identify a strategic leadership approach and specific change

management skills you will use to implement the proposed solution. Refer to your

Leadership Development Plan from earlier in the course, and select a change

strategy that allows you to practice key skills and leadership development in the

areas you previously identified. Which strategic skills will you apply to this

situation and why? RECORDED SKILL DEMONSTRATION (optional):

Demonstrate your practice of these skills and techniques by recording yourself in

action (audio or video). Include this recorded demonstration as part of the class

presentation. Be creative in your applied skill demonstration. Possible examples

include (although not limited to): 1) a solo recording of you pitching change to an

imagined audience of stakeholders, board members, or executive leaders; 2)

role-playing a solution scenario with a peer; 3) taping an actual conversation with

a colleague or a supervisor/supervisee related to an identified change plan (be

sure to receive consent from all involved parties before recording).

○ Change Assessment and Evaluation. Identify a plan for assessing and evaluating

change. How will you assess the effectiveness and efficacy of the proposed

change plan? How will you solicit feedback from key constituents? What areas do

you need to pay particular attention to? Which evaluative tools will you use and at

which phases of the change plan?