My organization relies on new tools to fix issues without considering their necessity or collaborating fully with all the stakeholders involved. It’s crucial to assess whether a new technology tool is required and why or whether the existing procedure or knowledge base can be made better. Each new technology tool comes with challenges and change management that is sometimes unwanted and unnecessary if we focus on improving what we already have.
Cormier’s (2017) experience implementing a long-term technology change initiative in the PEI school system offers valuable insights into navigating the challenges of complex organizational change. His pragmatic approach, which involved trial and error and celebrating small victories, highlighted the importance of building trust and introducing effective problem-solving technology projects that cater to the needs of stakeholders. His approach also emphasizes the importance of prioritizing the change itself and the people involved, especially when dealing with multiple decision-makers with varying perspectives and goals in a large organization with numerous lines of business and a significant employee base. To address these challenges, he utilized a digital strategy committee that ensured the representation of organizational values, people, and those most involved in leading the change. However, failure to involve and obtain support from those responsible for managing and leading the change on the ground often leads to losing initiatives decided at the top.
Overall, Cormier’s experience can teach us a lot about how to deal with and manage change in large, complicated organizations. Moreover, focus on solving necessary problems, building relationships, celebrating small victories, and creating an excellent digital learning environment for sustainable change.
Reference:
Cormier, D. (2017, December 8). Our schools aren’t broken, they’re hard. Daves Educational Blog. Retrieved February 14, 2022, from http://davecormier.com/edblog/2017/12/08/our-schools-arent-broken-theyre-hard/