The use of the Kotter eight-step organizational change model can be helpful to OD change practitioners in making change initiatives successful through the following ways which I have recently experienced at my own organization (nonprofit). About two years ago our organization brought in a new national CEO and one of the change initiatives of the organization is to become more proactive and bold in many areas, especially in revenue development and sales. As a result we have had an extreme amount of heightened urgency to meet milestones and work with volunteers and community leaders who are helping to raise awareness that in turn raise dollars.

The guiding coalition includes our CEO, National Board of Directors and Senior Level Management in the organization. The vision and strategy have been clearly outlined and communicated and include stakeholders at all levels of the organization. As a result employees, such as me, are taking broad-based action and having short term wins. For example our campaigns in Dec 2015 and May 2016 have greatly exceeded goals by implementing change initiatives. As a result, I am excited to produce more change and embrace this in the new culture of the organization in moving forward.

Key lessons learned in watching the video presented by Dr. Sher from a traditional action research model include a number of items. To start when entering an organization or company (as a consultant) you must be sure to understand the sector of which your client operates in as well as the culture, relationships, politics and other unspoken issues within organizations. In understanding how the organization works a consultant needs to assess the boundaries and deliver services in the most helpful way possible without overpromising due to anxieties he/she has. For the consultant to be most successful he/she will have access as deep as possible within the organization to understand the entire system.

Consultants may work with clients who believe they have already diagnosed the problem and do not encourage the consultant to do further data gathering. In this case usually the clients have misdiagnosed the problem and the consultant has to spend much time re-diagnosing the correct problem. To correctly diagnosis problems consultants should: involve the clients in diagnosing their own problems and determining solutions (include stakeholders at all levels in the system), work toward changes that create for increased autonomy and responsibility from members at all levels in the organization, and be sure to work with client organization members who have the influence to affect change.

Hi,

My name is Lisa Boccia and I live just outside of Washington, DC. I have worked in the nonprofit sector for more than 15 years specializing in revenue development primarily and have experience in nonprofit management, marketing/communications, operations and more.

I love to do Zumba as you can see from my blog. I am excited for this course and look forward to my summer vacation later in August to London after the course concludes.

Work, Zumba and school keep me pretty busy. When I have free time I like to play with my 5 year old Border Collie, Phoenix, and go on mini get-away trips with my husband. I also volunteer on the board of the local Organization Development Network chapter.