DB Response – LG – Education

As a leader, what steps will you take to ensure a successful transition?

Going through a change/changes is difficult for anyone, especially when you do not know what, why or how it is going to change (Shah et. al., 2020). As a leader, one must prepare himself for the challenges that lie ahead. Leading change means paying attention to the energy and dispositions that drive peoples behavior as they respond to change (Mueller, C.D., 2011). The immediate circumstances surrounding change, especially those that are unanticipated and unwanted rarely define the vision, and the circumstances are not likely to motivate those being affected by the change (Mueller, C.D., 2011). Gaining self-awareness as a leader allows you to improve your leadership style and shows others that personal development is ongoing (Successful Registrar). Identifying your personal values, writing your vision, identifying your leadership style, and seeking feedback is vital to you as a leader to ensure a successful transition (Successful Registrar). To effectively manage change, a good leader must assess why the change is needed and how quickly the change must occur (Reeves, 2019). The type of leadership style that would be effective in this change process is transformational leadership. Over the past 30 years, transformational leadership has emerged as one of the predominant leadership approaches (Avolio et al., 2008; Mayr, 2017). Transformational leaders provide empowering assistance to followers in achieving higher levels of morale and motivation (Sivirat et. al., 2021). Motivation is key during the change process. In developing a plan to guide the changes that will occur, the leader will need to as empowering and motivational as possible to his/her staff. Rolling over from a non-profit to a for-profit organization will require a plan inclusive of making sure the environment is conducive to change, step-by-step implementation of said plan, with proper training accommodations, open communication, transparency, feedback, and a timeframe to have the plan fully operational.

How will you manage the changes that will occur due to the new mission and vision?

As a leader must exhibit his faith in the new mission and vision of his organization so that the followers will be motivated to do the same. Explaining the need for the change, communicating the purpose of the change, creating a plan, creating opportunities, empowering others, minimizing resistance, make sure followers take part in decision making, educating, and training, restructuring of activities, and documenting progress are the things necessary to effectively manage change ( Schultz, J.R., 2011).

How is the organizational culture likely to change? Why?

The organizational culture is likely to change because the goal of non-profit organizations is to provide assistance with basic human and environmental needs and solve problems and issues, focusing on philanthropic ideas. For-profit organizations have a plethora of goals with the primary goals of generating profits and developing products and services that increase overall efficiency (Norwich University Online, Retrieved September 30, 2021). Organizational culture is the pattern of behavior that determines how things are done and includes assumptions that an organization has developed to operate within in own environment (Katzenbach et., al., 2016). The organizational culture in a non-profit organization is different from that of a for-profit organization, therefore the methods for how things are done must change.

What impact will the organizational culture shift have on learning and instruction?

Shaughnessy (1988) describes organizational culture as an accumulation of solutions to problems that have occurred over time, and its members have developed patterns of perception and feelings that work together to provide meaning and structure to the organization. The change in culture will result in new policies, procedures, plans (Shaughnessy, 1998), which will all have to be learned. Culture is considered the how of an organization, stating goals without addressing the ways that the work is accomplished will result in organizations that refuse to change. Learning must occur for change to take place. This will take place during training and teaching/instructing.

What are possible ethical concerns that you may need to address with this transition, and how will you address them? Transitioning from a non-profit organization to a for-profit organization may present some challenges. Although it is not required, it is recommended that non-profit organizations have a set of guidelines to follow and abide by. Whether it is called a code of ethics, statement of values or code of conduct it should be in place to inform employees, volunteers, and board members about making ethical choices (National Council of Non-Profits). An ethical issue that could arise during the transition is a misappropriation of funding). Both types of organizations deal with different types of gifts, grants, donations, etc. Making sure that the influx of funds from public or private donors are still used according to the means which they were given while operating as a non-profit when the transition to a for-profit is complete.

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