Planning a Change Process


Jürgen Kohler, Jon Baldwin, Thomas Studer, Daniela De Ridder


15,99 € (92 Seiten, PDF)


  • Capacity for Change – Strategic Plan and Action Plan

    Jürgen Kohler

    Based on experience, this hands-on article analyzes the generic features that managerial tools for change require and entail. The article outlines the concepts summarized under the theoretical terms ‘strategic planning’ and ‘action planning’, and indicates some practical clues for actually developing and implementing these concepts, while at the same time cautioning against undue overestimation, pitfalls, and overkill in strategic planning, and against underestimating the relevance of fuzzy logic and the validity of “opportunistic” approaches.

  • Planning a Change Process

    Jon Baldwin

    Managing change in higher education seems to be a constant requirement for university leaders and senior administrators: early into the 21st century we are seeing policy change, economic change, political change… equally significantly, and sometimes as a direct result of the potential impact of these factors, is internal change, to University strategy, priorities, structure and organisation. All of this impacts on how universities approach their core business of pursuing academic excellence. As university leaders and managers, we must translate the change required, whether it feels like vision or threat, into clear application for our staff. This takes planning, vision and perseverance, a thirst for innovation and new ways of thinking, the ability to support and motivate. We have to make a convincing business case for change and help others to identify how they will achieve the goal. This article will explore the context for change in higher education and the cultural and organisational framework needed to facilitate change, drawing on change models and theories and practical examples from the University of Warwick.

  • The Implementation Process: Change Management for Quality Development

    A Short “Change Guide”

    Thomas Studer

    With the transformation of academia having gathered irreversible momentum, reform projects and change processes are now an integral part of the agenda at German higher education and research institutions. Also, the number of informed articles and books on the subject has substantially increased. Yet the editors of a recently published anthology on coaching and consulting at higher education institutions observed: “Literature on the practical realisation and implementation of changes at higher education institutions, though, is relatively scarce.” So the purpose of this article is to use hands-on experience to define guidelines and tips for academic practice. Living up to this anthology’s concept as a manual, the article takes a “how-to” approach. The result is a concise “Change Guide” that might well be incomplete, debatable and expandable, but should be useful nonetheless. The primary target group of this change guide includes everyone whose sphere of ownership at a higher education and research institution involves making decisions and implementing ideas that concern change process management. To this group, the article provides basic concepts and recommendations for further reading. Another target group is composed of those who consider change management merely a terminological fad embraced by private business advisors. For these sceptics, the article aims to showcase the ways in which academia stands to benefit from change management.

  • Diversity Matters!

    Change Management with Specific Focus on Fostering Diversity in Higher Education Institutions

    Daniela De Ridder

    Which changes for governance, higher education culture and HEI organisation result from making maximum use of the potential of diverse student biographies and experiences? What are the consequences of this feature, i.e. of a diversified student body, for organisational structures of academia, for strategic planning and for staff and administrative culture at a higher education institution? And how can a change management process which takes these issues on board be initiated? These matters have been explored by the author through practical counsel over several years and developed systematically by means of a programme “Ungleich besser! Verschiedenheit als Chance1” under the auspices of the “Stifterverband für die Deutsche Wissenschaft“. The results of this project presented here target at implementing strategies and measures which foster productive use of student diversity, and they indicate potential features of a diversity audit process for higher education institutions.

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