First, if we want to find the right answers, we must start by collecting data and asking the right questions: What is the university trying to accomplish? What should we be looking at? How would any changes fit with the university’s mission and culture? What does success look like? What are the risks and danger points? Is there support for change?

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Second, we must develop a clear vision and strategy, and communicate them effectively. To do so, it is essential to develop a clear rationale for change

Explain why and how it will impact people
Establish a sense of urgency
Be positive and forward-looking
Map a clear process and timeline
Focus less on opposition to changes and more on convincing people
Do not make decisions merely to avoid conflict
Use data to inform decisions and convince people
Involve the right constituencies and build a guiding coalition
Empower key players to take action

Third, we should examine how budget cuts can create efficiencies and streamline operations. In this regard, it’s vital to analyze how any cuts will impact the institution’s mission and reputation (e.g. small programs may generate revenue and drive enrollment) and to keep in mind that the wrong cuts can impact learning outcomes and completion rates. We also need to make sure that these decisions do not exacerbate inequalities.

Instant Insights /

Five tips for successful institutional change

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