Organizational themes contributing to successful change include developing a shared vision, evolutionary planning, providing for initiatives, empowerment, ongoing training, developing strategies for problem coping, analysis, and restructuring organizational norms to support implementation and ongoing learning. These themes are interactive and interwoven throughout the process of change. The social reality of systems undergoing change creates a nonrational and nonlinear setting wherein unexpected events should be viewed as opportunities for growth and for a redefinition of goals. Strategies need to be addressed to these concerns as part of the innovation process. Commitment is an effect of change, not a source.
Individuals become more committed as they develop mastery and see student results.
Temporary groups, assigned the creative responsibility of managing change, help develop new relationships and new learning within the organization, as well as more focused activities related to change. Planning for funding and strategies need to consider this time frame in designing efforts to support change. Continuation needs to be considered early in the process to develop longer term strategies for funding and training new staff. The broader agenda of change is the development of an organizational capacity to respond to changing needs and conditions. The goal is not mastery of a single innovation but ongoing learning and the development of collaborative work cultures.