Onboarding new technology is vital to an institution’s ability to evolve over time, but long-term success relies on seeing the whole picture: Just as much as it is about adopting new technology, change management is about adopting a new approach to modernization.
To navigate continuous evolution, higher education institutions must rethink how they tackle change.
Broaden What Change Management Means
One challenge to successfully driving change is taking too narrow of an approach, like focusing too much on technology adoption. It’s often easier for colleges to implement new technology, for example, than it is to develop and encourage a huge, campus-wide cultural shift. However, if institutions continuously deploy new systems without addressing changes in culture, they can face issues like adoption fatigue, shadow systems deployed without oversight, procedural workarounds and silos, or even damage to their credibility.
Instead, institutions must associate change with something bigger: their mission. It can be easier to ignite stakeholder enthusiasm when change is tied to improving student success and persistence, empowering faculty and staff, and enabling greater access to higher education.
The most successful institutional transformations are the ones positioned as investments in people and purpose, not just technology upgrades. If institutions are too rigid with their approach, even the most capable systems may not deliver.
Align Technology and Operational Transformations
Technology often takes the spotlight in conversations around modernization: SIS replacements, ERP implementations, data migrations, CRM deployments, etc. It’s true that technology can be a catalyst for evolution, but real improvements happen when change is managed a layer above technology: with people. Every technology initiative should also be an exercise in changing behavior.
Failed technology initiatives are often the result of not focusing on the human issues associated with bringing on new platforms. When new systems are introduced, roles will likely shift and existing processes will be challenged. Overcoming these complexities and encouraging buy-in will require an alignment between technology, people, and process.
One approach to bridging the gap between technology and people is to shift the focus from “what’s being implemented” to “why is something being implemented.” By adopting a new mindset that focuses on how experiences will change with the onset of new technologies, institutions will likely encounter less resistance and more acceptance from stakeholders.
Focus on Building Trust
Agility may be the name of the game, but failed programs hyper focused on tight timelines do not instill confidence. Staff have likely been burned by technology implementations in the past, which means that any new initiative will either reinforce existing skepticism or be a step toward rebuilding trust.
Relationships with stakeholders are a staple to any successful campus change. To nurture these relationships, leaders behind change must:
- Engage with stakeholders early and often.
- Communicate potential challenges and roadblocks.
- Be agile, encourage feedback, and be willing to adapt.
- Demonstrate real, long-term opportunities instead of just short-term wins.
Successfully managing change requires trust. If colleges and universities are not trusted by their constituents, then any technology or process change will likely receive pushback.
Get Support From Experts
As the higher education landscape continues to change, institutions primed for success will be the ones that adapt their approach to change alongside technology evolution. But doing so is no easy feat, especially for smaller institutions that are strapped for resources and time.
With more than 40 years of experience in higher education, Jenzabar knows how to support and drive successful technology and institutional change. Need help tackling that next big change around the corner? Let’s figure it out together.
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