A Recommendation for Change

A Recommendation for Change

LDR 531

A Recommendation for Change

The change request today is to restructure the grant coordinator team to assist the operations teams by grouping them by the same alignment. The current grant coordinator team consists of seven employees whom approve or deny grant requests through the remedy grant system. All grants approved through this process result in a check awarded to a nonprofit organization. The vision in restructuring the grant team is to align operations relationships with the team and improve on the giving aspect of the current grant programs. This specific recommendation for restructuring the department will give each grant coordinator the ability to have a relationship with their operations partners, improve on execution results and increase engagement through empowering the coordinators to do more with the grant programs. Similar to merchandise, grant giving needs are different in each operations division. In this model, specific geographical needs can be met through the relationships between the grant coordinators and operational partners.

As a manager in a time of change, one often is caught in the middle. They may have a large amount of, or almost no input on the change; yet have the responsibility to make it work in a workplace unit. During this change, two-way communication will be crucial. Our tools will be open communication through Open Door meetings and through smaller touch-base meetings with operations to explain the next phase, talking points and a high overview of the next phases ahead. The Open- Door atmosphere is aligned with the current culture to allow employees to voice their concerns and empowered to do so. We will key in on the specific reasons for the change, accurate information, the opportunity to ask questions, time to express their feelings, and provide personal reassurance. “Research shows that companies with strong cultures excel at incremental change but are...