Hello Leader.
This month, we face change head on. Change is a constant in our lives and an integral part of our role as leaders. By fostering collaboration and recognizing everyone's contributions in addressing necessary changes, we can shift our focus to the work we do and strive to perform it to the best of our ability. Instead of worrying about what's coming, we can concentrate on how we can collectively navigate and thrive through these changes. Together, we can turn challenges into opportunities for growth and innovation.
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New resource is live
A Change Management site has been created in response to requests from leaders seeking guidance in implementing changes in their workplace. Changes can range from process improvements, new technology rollouts, or even altered physical spaces. On this site you will find tools to assess and plan for the change coming to your team, create a roadmap for implementation, support your teams throughout the process, and help you face resistance (including your own). For a glimpse into how you can lead change successfully, be sure to check it out!
Need personalized support? The OE team provides consultation to leaders on change management initiatives. Contact us at oe-leader@uiowa.edu.
Celebrating Faculty and Staff Achievement at UI
Eighteen staff members have been honored with 2025 Staff Council Awards in recognition of their leadership, innovation, and contributions to positive change across the University of Iowa. Their achievements demonstrate how individual leadership at every level strengthens our ability to navigate change and drive progress.
Awardees will be recognized at the Faculty and Staff Awards Ceremony on May 6, 2025, at 4:00 p.m. at Hancher Auditorium, followed by a reception in the Stanley Café.
Both the ceremony and reception are open to the public.
COACH'S CORNER
Effective change requires clear communication with all stakeholders. According to the MIT Sloan Management Review article, “Strengthen Your Change Muscle for Competitive Advantage,” many organizations still operate on a ‘need to know’ basis, which can hinder the success of change initiatives. Without understanding the ‘what,’ ‘why,’ and ‘how’ of a change, employees cannot fully grasp their roles or the importance of the change. This lack of information can prevent them from contributing valuable insights and adapting to changes effectively.
Actions you can take:
- Share Comprehensive Information: Clearly explain the purpose, expected outcomes, and steps of the change through informational sessions and accessible resources.
- Engage All Stakeholders: Involve leadership, managers, supervisors, and employees in the communication process by organizing meetings and encouraging continuous feedback.
- Leverage Front-Line Insights: Utilize the perspectives of those closest to the decision’s inputs and impacts by establishing channels for ongoing feedback.
- Foster Ownership: Emphasize the importance of each role in the change process and acknowledge the efforts of individuals and teams, keeping everyone informed about progress.