respond to this

I don't think I have reached the point where I enjoy change, but as I see consistent success from my organizational changes, I believe I will get there. However, I think that the only thing consistent about organizations is change, so with NC Ravens, I try to manage change by intentionally shaping how shifts occur over time. As mentioned in this week's reading, there are many changes in organizations. The three reviewed were structural, technological, and culture change. As a new organization, we began with loose structures. As the business grows, we need more and more people to organize into groups that focus on specific organizational functions. Bringing on new people is an example of structural change for us. We also accept different payment methods; upgrading our business took us through a technological change. And last but not least, culture change. I believe this has been the biggest challenge when trying to get my partner to understand certain things. We're not your traditional youth football team. We offer so much; our slogan is now "It's a lifestyle" because we are helping to build a particular lifestyle for these kids. While my partner agrees that it sounds good and loves speaking about the fact that we're about more than just the sport, he sometimes does not fully understand how some decisions must be made to produce that. Sometimes, I will throw things out there, and he will be like, "No, let's just xyz," and begin explaining how things are normally done. I have to remind him that we are doing something extraordinary that has never been done on this level before; so we will be doing things differently. We won't always follow the "normally how things are done" way because we seek results beyond the level of the cultural norm for our type of work. I have also been scratching my head trying to find an effective and straightforward way to show our new way of youth football to our community. After reviewing "Lewin Change Model" I have gone back to the idea of doing a video followed by dropping a planned interview. This will hopefully open up discussion sessions and help people adjust to the change.