At the Michigan Center for Adult College Success, we support institutions in designing, implementing, and evaluating system changes to better serve adult learners. When undertaking system change, it’s crucial to consider both the technical and human aspects of the work. Too often, organizations focus solely on technical elements, leading to bumpy rollouts or, in the worst cases, complete failure.
Whether it’s creating support systems with navigators to help adults access resources like childcare and food assistance or improving credit-for-prior-learning and competency-based systems, understanding the human elements of change is essential for success.
Balancing Technical and Human Elements
Focusing on technical aspects can be more straightforward and feel a lot less daunting than engaging with the human side of system change. It’s easy to fall into this trap, but failing to address the human impact can undermine even the best technial-designed initiatives.
At The Center, we work with institutions to develop both the technical and human components of system change simultaneously. Integrating these elements from the start ensures a seamless design, implementation, and improvement process.
Steps to Prioritizing the Human Side of Change
- Define Your “Why”
The first step is to clearly articulate why you’re making this change. If you can’t convincingly explain the purpose and benefits, it will be difficult to gain buy-in from stakeholders and navigate the inevitable disruptions that change brings. - Identify Impacted Groups
Consider all the groups affected by the change. Understand what they stand to gain and why they might support the initiative. Just as importantly, recognize what they might lose or fear losing, whether it’s familiarity, job security, or established routines. - Acknowledge and Address Loss
Every change comes with some degree of loss. A shift in systems might require people to learn new processes, alter their roles, or even face job restructuring. Acknowledging these concerns openly and empathetically builds trust and helps mitigate resistance. - Engage Key Stakeholders Early
Once you have mapped out impacted groups and their concerns, identify representatives from each group to include in the planning and design process. Their involvement helps surface challenges early and fosters a sense of ownership over the change. Depending on the scope of the system change, you may not be able to include every group in the design and planning, but it will be critical to find ways to engage them through the process. - Communicate Transparently and Inspire Confidence
Address potential losses head-on while also highlighting the benefits and long-term impact of the change. The success of any system change depends on individuals believing in the value and feeling invested in the process. If people don’t see the benefits, implementation will falter or fail completely.
Lasting and Supported Change
There is much more to successfully managing the human side of system change, but these foundational steps set the stage for meaningful, lasting improvements.
At The Center, we are committed to helping Michigan colleges and universities navigate both the technical and human dimensions of system change. Through our deep-learning design labs and personalized concierge services, we support institutions in creating well-rounded, effective changes.
If you want to achieve successful system redesigns and better outcomes, remember: investing in human engagement is just as important as refining the technical details.
