Learning by Doing

Sustaining Partnerships

Sustaining Change

DELIVER & ADAPT

Sustaining Change

Sustaining change is based in part on understanding human behaviour (why we think and respond the way we do), and how this behaviour manifests and affects change at an individual, organisational and system level.

This section, which links back to the first section which addressed individual and organisational awareness and capabilities needed for successful collaboration will give you tools to understand the importance of recognising and nurturing human ‘identity, belonging and meaning’ in partnering processes, why people tend to resist change if the change is not perceived to be necessary, effective and fair, how to lead organisational culture change, including dealing with siloed and hierarchical structures and behaviours, and how to connect short-term action to long-term change.

Key areas essential for sustaining change:

  • Human Identity, Belonging, and Meaning: Equipping practitioners with tools to understand and nurture human identity, belonging, and meaning within collaborative endeavors.
  • Resistance to Change: Exploring the reasons behind resistance to change and strategies to overcome it, emphasising the importance of perceived necessity, effectiveness, and fairness in fostering receptivity.
  • Organisational Culture Change: Offering strategic insights into orchestrating cultural shifts within organisations, including tactics for dealing with siloed structures and hierarchical behaviors.
  • Connecting Short-term Action to Long-term Change: Paving the way for sustainable transformation by emphasising the interplay between individual, organisational, and systemic dimensions.

Resources

Tools



Organisational culture

Managing Culture Change

System improvement and system change

System Improvement Process

Videos



Building a learning culture

9 Tips to Create a Learning Culture