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The Strategic Change Initiative, LLC “Creating Success out of the Chaos of Fear” Tom Woll, Facilitator.

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Presentation on theme: "The Strategic Change Initiative, LLC “Creating Success out of the Chaos of Fear” Tom Woll, Facilitator."— Presentation transcript:

1 The Strategic Change Initiative, LLC “Creating Success out of the Chaos of Fear” Tom Woll, Facilitator

2 Interview Results and Analysis

3 Results of 1 st Quarter 2011 OACCA Executive Interviews

4 1. What are the top three things you’ve been working on over the past twelve months to prepare your organization for the future? a.Efforts to enhance revenues – 70% b.Efforts to contain costs -- 64% c. Efforts at training staff -- 60%

5 1. What are the top three things you’ve been working on over the past twelve months to prepare your organization for the future? d. Strategic Planning -- 30% e. Outcomes -- 20% f. Service Integration -- 10%

6 1. What are the top three things you’ve been working on over the past twelve months to prepare your organization for the future? g. Accreditation -- 10% h. Mental Health Certification -- 10% i. Medicaid Billings -- 10%

7 1. What are the top three things you’ve been working on over the past twelve months to prepare your organization for the future? j. Collaborations -- 10% k. Customer Service -- 10% l. Adding New Services -- 10%

8 1. What are the top three things you’ve been working on over the past twelve months to prepare your organization for the future? m. Technology -- 6% n. Quality Improvement -- 6% o. Continuum of Care -- 6%

9 1. What are the top three things you’ve been working on over the past twelve months to prepare your organization for the future? p. Recruitment -- 6% q. Increasing Internal Communications -- 6% r. Board Development -- 6%

10 1. What are the top three things you’ve been working on over the past twelve months to prepare your organization for the future? s. Risk Management -- 6% t. Diversifying Funding Streams -- 6% u. Fund Raising -- 6%

11 2. Which of the things you’ve been working on have shown the most progress? a.Efforts to enhance revenues -- 70% b.Efforts to contain costs -- 64% c.Strategic Planning -- 30% d. Outcomes -- 20%

12 3. Which of the things you’ve been working has been slowest to progress? a.Staff Training -- 70% b.Fundraising -- 14% c.Integration of Services -- 10% d.Diversifying Funding Streams--10%

13 4. Do you believe that things in the field are the same, better or worse than they were twelve months ago? a.Stronger organizationally % b.Worse financially -- 70% c.Same -- 20% d.Better -- 10%

14 5. Where do you expect things to be twelve months from now? a.Worse financially -- 60% b.Hoping it’s better – 42% c.Stronger organizationally -- 38%

15 5. Where do you expect things to be twelve months from now? d. Fewer providers -- 18% e. Greater challenges -- 18% f. Same -- 6%

16 6. Did you finish 2010 in the black or in the red? a.In the black -- 66% b.In the red -- 33%

17 6. Did you finish 2010 in the black or in the red? c. If you factor out those who were in the black because of one-time infusions from sources other than direct revenue, it is 50 % /50 %.

18 7. Are there any changes that you expect to make within your organization in 2011? a. 44% are considering additional hires in b. 28% are considering additional layoffs in 2011.

19 7. Are there any changes that you expect to make within your organization in 2011? c. 24% are considering program expansions in d. 24% are considering program contractions in 2011.

20 8. Is your organization discussing any collaborations or partnerships or mergers with any other organization in 2011? a.64% are involved in or are considering collaborations. b. 8% are considering mergers.

21 Results of NOSAC Executive Interviews

22 You have more in common with one another than you have in difference. The level of differences can be defined by the experiences of each state regarding five key elements of change:

23 1. Acuity – for some states the urgency of the changes are greater and for others there is less of a sense of the immediate urgency around the major changes in front of us.

24 2. Proximity – for some states the change is upon them now and for other states the change seems to be around the corner.

25 3. Elements – the elements appear to be very similar for all state associations when viewed over a time frame of the next three years.

26 4. Preparedness -- some state associations believe their members are better prepared for what lies ahead than the preparation levels of other states.

27 5. Resources – few believe either they or their members have all the resources they’ll need to make the successful transition into the future, though everyone believed they’d get there when they have to.

28 The greatest areas you have in common appear to be:

29 1. Your members all want you to be legislative and advocacy geniuses: that won’t change.

30 2. Your members believe you know a tad bit more than you actually know (but you’re keeping that to yourselves).

31 3. You are frustrated because there doesn’t seem to be sufficient leadership in state government to pull off the changes that lie ahead.

32 4. You believe the future probably will rest with a few relatively large agencies that can offer a full array of integrated services.

33 5. You believe your smaller organizations are extremely vulnerable now unless they can define a niche for themselves and become very good at that niche or unless they merge or in some way partner with one of the relatively large organizations.

34 6. Even though these are times of great danger, you also see these as time of great opportunity.

35 7. You either aren’t sure what your members expect from you in terms of training or you are sure and don’t quite know how to deliver the training they expect.

36 8. Your members expect you to have a special radar in your brain that gives you secret insights into the future (only Jim reported that he actually had that radar in his brain).

37 9. You believe the future belongs to those who know how to effectively manage risk.

38 10. You believe the future will probably unfold, in spite of the pain and frustration, as better than the past because you believe innovation and talent will finally be rewarded.

39 11.You believe that you need to help your members to get regulatory relief to help them contain their costs.

40 12.You worry that your members will respond to the changes too slowly and aren’t quite sure how to motivate them to change more rapidly.

41 13.You worry that a number of your key Executives are retiring and that will leave some big holes in some big agencies.

42 14.You have been losing members faster than you’ve been adding them or losing bigger agencies and adding only smaller agencies: dues are a major part of your funding.

43 15.You can see the writing on the walls and know that the plans call for kids with the greatest needs being served for shorter lengths of time in residential treatment and kids with greater needs being served in lower levels of care…

44 …and aren’t quite sure how all that will work out.

45 16. You don’t know what the future holds for group homes.

46 17. You believe that it is to your association’s advantage to have as diverse a group of members as possible but that diversity presents unique challenges when you have to get everyone behind a given strategy.

47 18. There are problems with so many members of legislatures having so little tenure and so little institutional memory.

48 19. You see the benefit of gathering persons from both public and private sectors to work on scenario building – to imagine a different world of service delivery and collectively ask what it would take to make it happen.

49 20. Your members have rediscovered the importance of networking over this past year and they clearly see their state associations as a place where the benefits of networking can be maximized.

50 To Be Strong ©

51 To be Strong and Stable Organizations In the Future: 1. We aren’t in the business of offering treatment to children.

52 To be Strong and Stable Organizations In the Future: 2. We are in the business of facilitating family stability.

53 To be Strong and Stable Organizations In the Future: 3. We have evaluated and where appropriate redesigned, reprioritized and redeveloped every service we decide to offer.

54 To be Strong and Stable Organizations In the Future: 4. We have a stability model for families that allows us to intervene cost-effectively with troubled families to help them to achieve child safety and a measure of balance and health.

55 To be Strong and Stable Organizations In the Future: 5. We can support many troubled families in their own home without removal or otherwise adding to the trauma they have experienced.

56 To be Strong and Stable Organizations In the Future: 6. When a child removal is necessary, we have the means to get most of the children back home and limit our total involvement with most families to six months or less.

57 To be Strong and Stable Organizations In the Future: 7. When a child is removed, we work with the family from the beginning and allow them to set the agenda for their recovery and stability.

58 To be Strong and Stable Organizations In the Future: 8. We work one agenda throughout our involvement with the family and that agenda assures integration of everything we do with all areas of our agency and others that serve the family as well.

59 To be Strong and Stable Organizations In the Future: 9. All staff jobs have been redesigned to focus on successful family reintegration and family stability.

60 To be Strong and Stable Organizations In the Future: 10. Our staff work as an organic whole, regardless of which service they provide: everyone moves in the same direction, supporting the same goals.

61 To be Strong and Stable Organizations In the Future: 11. We forecast accurately what the child and family will need for successful reintegration and family stability from the onset of our involvement.

62 To be Strong and Stable Organizations In the Future: 12. We focus our therapeutic involvement with the child and our therapeutic involvement with the family on teaching them the skills that will best support successful reintegration and family stability.

63 To be Strong and Stable Organizations In the Future: 13. We have narrowed our involvement with the child and the family so that we can measure the progress on all the families’ goals.

64 To be Strong and Stable Organizations In the Future: 14. We know how to make adjustments when progress stalls: we know how to motivate both the child and family to stay on-course and continue to progress.

65 To be Strong and Stable Organizations In the Future: 15. We use all community resources available to support the families and we facilitate and guide families to build natural support networks they can use long after we’re no longer involved.

66 The Strategic Change Initiative, LLC “Creating Success out of the Chaos of Fear” Tom Woll, Facilitator 3804 Clay Mountain Dr. Medina, Ohio Phone: (330)

67 The Strategic Change Initiative, LLC “Creating Success out of the Chaos of Fear” Tom Woll, Facilitator


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