Earlier today, Superintendent Marrero shared additional information about the new organizational structure and upcoming phases. With all change comes some level of uncertainty and there may be additional concerns and anxiety around reorganizations and the limited information available right now. To support our team members through this transition, we have prepared some strategies and talking points for you to keep in mind as your team members process the information and the upcoming changes. You can also review our Tools for Guiding Your Teams Through The Change Management Process for tips on articulating vision, skills, incentives, and resources we can use to navigate this change. As we continue to define the remaining phases, we will provide updated information for you to help support and maintain the essential relationships that drive our work each day.
Main Talking Points
The new organization structure is designed to maximize resources at the school-level, embed equity in everything we do, and realize efficiencies in service of focus at the school-level.
The ERS study will help us identify areas where we can improve our work, which we hope will also address the concerns we hear from central teams about workloads while also improving our ability to collaborate and break down silos.
The focus right now is on the Cabinet; other levels will be discussed in future phases after the ERS study is complete.
Helping Team Members Process Change
Remember the purpose: Focus on the key talking points above -- The Listening and Learning Tour and the Transition Advisory Team’s development of 10 priority statements, has helped ground and reaffirm the vision for DPS to further embed equity in everything we do, and to be Community Led, District Supported.
Show empathy and listen: Create a safe place for employees to share their emotions as they process the shared information, but put boundaries around “venting”. Ask how they are doing and help refocus on the now: right now we’re focusing on the Cabinet.
Communicate openly and directly and reinforce trust. Be honest and realistic: It’s okay that we don’t have all the answers right now. We know what work is going on to get answers and we know those answers will be shared with us as soon as they can be. What can we focus on right now with the information we have?
Listen and acknowledge feedback: Listen to feedback and share with your leaders where appropriate.
Prepare for difficult conversations: What do you need to do to be able to manage difficult conversations or negative emotions from team members? Our HR Partner teams can help you prepare for this.
Reinforce acceptance: Find ways to reward or reinforce acceptance of the change using phrases like, “Thank you for continuing to support our students as we navigate this change.”
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