Transformational Change
"Person-Centered Planning has been identified
as a philosophy and technology to drive a culture change
- for the individual, organizations, and services."
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The Substance Abuse and Mental Health Services Administration
(SAMHSA) website contains one of the best and most current
definitions of transformational change:
According to Crossing the Quality Chasm:
A New Health System for the 21st Century (National Academy
Press, 2001), four strategies are required for large-scale
alignment: finance reform; retraining of human resources;
developing performance measures and information technology;
and identification and implementation of evidence-based
practices. Similarly, Durant (2004) recommends that administrative,
responsibility, and accounting structures be aligned and
that central administrative units do not undermine the change
strategy. Kotter (1996) underscores the power of systemic
structures working in concert with empowered employees,
stating that:
Discouraged and disempowered employees
never make enterprises winners in a globalizing economic
environment. But with the right structure, training, systems,
and supervisors to build on a well-communicated vision,
increasing numbers of firms are finding that they can
tap an enormous source of power to improve organizational
performance. They can mobilize hundreds or thousands of
people to help provide leadership to produce needed changes.
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