BC’s career development sector is working its way through one of the biggest transformations in its history. A fundamental shift in service delivery and funding structure will see over 400 employment service agencies replaced with 73 (read more at http://bit.ly/vjaJ5p, starting on page 20). As one might imagine, there is great debate about whether this means good things or bad things for our sector and, most importantly, our clients. For the moment, what appears to be certain is who will get the contracts (see the Government’s announcement at http://bit.ly/uTv2Jp). Everything else remains to be seen – the negatives and the positives.
While I wish there was a quick and easy answer, where to begin likely depends on where each person and/or agency is at. Some elected to not participate in the RFP process, so have likely already begun to work through a shut-down process. Others submitted proposals, or partnered to submit, so will be transitioning into the new model or planning their own shut-down process. Drawing on two of the lessons in the book Leadership Lessons for Transformational Times a good place to start might be
- Make time for transformation – remember that change is the event and transition is the process; each person on your team will acknowledge, accept, and move through a transition at a different pace. Give people the time they need to digest and create a vision for their future
- Deal with the tough stuff – don’t avoid the difficult and crucial conversations that will need to occur; ensure there is an opportunity for open and honest dialogue, whenever and wherever its appropriate