Managing Change - Leading Change: Pull or Push?

Social Science Librarian
Seminole State College


Managing change and leading change. Which comes first, or do management and leading blend so seamlessly that there is no differentiation? How do management and leadership affect change? Do management and leadership provide structure for change, facilitate, or actually invoke change in organizations? As a graduate student I wrote about managing change in a library environment and theorized on the concept of managing change and building consensus. Soon thereafter, I was given the opportunity to attempt to implement some of the theory which I had written about. Interestingly, what I learned was that the theory was applicable and true, and that leadership is essential to managing change. It takes courageous, creative, visionary leadership to effect change well. The takeaway from this poster presentation is a visual “Logic Model” for measuring impact which was created and published by Moe Hosseini-Ara and Rebecca Jones. The Logic Model identifies and defines 4 key components of measurement to chart effective change and relates them to a seven-step measurement framework.


When moving the needle is required, what is the best approach to move…. • Attitudes • Perceptions • Standards • Ideas • Support • Initiative • Communication flows • Precedence • Entrenched mores • Barriers • Old processes to New Processes • New approaches to technologies Managing change, and the obvious and not-so-obvious barriers is an age-old challenge when working with people. In the business environment, social groups, families, education settings – managing or incorporating change can be challenging. It can also bring great benefits and rewards. The proverbial two-edged sword. Change is the constant is workplace environments, and managing change in an effective and helpful manner is an important aspect of both library and information science. The careful balance of recognizing the need for change and building a consensus to bring about the changes is a task that has been a curiosity to leaders and followers across all types of organizations. There seem to be nuances of building consensus to effect changes and the dynamics of leading and managing change in the process of building consensus. So how does one continue to lead change? Each institution is unique. However, some common assessment and measuring tools can be useful, no matter the scenario you may have. In a recent two part article published in Computers in Libraries(June/July and August 2013) authors Hosseini-Ara and Jones provide the following for “Overcoming our habits and learning to measure impact” and “7 Easy steps to help you measure up” . The following is a framework they offer to use as a logic model to convey measures of success. This model forces one to think as the stakeholders think in order to measure and communicate outcomes and impacts that are what the stakeholder’s value. 1 The Logic Model by Moe Hosseini- Ara and Rebecca Jones

Presentation Materials


Date and time: 
Fri, 04/04/2014 - 5:00pm - 8:00pm