Introduction

Rationale for the project

The Positive Strategies for Managing Change project was first conceived in 1999, following a survey of all programs within the Tri-County Literacy Network region. The purpose of the survey was to have administrators, practitioners and tutors identify "their priorities for field development."

The results of the survey indicated that members wanted to learn more about developing strategies for implementing and managing change. At the time, the TCLN staff and Board of Directors theorized that this request stemmed from the reforms introduced to Literacy and Basic Skills. As the then Executive Director for TCLN wrote in the funding proposal, "While these changes are positive, it has required considerable adjustment by practitioners in the field."

Following the survey, preliminary research was completed by TCLN staff to identify resources currently in place to address managing change in the literacy environment. Although the results of the research were limited, one study completed in British Columbia by Wanda Arneson (1999) did lend strength to this project. As part of her report, Arneson recommended that "Executive Directors, tutor co-ordinators and instructors receive educational support on setting and defining work boundaries in order to avoid burnout and to maintain balanced, healthy lives."

Project goals

The overall goal of the project was to "help practitioners to adapt to organizational and policy change while promoting a positive work environment and ultimately more effective literacy services."

Stemming from this goal, six key objectives were developed:

1. To effectively gather and distribute information to all project participants on best practices that will assist practitioners in implementing Program Reform.
2. To provide training that will enhance the practitioner's ability to adapt to change in the workplace in general and specifically LBS within the context of Program Reform.
3. To assist practitioners to develop an action plan and move forward with required changes in a manner that is focused and positive.
4. To provide an opportunity for participants to meet other practitioners who have found ways to implement required changes in an effective manner and to learn from each other.
5. To ensure that the content of all training and resources takes a positive approach.
6. To develop a model that can be utilized by other regional networks.