The interim administrator’s guide
Stepping into the role of interim administrator within a large administrative unit can be both exciting and challenging. You’re responsible for implementing policy changes that need to be effective in the short term yet sustainable over time, all while maintaining team morale. Yes, that’s a lot to balance, but it reflects the realities of the role. This blog is inspired by my recent experiences and those of colleagues in similar positions. Our stories highlight the need for practical strategies that resonate across different administrative contexts.
Creating a solid structure is vital in any administrative unit. But how do you introduce necessary policies without making everyone feel like they’re stuck in a corporate meeting? Here are some strategies that we employed:
Prepare a smooth transition.
Instead of launching into significant reforms, try a subtler approach. Begin staff meetings with a quick “highs and lows” round. This simple activity sets a positive tone and engages everyone from the start.
Real-life Example: In a library setting, consider implementing small changes like clearer guidelines for interdepartmental collaboration. You might also introduce a “Book of the Month” discussion, allowing staff to share insights on professional development books. Such activities can spark conversation and foster a sense of community.
Create a policy framework.
When it comes to policy changes, clarity and choice are crucial. Instead of imposing a one-size-fits-all solution, offer a variety of options for your staff to consider.
Real-life Example: In HR, you could present options such as revised work policies, new professional development programs, or updated performance evaluation criteria that include peer feedback. Empowering employees to choose what resonates with them encourages ownership and engagement.
Test with a preliminary launch.
As you prepare to roll out new policies, start with a soft launch. Pilot programs allow for experimentation without the pressure of full implementation.
Real-life Example: In IT, if you’re introducing a new project management tool, test it with one team first. Gather their feedback to make practical adjustments before a broader rollout.
Engage an advisory council.
Form an advisory council of enthusiastic staff willing to embrace change. This group could brainstorm ideas, pilot new policies, and facilitate communication throughout the unit.
Real-life Example: In student services, create a committee that includes representatives from various roles, such as advisors and counselors. This group could meet monthly to review student feedback collected through surveys and use those insights to develop initiatives that address students' needs.
Listen to your staff.
Listening is a crucial skill in this role. Schedule regular open forums or “listening sessions” where staff can share their insights and feedback on potential policy changes.
Real-life Example: In a library, implement a "Feedback Wall" where staff can anonymously post their thoughts and suggestions. Set aside time each month to review these notes together as a team, encouraging open dialogue that can lead to innovative solutions.
In conclusion, navigating policy changes in large administrative units requires a careful balance, especially for an interim leader. You want to provide structure while respecting the existing dynamics within the organization. By embracing small incremental approaches, offering diverse policy options, and considering preliminary launches, you can foster a culture of collaboration and innovation. I encourage you to reflect on your own experiences and share your thoughts. How have you engaged your staff in policy changes? What challenges have you faced, and what strategies have worked for you? Your insights can inspire others facing similar challenges, so don’t hesitate to share.
Acknowledgement: This blog was enhanced with the assistance of AI tools to refine ideas and improve clarity.
Disclaimer: The views and opinions expressed in this post are solely those of the blogger.
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