How and When to Reform Your Department/University/Organization

Years ago, I was asked this question and answered: “Don’t try anything in your first three years.” (The standard advice, for good reason, is even more conservative: wait until after tenure.) The group of students looked at me like I had completely lost their trust and I was part of the problem. I get it. But experience and research are with me on this.

Before I lose you, ask yourself: are you more interested in actually making change–making your department or university or whatever organization better–or are you more committed to the fight regardless of the outcome? If you just want to fight, I can’t help you. If you are serious about making real and lasting change, keep reading.

In your first three years, you are “too new” for people to take you seriously–they don’t know you well enough, they may not trust you, and they will be used to new people coming in and trying to change things before they (each new person) even understand the norms and practices, their history, and the reasons for them. Even asking questions about why things are done a certain way can lead to terrible pushback—hell, even suggesting a useful podcast can get your head bitten off by a senior faculty member. So, starting too fast can set you up for failure, and you want success.

You also need to understand the best way to push for a particular policy or change and how to frame it in the most effective way–that is, to get the most support for it. For discussions of how to introduce change and build coalitions in your department (or university), first read Ch. 3 and Ch. 5 in Adam Grant’s Originals (on the theme of working from the inside and the need to first gain status before you try to exert influence) and then Ch. 7 in Charles Duhigg’s The Power of Habit (on the theme of making new, different ideas familiar), but Part II generally of Duhigg’s book will be useful.