This is an adaptive challenge because there is no agreed solution, it requires new learning and a shift in values/culture, not just a new tool. As discussed in previous modules, change can cause emotional responses in staff, and managing this requires real stakeholder communication and buy-in. Without explaining the why behind the change, there’s a risk of pushback from the wider team, who may see it as unnecessary work when their current teaching methods have worked well for so long.

Setting up a small working group to analyse how the university works right now, without the change implemented, to evaluate the interplay between individual teams and their members, is an example of the balcony perspective in practice. This working group can use their observations to distinguish between root causes and symptoms. Once identified, they can agree on what resistance they might expect and start performing pre-mortems to analyse how to reduce this resistance.

The working group outlined in Answer 2 can use their work to act as change agents, communicating the problem and the why behind the needed change. Using analysis from alumni and staff surveys, they can identify other change agents who can work alongside them in a broader working group for change. They can use these surveys to convey to other stakeholders the benefits of flexible pathways for students and how this improves career pathways.

They can then hold stakeholder town halls to learn from stakeholders what works well with the in-person teaching methods, and use this to lead teams in implementing the new change and spreading a culture of online learning, while utilising the skills of those who do well with their current methods.

In this case, there is a fear among educators that once they have recorded their lessons, they will no longer be needed for day-to-day teaching and their jobs will become redundant. This ties to the fear of loss or failure. By stating the problem of declining enrolments, the uncertainty around job retention becomes another cause of this fear. Leadership can express the need for stakeholders to design the solutions and build the online content and platform together, rather than have something thrust upon them.