Bringing U B E R to Bangladesh

YMCA Change Action Plan

Chief Organizational Officer Jeremy BowmanChief Strategic Vision Officer Gregory BoyesChief Communications officer Lenora Minor

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Organization Overview and Analysis

Mission StatementTo put Christian principles into practice through programs that build healthy spirit, mind, and body for all YMCA (2016)Project GoalProgram growth and capacityOrganizational AnalysisHierarchy styleMechanistic and Organic depending on level of the organization.

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Recommendations

Redefining goalsImplementing a visionCreating a new business planForming a strategic planning committeeFormation of subcommitteesDevelopment of employee training and research and developmentCommunity outreachEmployee satisfaction survey

By implementing these changes the YMCA will be differently by employees, stakeholders and community leaders. This can be the turnaround the organization has been waiting for.3

Environmental Analysis

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Force Field Analysis

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Stakeholder Analysis

Are you a stakeholder?Any individual/organization who meets one or more of the following criteria will be identified as a stakeholder:How strong and committed are the persons/organization, and how are they directly or indirectly affected by this project?Are there persons/organizations that can be increased that hold a position from which they can influence the project?Does the person/organization have an impact on the projects resources (i.e., funding)?Does the person/organization have any special skills or capabilities the project will require?Does the person/organization benefit from the project or are they in a position to resist this change?

Once stakeholders have been identified, BBM Consulting Services will categorize and analyze each. The purpose of this analysis is to determine the stakeholders level of power or influence, plan the management approach for each stakeholder, and to determine the appropriate levels of communication and participation each stakeholder will have on the project. 6

Measurement Tools and Evaluation CriteriaThe following cash flow spreadsheet provides an estimate of the required income and expected costs for a facility to achieve a robust ROI (5-10 percent enrollment increase per year for 5 years)BBM Consultings estimated ROI is based on systems and structures that best support the CAPs vision of increased enrollmentLarge investments in community programs and marketing systems at the facility level would produce the most rewarding ROI YMCAs ability to successfully lobby for increased grants and donations is imperative for maximum ROI Facility directors would promote a robust ROI through increased recruitment efforts

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COSTSBENEFITS

WagesMarketing expensesProgram expensesTrainingUtilities

Increased fundingMedia and political awarenessImproved program participationNew membersEffective community outreachHighly trained staff

Balanced Scorecard

The balanced scorecard has been broken down into four driving components; financial, customer, internal business process, and employee learning and growth. Evaluation of each component is crucial. BBM Consulting Services recommends the YMCA use a balanced scorecard which allows the project team to translate the vision statements into identifiable objectives that can be measured. Recommendation for Not-for-profit organizations is to place the customer perspective at the top of the model (Cawsey, et al., 2006, p. 354) making it more important instead of having all four quadrants equal.

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Action Plan-Critical Path

Project Timeline

Project Path

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References ASQ. (2016). Failure Mode Effects Analysis (FMEA) - ASQ. Retrieved from http://asq.org/learn-about-quality/process-analysis-tools/overview/fmea.htmlBeach, L. (2006). Leadership and the Art of Change. Thousand Oaks, CA: SAGE Publications, Inc.Cawsey, T., Deszca, G., & Ingols, C. (2016). Organizational Change. Thousand Oaks, CA: SAGE Publications, Inc.Cawsey, T. & Deszca, G. (2007). Toolkit for Organizational Change. Thousand Oaks, CA: SAGE Publications, Inc.CompData. (2014). Compensation Force: 2012 Turnover Rates by Industry. Retrieved from http://www.compensationforce.com/2012/09/2012-turnover-rates-by-industry.htmlDriskill,G.W., & Brenton,A.L. (2011). Organizational culture in action: A cultural analysis workbook. Thousand Oaks, CA: Sage Publications. Lever, J. (2014). Survey: Americans Interest in Volunteering and Charity is Precipitously Declining. Forbes. http://www.forbes.com/sites/realspin/2014/09/21/survey-americans-interest-in-volunteering-and-charity-is-precipitously-declining/#297c665d4f88 Marker,A. (2011). 10 Strategies you can use to overcome resistance to change. Retrieved from https://opwl.boisestate.edu/wp-content/uploads/news-A_Marker_Handling_Resistance_to_Change_v4b.pdfYMCA (2014). Strategic Plan 2014-2017 YMCA of the USA. YMCA. YMCA.net.

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