Transforming an Organization

In the article “Working to Transform Your Organization”, the issue of tackling an organization’s needed changes amongst a bureaucratic national system is a difficult one. Fortunately, they become very attainable if certain steps are taken. These outlined concepts when combined with an opportune situation yield a positive result, it seems, when associations are no longer relevant or efficient. The Department of Defense, the Federal Emergency Management Agency (FEMA), National Aeronautics and Space Administration, and the Veteran Health Administration were all examined. It was determined within their case studies that eight common lessons emerged among them. These lessons are proven that when implemented, they have the opportunity to make the pertinent modifications to bring the largest organizations in line with their purpose. These ideas could be used on an organization such as the National Association for the Advancement of Colored People, otherwise known as the NAACP.

One of the first goals outlined was selecting the right person. This could be a key component of success within an organization such as the NAACP. With a combination of the three rights, right time, right person, and right position (Working to Transform Your Organization pg 1.) the lesson would provide confidence within two areas I believe are important; faith in a leader internally as well as externally. Internal people understand the system in which they are working in and are more prone to work hard within a person’s vision they find needed. When selecting a National President of the NAACP, one has to mindful of the working relationship you are creating with people within your organization. In the case of Bill Gordon, the past President, he had a history of working within the system of the NAACP and rising through the ranks. This provided him with an advantage of understanding the internal workings of the association, thus creating an instant level of credibility internally. Externally, Mr. Gordon was well respected in the corporate and business world at a time when the NAACP needed badly to strengthen its relationships for financial purposes and the establishing of bargaining power. With Mr. Gordon formerly being the Chief Executive Officer of Verizon Wireless, he brought with him the experience of working within corporate America, allowing him to transfer those dealings to the NAACP. This proves being able to identify key people with experience, a track record of success, qualifications could be the making and/or breaking of an organization.

The second concept, clarifying the mission, is imperative. For the NAACP, I believe it means redefining and narrowing the overall purpose. An Association for the Advancement of Colored People has to find what is needed in this day and age for advancement as compared to sixty years ago, when the organization was created. Be it job placement or affordable housing, a major shift has to take place reevaluating its organizational goals and what is now considered achievement.

Though the article states that most organizations tend to shy away from restructuring, it can sometimes be the answer when an organization becomes too bureaucratic. In the case of an organization whose action is to mobilize in order to create change (such as the NAACP) , it is a task that should continuously be evaluated until it becomes an ever evolving yet powerfully efficient structure. Right now the set up the NAACP are chapters which are governed by other chapters, that are govern by the national office. Chapters can not speak on behalf of the NAACP unless given permission by the national chapter, which if you are the youth and collegiate chapters, means the answer passes through local, state, and national chapters first, with follow-up communication