Summary of Leading Campus Change Initiatives: Key Meeting Insights
This month's session featured a comprehensive workshop on change management specifically designed for higher education leaders. Brett Reinert from EAB (Education Advisory Board), the University of Arizona's partner for research-backed leadership and organizational development resources, guided supervisors through understanding the barriers to change in higher education and introduced a practical five-phase framework for successfully leading change initiatives on campus. Download the PowerPoint Presentation, watch the meeting recording or review the key highlights and takeaways below.
Why Change Feels So Hard Right Now
Higher education continues to face enrollment shifts, evolving work expectations, financial pressures and rapid technological change. Many teams are experiencing real change fatigue, making clarity and thoughtful communication essential.
What Supervisors Are Feeling
Supervisors emphasized:
- Rapid changes without stabilization time
- Needing clearer explanations of the "why"
- Balancing daily responsibilities with new expectations
- Supporting teams experiencing fatigue
Interactive Poll Results
Supervisors shared their comfort level with change:
- 30% - Steady and Consistent
- 40% - Risk Neutral
- 30% - Change Adventurers
Key insight: Most supervisors fall in the middle, they are open to change with the right clarity, pacing and support.
A Simple Framework for Leading Change
EAB's five-phase model offers a practical guide for leading teams through change:
- Anticipate: Surface concerns and potential barriers early.
- Mobilize: Build a diverse coalition of champions.
- Empower: Provide tools, training and hands-on support.
- Sustain: Reinforce new practices over time.
- Monitor & Adapt: Gather feedback and fine-tune the approach.
Supervisor Self-Reflection Questions
As you guide your team through change, consider:
- What barriers might my team encounter?
- Who are my champions, and who may need more support?
- What tools or training will help my team succeed?
- How am I modeling the mindset I want to see?
- What feedback am I hearing, and how should I adjust?
Key Takeaways for Leaders
- Expect and normalize resistance.
- Communicate early, clearly and consistently.
- Celebrate small wins to build momentum.
- Reinforce change long after launch.
- Use team feedback to adapt your approach.
Resources & Professional Development
Immediate Resources:
- EAB Presentation Slides
- Toolkit: 10 Tools to Communication Decisions Transparently
- Staff Council: Opportunity to participate in shared governance (staffcouncil.arizona.edu)
LinkedIn Learning & EDGE:
Event: "Getting Started with LinkedIn Learning and EDGE"
Date: Dec. 17, 2025
Time: 2-3 p.m.
Register: events.trellis.arizona.edu
Many courses on Change Management topics are available on LinkedIn Learning for you to explore on your own.
Additional EAB Resources:
Education Advisory Board (EAB): U of A has partnered with EAB to provide all employees free access to higher education research, professional development resources and expert guidance on workforce challenges. Brett Reinert serves as the U of A's dedicated EAB contact for supervisors seeking support with change management, team development or accessing relevant research and tools.
- Connect with EAB: @EAB (X/Twitter), @EAB (Facebook), @eab_ (LinkedIn)
- Contact: BReinert@eab.com
Next Meeting
Date: Dec. 18, 2025
Topic: Year-End Reflections and 2026 Preview
Contact Information:
For support with change management in your areas, contact your Human Resources team.