Leveraging change: From new space to reimagined organization
Donor Network of Arizona
Tempe, AZ
Lens Services: Managing Change. Developing Organizations
In 2018, Lens partnered with Donor Network of Arizona (DNA), a 25-year-old non-profit organ procurement organization to help explore and navigate a milestone organizational change. They were in the process of designing and building a new headquarters, a complete transformation from their previous space. DNA recognized this as an opportunity to reimagine themselves. The chance to contemplate and explore their future; moving from a crowded and disconnected existing office and establishing the next chapter for their organization.
Embracing Donor Network’s commitment to its mission and equity, Lens guided DNA to organize and prioritize the macro and micro decisions faced as they embarked on the implementation phase of their project. Through workshops with leadership, themes were identified, and sub-groups, mostly comprised of staff from various positions, were created to help assess, coordinate, and share out to the larger staff body. These groups empowered the employees to be involved, connecting them with their peers and extended colleagues, and creating a trusting bond with leadership.
Self-reflection and a holistic understanding of their employees were critical steps in this work for DNA, as the donation of life, and the staff supporting donation, are fundamental to the organization. Lens coordinated with DNA leadership to create a variety of DNA staff personas. This approach ensured employees saw themselves represented and identified with others, increasing awareness, connection, and empathy. This early exercise helped draw key traits, differences, and commonalities of employees to the surface and set the groundwork for effective engagement and long-term collaboration.
Through this process and approach, DNA was enabled and empowered to create their pathways to transformation. The primary role of Lens was to lift-up and guide DNA to find what worked best for them and help ensure they would be successful in implementation. To self-actualize and self-govern was one of the strongest outcomes from the process, creating an extended culture of reflection and improvement.
