Final Project Presentation

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Final Project Presentation : 

Final Project Presentation Connie Jefferies EDUC 6105 Organizations, Innovation, and Change Instructor: Dr. Sunil Hazari December 19, 2009

Slide 2: 

Hello, my name is Connie Jefferies and I want to welcome you to Week 7 of Education 6105 Innovations, Organizations, & Leadership. As we get closer to the end of this course, Week 7 is the final project submission. In this application, the objective is to be a story teller of the organization you chose who has shown significant changes in the recent years. And I would like to take this opportunity to share with you the story of the college many call a home away from home. I am grateful and delighted to give you a glimpse inside Mississippi’s best kept secret. This educational institute I am speaking of is none other than Blue Mountain College. During the last eight years or so, I have seen so many changes happen as a result of a greater vision being birthed out. The new president came in and went to work. BMC has grown in a such a short period of time during her tenure. I hope that you enjoy this presentation. I am calling it, “Blue Mountain College, A New Vision Fulfilled.” Introduction

Blue Mountain College:A New VisionFulfilled

History of the College : 

History of the College Blue Mountain College was founded by General Mark Perrin Lowery in 1873. He saw a vision and made provisions to make it a reality. He wanted the best education possible for his two daughters. So they got together and gathered up the first faculty at was then named Blue Mountain Female Institute in which they first 50 students enrolled. From then on, it was known as an independently owned Christian college for women until 1920. The Lowery family also carried the torch of this organization for many years until their death. Blue Mountain College stands as an institute of higher learning founded on Christian based values and principles to prepare students for their future professions in the workplace, personal lives, and in the area of ministry. And today, this institution is still rooted and grounded on the biblical principles from the beginning.

General Mark Perrin Lowery : 

General Mark Perrin Lowery ….Long ago a man of vision strong in right…. Kindled from the fiber of his soul a light. Many hands have fanned its flame and fed its blaze, Till today it sends afar its beacon rays, Alma Mater! Old B.M.C! Till time is done our loyal hearts proclaim, Alma Mater! Old B.M.C.! Like faithful sons and daughters (servants) We will guard that flame.

The Vision BeforeEarly Years:Blue Mountain Female Institute : 

The Vision BeforeEarly Years:Blue Mountain Female Institute

Continued History and Culture of BMC : 

Continued History and Culture of BMC Since its founding in 1873, it was an independently owned institute until the affiliation extended itself to the Mississippi Baptist Convention in 1920. From that time on, it has been referred to as a Southern Baptist college. The college is comprised of dedicated, Christian educators, faculty and staff in each department, thus providing a good, spiritual atmosphere to obtain an education. With this being said, the Christian environment sets the stage for many students. They can be at ease knowing there will be none or very few crimes and acts of violence on campus, along with security in place to keep those there with a sense of safety. These attributes tremendously not only to the structure but also to its culture.

Slide 9: 

Gateway to the Path of Knowledge

The Vision AfterBlue Mountain College : 

The Vision AfterBlue Mountain College Blue Mountain College: A New Vision Fulfilled

The structure helps to mold and shape the general makeup of this institution. It remained a women’s college for many years with a traditional liberal arts curriculum with majors that range from education to church related vocation for men who were in preparation for ministry. When students are in search of a four year college or looking to transfer, many look for a place where he/she can call home. And with BMC, the small classes and friendly faculty and staff give any person a sense of being part of a family while in attendance there. Also, the emphasis of Christian life is a vital part as well. These are very important elements in its structure along with the culture. The culture is the essence of what is important to the organization (Beach, 2006). Different students from various backgrounds, ethnicity, and locations, have come abroad to be a part of this college. Students can spiritually enhance their personal lives through Bible study and other activities on campus, along with the offering of the weekly chapel sessions with words of inspiration from faculty, staff, and other guests. With the college being a non-profit organization, support has poured in from many churches and the community to keep it going strong. The effectiveness of this type of culture has contributed greatly to its success. Many people have become great teachers in the classroom, ministerial students have started or go to pastor churches and the list goes on. So structure & culture definitely go together as one when speaking of this institution. : 

The structure helps to mold and shape the general makeup of this institution. It remained a women’s college for many years with a traditional liberal arts curriculum with majors that range from education to church related vocation for men who were in preparation for ministry. When students are in search of a four year college or looking to transfer, many look for a place where he/she can call home. And with BMC, the small classes and friendly faculty and staff give any person a sense of being part of a family while in attendance there. Also, the emphasis of Christian life is a vital part as well. These are very important elements in its structure along with the culture. The culture is the essence of what is important to the organization (Beach, 2006). Different students from various backgrounds, ethnicity, and locations, have come abroad to be a part of this college. Students can spiritually enhance their personal lives through Bible study and other activities on campus, along with the offering of the weekly chapel sessions with words of inspiration from faculty, staff, and other guests. With the college being a non-profit organization, support has poured in from many churches and the community to keep it going strong. The effectiveness of this type of culture has contributed greatly to its success. Many people have become great teachers in the classroom, ministerial students have started or go to pastor churches and the list goes on. So structure & culture definitely go together as one when speaking of this institution. Structure

Dr. Bettye R. Coward,BMC President : 

Dr. Bettye R. Coward,BMC President Carrying The “Current Vision”

About President Coward : 

About President Coward Since a new President was selected in 2001, the structure and organization has expanded greatly to meet the needs of all students including the men. Her leadership style from the start was vision based. She came in with an agenda to be in touch with all people especially the students. Even though, it has been a women’s college for some time now, the culture has expanded immensely with the additional of changes in recent years. In my interview with the president, Dr. Bettye R. Coward, I felt the compassion and drive she had in her heart to be able to meet the needs of all students, accommodating the men as well as the women. What strikes me most was her being the first woman President who brought a new greater vision for the college and made it a reality. This brings out the uniqueness of the college because her main focus was to keep in mind what matters the most to the institution. The selection they made for a President exemplified a person of respect, honesty, character, and most of all, a vision towards making the college a greater success. The choice was based on ability and her previous 30 years plus experience in the area of education that was an asset to this institution. She served in many facets of Mississippi College and was serving as Vice President for Academic Affairs when this job vacancy opened and was asked to look at the job. Dr. Coward was one who showcased a leader’s six prime responsibilities: assessment, culture, vision, plan, implementation, and follow-through in her ability to lead the college and bring about change (Beach, 2006).

Plan of Action : 

Plan of Action Different strategies proved effective during the course of communicating and sustaining the changes taking place within the organization. The challenge is to develop techniques for making the “new way” stick. To sustain change, most experts recommend that the change become “institutionalized.” Change has been institutionalized when organizational members no longer think of the change program as a special initiative or project (Anderson, 2010). The President shared a new, broader vision and communicated it effectively with the constituents to make this vision become a true reality. Change and going forward were a top priority. And the key word, “vision” has remained in existence to being communicated before, during, and after the change was implemented. This answers the question of seeing what is really going to help this college grow to the its expected potential. As a result, the college has transformed internally and externally 100 percent focusing on what was best in the long run for the institution.

Dr. Coward talked about five strategic directions during my recent interview with her. She starts out stating they formed a strategic planning committee and began to brainstorm focusing on the critical areas of improvement to be tackled most. Those five strategic directions are as followed:Strategy 1: Recruiting and Retention : 

Strategy 1: SD 1 Enrollment – Recruiting and Retention, “R & R” as Dr. Coward expressed this idea, spending more time and money to enhance recruiting literature and bringing in an outside source to get more students enrolled and retaining them until graduation. Also, the decision to go fully coeducational in 2005 added more intercollegiate sports for women, and now incorporated more men generating a mix of students as well. She says, “She says, “Recruiting and retention go hand in hand. And if you recruit a student who is a good match, you are far more likely to keep them through graduation.” (Coward, 2009). Dr. Coward talked about five strategic directions during my recent interview with her. She starts out stating they formed a strategic planning committee and began to brainstorm focusing on the critical areas of improvement to be tackled most. Those five strategic directions are as followed:Strategy 1: Recruiting and Retention

Key issue: EnrollmentHow do we get students here at BMC and retain them? : 

Key issue: EnrollmentHow do we get students here at BMC and retain them? A great deal of time was dedicated to recruiting but an outlet source was needed. So an outside source was paid to recruit prospective students. The recruiting literature was also enhanced giving those prospects a better knowledge of the college and what it has to offer. Once recruited, retention was then implemented to make sure the students stayed on board. The vision is to have 600 students enrolled by 2012. And at the present time, there were 505 students enrolled. Since her tenure as President, the number was 365 . Also intercollegiate sports brought in students and their friends.

Slide 17: 

Adding more intercollegiate sports for men & women helped boost enrollment BMC Toppers –Men’s Basketball Team Started in 2007 BMC Cross Country Team Started in 2007 FALL 2010 --- Men’s Baseball & Women’s Softball to be added Blue Mountain College: A New Vision Fulfilled

Strategy 2—Enhancing the Look of the College : 

Strategy 2—Enhancing the Look of the College SD 2 Enhancing the learning and living environment – Performing major renovation services from the entrance of the campus to almost every building there to revive and bring a more appealing look to the Christian institution. And also creating little “hotspots” for students to congregate and enjoy a feeling of a homelike atmosphere while in attendance. Major renovation, new additions, & restoration occurred on campus  All residents halls are now attractive spots on campus and many buildings received a facelift to beautify the institution to the fullest potential

Much needed improvements on campus : 

Much needed improvements on campus The Gal-ry was renovated in 2001. This area provides space and equipments for workouts. Tyler Gymnasium received accurate enhancements. Fisher-Washburn Hall, Ray Dining Hall, and a parking lot took the space where the old edifices once stood. Cockroft Dormitory is now a men’s dormitory after all these years. The Admin is a constant reminder of the preserved the legacy of the institute And the list goes …

Slide 20: 

Renovated in 2001

Slide 23: 

Formerly a women’s dormitory, now exclusive for the men

Slide 24: 

Lowery Administration Building

Slide 25: 

College Hangout affectionately known as “The Sub”

Slide 27: 

Music Majors Hangout on Campus This is the building I called Home Garrett Hall

BMC 2009New Campus EntranceMark Perrin Lowery Boulevard with BMC Banner : 

BMC 2009New Campus EntranceMark Perrin Lowery Boulevard with BMC Banner

Fountain on the Mountain & The Pier : 

Fountain on the Mountain & The Pier

The Dell : 

The Dell One of the campus little “hotspots”

Strategy 3 Revision of the curriculum – To provide a quality curriculum with a solid liberal arts foundation for areas of study which prepare students for productive careers and meaningful lives of service. A master’s program in Elementary Education was started for teachers, along with an extension of the New Orleans Theological Seminary for those who want to go on from BMC for a Master’s degree in preparation for ministry. This offers students more options in the selection of their career choices and gives a broader perspective in their future job outlook. : 

Strategy 3 Revision of the curriculum – To provide a quality curriculum with a solid liberal arts foundation for areas of study which prepare students for productive careers and meaningful lives of service. A master’s program in Elementary Education was started for teachers, along with an extension of the New Orleans Theological Seminary for those who want to go on from BMC for a Master’s degree in preparation for ministry. This offers students more options in the selection of their career choices and gives a broader perspective in their future job outlook.

Strategy 4: Institutional Service – Being a Christian institution, the college has to stay connected to the community. The college wants to continue to be known by its uniqueness and ability to make a difference in the lives of many which specifies what this college upholds as its standard. So the college has tried to reach out to the community to see what will enhance it to be a vital part of the college and offer help in the local schools and churches. : 

Strategy 4: Institutional Service – Being a Christian institution, the college has to stay connected to the community. The college wants to continue to be known by its uniqueness and ability to make a difference in the lives of many which specifies what this college upholds as its standard. So the college has tried to reach out to the community to see what will enhance it to be a vital part of the college and offer help in the local schools and churches.

Strategy 5 : 

Strategy 5 SD 5 Keeping a strong resource base for the viability of the College – Broadening the donor base in support of those who can contribute to the college. The college increased their advertising efforts and took their story out to educate more people in the community. This will aid in getting those who do not know much about the college to know who the college is, why they are here and how they can serve (Coward, 2009).

Final ThoughtsThe nature of change was very necessary to account for latter success down the road regarding this institution. And Blue Mountain College approached the change process in the right manner. Dr. Coward says “My first task was to shape a vision for the institution. You have to set priorities about what you need to do, where you need to go, in other words, set a vision and then develop a strategic plan that will get you there”. She met with constituents and initiated the change process to them and she persuaded them by buying them in. She communicated very well with selected individuals to make this plan become something worthwhile. The overall effectiveness of change was well implemented during the initial phase of transition. As a result, continued growth and doors of opportunity emerged. More students became a part of this institution and every person, whether male or female, could get the quality education they desired and prepare for the ministry without any reservations or restrictions. If I were in the same position, I would not have done anything differently. Every detail of the plan was executed well from start to finish. Regarding the effectiveness of the leaders and other change agents in guiding the organization through this change process receives high marks in all efforts in my own personal opinion. Dr. Coward presented herself as a President who cared about the future of the college and its well being. She put the students’ needs for learning and equality as a first priority and communicated this area of concern. And she had the greatest support system on board to back her up 100 percent. I would have done the same. : 

Final ThoughtsThe nature of change was very necessary to account for latter success down the road regarding this institution. And Blue Mountain College approached the change process in the right manner. Dr. Coward says “My first task was to shape a vision for the institution. You have to set priorities about what you need to do, where you need to go, in other words, set a vision and then develop a strategic plan that will get you there”. She met with constituents and initiated the change process to them and she persuaded them by buying them in. She communicated very well with selected individuals to make this plan become something worthwhile. The overall effectiveness of change was well implemented during the initial phase of transition. As a result, continued growth and doors of opportunity emerged. More students became a part of this institution and every person, whether male or female, could get the quality education they desired and prepare for the ministry without any reservations or restrictions. If I were in the same position, I would not have done anything differently. Every detail of the plan was executed well from start to finish. Regarding the effectiveness of the leaders and other change agents in guiding the organization through this change process receives high marks in all efforts in my own personal opinion. Dr. Coward presented herself as a President who cared about the future of the college and its well being. She put the students’ needs for learning and equality as a first priority and communicated this area of concern. And she had the greatest support system on board to back her up 100 percent. I would have done the same.

Slide 36: 

The college that continues to MAKE A DIFFERENCE!

ReferencesAnderson, D.L. (2010). Organization Development: The Process of Leading Organizational Change. Thousand Oaks, CA: Sage Publication, Inc.Beach, Roy (2006). Leadership and the Art of Change: A Practical Guide To Organizational Transformation. Thousand Oaks, CA: Sage Publications.  Dr. Bettye R. Coward (personal communication, November 24, 2009) talked about the structural and cultural analysis of the college along with the major changes that have occurred in recent years.Personal pictures taken by myself for project : 

ReferencesAnderson, D.L. (2010). Organization Development: The Process of Leading Organizational Change. Thousand Oaks, CA: Sage Publication, Inc.Beach, Roy (2006). Leadership and the Art of Change: A Practical Guide To Organizational Transformation. Thousand Oaks, CA: Sage Publications.  Dr. Bettye R. Coward (personal communication, November 24, 2009) talked about the structural and cultural analysis of the college along with the major changes that have occurred in recent years.Personal pictures taken by myself for project

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