Using the S.O.A.R. Model to Approach Organizational Change

When organizations approach change management, they often do so through the lens of “fixing what’s wrong.” If a fundamental problem is identified, change initiatives are created to address it, and that is, of course, necessary. Focusing exclusively on fixing problems, however, actually short-changes organizations. Conversely, approaching change by building on what is actually working rather than on what is broken, yields stronger outcomes, including enhanced teamwork, the co-creation of a shared vision, and enhanced mission achievement. 

A scarcity mindset is very common in the nonprofit sector and it often leads to the “problem-focused” approach. It’s not surprising given the way nonprofits operate; there is never enough money, never enough staff, never enough time, and, most importantly, the issue/cause feels like it will never be resolved. Living this reality day-to-day can cause nonprofit leaders to feel desperate, fearful, stressed, and hopeless. 

According to researchers at the University of Chicago who study the psychology of the scarcity mentality, focusing attention on what you don’t have leads to making decisions that may provide short-term gain, but hinder long-term well-being. 

[Article: https://sendhil.org/wp-content/uploads/2019/08/Publication-46.pdf] 

So the question is, how do we shift away from this mindset into a strengths-based, solutions-focused approach? A culture shift of this magnitude won’t be immediate and requires more than just a periodic discussion about individual employee strengths. According to research conducted by CliftonStrengths, focusing on strengths manifests itself in energetic and engaged staff, organizational growth, and a mission-driven team. Strengths-based organizations shift away from the old ways of managing people to more effective, forward-thinking ways of developing them. 

[Article:https://www.gallup.com/cliftonstrengths/en/290903/how-to-create-strengths-based-company-culture.aspx]

One way to initiate this shift is to integrate strengths into the organization’s mission, vision, values, culture, and processes.  One of our favorite tools is the S.O.A.R. Analysis - which stands for Strengths, Opportunities, Aspirations, and Results. The chart below represents some of the prompts teams can use to identify the best way forward. 

Recording responses to these questions and reviewing them helps identify the organization’s and individual team members’ strengths and how to leverage these strengths to achieve desired outcomes. This approach is based on Appreciative Inquiry and comes from the book Learning to SOAR: Creating Strategy that Inspires Innovation and Engagement by Jacqueline Stavros and Gina Hinrichs (2021). 

The SOAR Analysis is a wonderful starting place for organizations looking to discover what they already do well and how those strengths and shared vision can lead to a positive way forward.