The Big Higher Ed Shift: Why Institutions Must Change Forward in Order To Thrive

It is no secret that technology has been transforming how—and where—students learn, while societal expectations around affordability and workforce readiness also continue to evolve. Colleges and universities now face mounting pressure to keep pace.  

Meeting these demands requires a fundamental rethinking of traditional practices and a renewed commitment to innovation, or risk being left behind in a rapidly shifting educational landscape.

This is why effective change management is essential. Carefully navigating these complex transformations ensures higher ed institutions stay nimble, competitive, and aligned with the needs of today’s — and tomorrow’s — students and society.  

By fostering adaptability and strategic focus, the right type of change management empowers higher education to not only navigate successfully but propel itself into the future: changing forward, if you will.

Trends Compelling the Need for Change Management

Several powerful trends underscore the urgent need for higher education institutions to adapt. Data highlights the rapid shift in student expectations and economic pressures that demand a reimagining of traditional approaches.

First, student preferences have dramatically changed.  According to the 2024 CHLOE 9 report, 60% of chief online learning officers (COLOs) indicated that online classes tend to reach capacity faster than traditional in-person offerings, reflecting a shift in student preferences toward more accessible and flexible educational options —a trend accelerated by the pandemic and unlikely to reverse.  

Colleges that don’t offer remote or hybrid learning risk alienating this growing segment of students seeking more accessible and adaptable education models.

Economic pressures further add to the urgency.  In the Forbes 2024 College Financial Grades article, Forbes analyzed the financial health of 900 higher education institutions. More than half of the institutions received a rating of C or worse for their financial fitness.  

This signals the need for change in higher education, including potential adjustments to course offerings, financial considerations, and operational efficiencies. Institutions are now challenged to balance affordability with high-quality education, an expectation shared by students and their families alike.

Additionally, workforce demands are evolving.  The U.S. Bureau of Labor Statistics estimates that health care will see approximately 1.9 million job openings annually from 2023 to 2033, emphasizing the need for curricula that prepare graduates for high-demand sectors.  

To meet this demand, many universities are now investing in up-to-date, industry-aligned programs that bridge the gap between academic learning and practical, job-ready skills.

Together, these trends compel institutions to:

• Modernize curricula to align with workforce needs and prepare students for growing fields.
• Expand student support services to improve retention and engagement, particularly among remote and nontraditional learners.
• Invest in digital infrastructure to offer flexible learning environments and accommodate the diverse needs of today’s students.

By responding to these trends, higher education institutions can better serve both their students and society—strengthening their position in a rapidly changing landscape.

Key Principles of Effective Change Management  

Effective change management relies on clear and consistent communication. As Gina Urzi, Executive Coach and Manager of Culture at Confluent Health, states, "Communication is crucial when changes happen on a team or in an organization."  

With years of experience helping lead companies and leadership through change, Urzi shares strategies for navigating change successfully:

• Know Where You Are First: Lead authentically by acknowledging experiences, fears, and hopes about the change to create an environment for openness.
• Ask Questions and Listen: Invite team members to share perspectives and listen actively to validate their experiences.
• Validate Experiences and Make Space for Sharing: Allow time for the team to process and express experiences without judgment.
• Resist the Urge to "Fix" Everything: You have influence, not control, and trying to fix everything can dismiss valid concerns.
• Avoid Toxic Positivity: Acknowledge challenges honestly, without glossing over them with unrealistic optimism.
• Provide the "Why" and Manage Expectations: Share the purpose transparently, outline anticipated challenges, and manage expectations realistically.

Urzi emphasizes the importance of leadership modeling transparent communication and welcoming feedback to build buy-in. Leadership should address concerns with consistency and responsiveness.

Overcoming Resistance to Change

Effective change management relies on clear and consistent communication. Resistance to change in higher education often stems from concerns over job security, increased workload, and affection for established practices. Urzi looks to Jim Dethmer of the Conscious Leadership Group, who says, "You cannot shift what you cannot accept."

Urzi emphasizes that "pushing through or ignoring resistance often exacerbates it." Instead, the path forward is to go through resistance with openness, understanding, and patience. Key principles include:

• Honest Communication: Recognize and address team members' fears and emotions with empathy.
• Training and Support: Provide skills, resources, and developmental opportunities to foster competence and confidence.
• Recognizing Early Adopters: Highlight and celebrate those who embrace the change to inspire others, while understanding that not everyone will move at the same pace.

Urzi encourages leaders to be honest, supportive, and help people see both the challenges and opportunities of transition. "By accepting resistance and giving it space, leaders can create a path through it, fostering growth, resilience, and, ultimately, trust."

Case Study: Embracing Change Management at Wilson College.  

In a strategic bid to address the country’s health care workforce shortage, Wilson College is developing a suite of hybrid graduate programs in collaboration with Evidence In Motion (EIM). The programs, still in the development stages, are designed to expand access to high-quality, flexible education options, particularly for students in underserved, rural areas.  

For Wilson College, the programs represent a bold step forward. “We recognized early on the need to make strategic decisions that ensure we’re positioned not just to survive but to thrive,” said Dr. Wes Fugate, Wilson College’s president.  

His comments reflect the institution’s commitment to aligning education with real-world workforce needs, despite the challenges that come with pioneering a new model.

The Hurdles of Facilitating Change Management

Change, however, has not come without hurdles. Some faculty members voiced reservations, wary of shifting to hybrid formats that stray from traditional teaching methods.  

Fugate and his team responded by easing into the rollout, shelving certain programs to build confidence among faculty and recalibrating the timeline to encourage broader support.  

Like Wilson College, Augustana University experienced a season of change and faculty resistance when launching their hybrid accelerated health care programs. Stephanie Herseth Sandlin, president of Augustana University, emphasized the importance of transparency in gaining faculty buy-in when launching new programs.

Speaking at the P3 Summit, she shared how Augustana’s collaboration with EIM on an accelerated hybrid Doctor of Physical Therapy program succeeded largely due to open communication with faculty from the start.  

"We were introduced to EIM in the fall of 2018, and I think the reason that our faculty were very open to what this partnership might bring to Augustana is because we were transparent with them from the get-go. We explained what we were exploring with EIM and why, and it was Augustana’s first doctorate program, and it's an accelerated hybrid program,” Herseth Sandlin explained.  

Faculty buy-in was further strengthened because the program met graduate-level expectations, aligned with the university's health sciences focus, and addressed critical workforce projections.

Conclusion and Future Outlook  

Change management in higher education is essential to creating institutions that can adapt to new demands and better serve students. Although change can be challenging, institutions that embrace proactive strategies such as leadership support and stakeholder involvement build resilience and foster innovation.

Success stories, such as Wilson College's and Augustana University's hybrid health care programs, demonstrate that thoughtfully managed change can drive positive outcomes in retention, diversity, and workforce alignment.

With strategic planning, a commitment to flexibility, and reputable education solutions partners like EIM, higher education institutions can navigate future challenges, offering accessible, high-quality education that meets both student and industry needs.