In order to get everyone involved with working towards the Vision of 2012 and meeting the goals by 2012, employees will need to be motivated. In order to be motivated to want change one would need to be involved in it and feel like they are apart of change. How do you do that? In order to improve a job or task, the employee who actually performs the job or task is the most logical person to figure out how that job or task could be done in a better way. I say, give some of the power of change to the employees on the bottom rather than making changes from the top down. This is my proposal, let each department of employees at Gateway come up with 5 ideas for change to happen, for instructors (improvements on teaching their students or how to eliminate reoccurring problems with the administration or what would work, not sure. I'm sure these employees would know what's best.) First have a departmental meeting and decide what is working for the department and identify what is not working. Narrow the problems not working down to 5 items. The problem list would then be approved together by the department manager and the department employees before ideas of change would take place. Then break the department employees up in groups and have each group come up with solutions to the problem list. The department groups would then meet and present their ideas for change. After meeting and discussing solutions, the department must then vote for the best 3 out of the 5 items on the problem list that have the best solutions for change and every year starting the day after Inservice, in October, let each department change the rules for one month (30 days) to physically see if the ideas for change will be for the better or not. After 30 days the department will meet and discuss the results of their ideas for change. If clearly the changes are successful then, the changes will go into effect. If the changes clearly didn't work, then the change or changes will be eliminated. So then each department will have the opportunity to make up to 3 changes per year or none depending on the outcome. At least this way it gets everyone involved and it will get people to stop talking and start acting and it will also get things moving ahead because if one idea doesn't work the next year will be opportunity to try new ideas of change. If an idea didn't make it in the top 3 out of 5, then maybe it will make it the next year. This way everyone can be involved in change at least once a year, have their voices heard and have an opportunity to get involved that otherwise may not have happened if left up for them to initiate. Some of the best ideas are never heard. Then last of all, post all departmental changes in a newsletter of some sort so that other departments that do the same task can benefit from another departments idea and that way the idea of change can be contagious and spread throughout the college. Also just to clarify, the top up decisions and the dedicated employees of gateway from the bottom up have helped Gateway come along way in the last few years and without those decisions we wouldn't be where we are today but just think if we tripled the amount of great ideas coming from the bottom up and matched those with the wonderful ideas coming from the top down, imagine what Gateway could actually be in 2012.