Abstract

The Transformational Change Project (TCP) is to increase membership retention, foster leadership succession planning, and preserve/promote Philippine Cultural Arts with the PASACAT Philippine Performing Arts Company. The TCP will set the foundation for a continually growing membership, more active leadership, and increased community presence. Major strategic goals include an improved class curriculum, enhanced performance process, and leadership succession planning. Related strategic goals include an increase in open communication between all levels of the organization and fostering a safe environment that promotes meaningful development. The Transformational Change Leadership Team (TCLT) consist of representatives from the Board of Directors, Executive Staff, Artistic Staff, Dancers, Singers, and Musicians.

The TCLT developed five data collection instruments (Exit Interview, Focus Group, Pre-Post Interview, Instructor Preparedness Questionnaire, and Post-Performance Survey) to measure the progress of the three major strategic goals. The Exit Interview and Focus Group are for the Practice Curriculum. The Post-Performance Survey is for the Performance Process. The Pre-Post Interview and Instructor Preparedness Questionnaire are for the Leadership Development Program. The new Practice Curriculum and Performance Process were successfully launched, however, the TCLT is still working on the implementation of the Leadership Development Program due to staffing challenges. Based on the data collected thus far, PASACAT has seen an increase in membership, increase in membership satisfaction with the practice curriculum, increase is performance satisfaction, and decrease in membership turnover. Additionally, a new Board of Directors was recently elected which brought an increase in diversity in terms of age and gender. There are now more females than males on the Board of Directors and an increase in representation from first-generation Philippine Americans.

Based on the results, the TCP has helped PASACAT enhance the Practice Curriculum and improve the Performance Process. However, if the desired state is going to persist, the TCLT will need to transition these new processes to the Board of Directors. The Board of Directors has already approved a Special Committee for Curriculum Development. Once the Performance Process team and Leadership Development team can demonstrate the success of the new processes, the Board of Directors will consider the development of their Special Committees.