Although incivility and conflict have long plagued community colleges and other educational institutions, recent budget declines have made this situation more critical. In the past, those who disagreed could be bought off and organizations tended to hire layers of people to perform tasks that one person with a personal computer can perform today. For leaders of educational institutions, therefore, it is important that the institutions be transformed and that civility, caring, and respect be infused into the organization. Specifically, traditional singular leadership should be replaced by collective leadership, with traditional middle managers being replaced by management teams, and efforts should be made to include the voices of women, minorities, and other traditionally silenced groups into the organizational dialogue. While deep structural transformation takes time, the following nine, non-linear stages of the transformation process have been identified: (1) understanding the organizational structure; (2) articulating the institution's vision; (3) creating an environment of trust; (4) easing the threat of change; (5) using information to transform institutions; (6) moving away from hierarchical models of management; (7) providing opportunities for faculty and staff development; (8) creating an inclusive environment; and (9) evaluating managers' personal values. (HAA)