Actively preparing for change and leadership
As I started on this project, I knew there were going to be struggles in working with my peers. There’re a lot of things going on in the building that distract and cause problems. I was not sure how to handle these before now. The sections below outline my plan and strategies to more effectively work with the teachers in my building and give me a greater chance for success. I cannot do this alone. For it to be successful this needs to be a team effort that is not dependent upon anyone person.
The first parts of my project plan, really dealt heavily with the tangible details of the work. Things like templates, schedules, and such. These are all necessary. I recommend you go back and look a them again starting with the Initial Plan. The pieces below are less about things and more about emotion. This part of the plan takes a hard look at how to more effectively work with the peers on my campus to bring about a beneficial and lasting change in our culture.
The first parts of my project plan, really dealt heavily with the tangible details of the work. Things like templates, schedules, and such. These are all necessary. I recommend you go back and look a them again starting with the Initial Plan. The pieces below are less about things and more about emotion. This part of the plan takes a hard look at how to more effectively work with the peers on my campus to bring about a beneficial and lasting change in our culture.
The first part of this plan more clearly defines why teachers would participate. The saying goes, “the head won’t go where the heart hasn’t been.” This posting lays out the “why”, “how”, and then the “what”. I first start out explaining why to do this project. Then you get more into how it will be done. Finally, we get to what is going to happen. In the post there’re references to Simon Sinek and others who give further explanation for the reasons to start with “why.”
Too many times over the years, I have tried to get my students in class to participate "because I said so" or "because they will need this one day." I have learned how important it is for my students to be come learners. For them to become learners, I have to start class with creating a common understanding of why the work we are doing is important. Working with my peers is no different. I know that Computational Thinking is important. They have to believe it as well. |
The next part of the plan looks at how I can more effectively work with teachers to bring about the needed change in behavior. My posting on the implementation of the Influencer strategy goes into more depth as to how I intend to leverage the six sources of influence. Having a compelling reason to do something is usually not enough to bring about a lasting change in the people. As shown in one of the videos in the posting, the need to prevent illness is a pretty compelling reason for one to wash their hands. But when push comes to shove it’s not always enough.
it's amazing how much of an impact the environment and peer influence play into how individuals behave. Retail establishments and advertisers have known this. You can see how they use these sources of influence to get people to buy their product. Leveraging these sources of influence to create change in school is a key to getting people to not let the whirlwind of their daily existence get in the way of embracing a change that will benefit them and their learners. |
Creating change within an organization is just as important as bringing about change in an individual but requires a different strategy. This posting explains how I foresee employing the four disciplines of execution to bring about a lasting change within my campus. I go into greater detail about how the Influencer strategy and 4DX relate to each other. In short, they are two sides of the same coin. If people change but the organization does not foster sustaining the change it’s all temporary. On the other hand, all of the initiatives in the world won’t matter if the people they affect don’t join in.
I use a phrase that I heard years ago many times when talking about changing the culture of an organization. "Creating culture is like working on a 1,000-piece puzzle of a 1-to-1 picture of a field of grass. In a field of grass. At midnight. In a hurricane." Without a plan, it is not going to happen. Any changes will be surface only and fleeting. |
I have learned a lot about leadership and how I can grow as a leader. At the moment, the biggest hurdle for the success of my project will deal with Crucial Conversations. I am first dealing with people who are readily willing to work with me. As we move on, this will not be case. I have to create a safe environment for all of us to work in. This posting gives greater detail about my plan to create this needed environment.
As the project progresses, I also know that my role will shift as well to include more about Differentiated Leadership. As that approaches, I will have a better handle on how to implement those lessons. Right now, all I can do is guess. |
This has been a great learning experience for me. I’ve learned a lot about myself and have come to grips with several shortcomings that have hindered me over the years. I have been responsible, or at least a key player, in a number of initiatives. Some have gone well many have not. I’ve learned a lot about focus, not letting good get in the way of great, and being a change leader.