LearnHub

Wow, this is a hard one to grasp. I wonder though if all change needs to be so hard. I would like to think that yes all change does come with emotions, however, I feel that some of those emotions drive us to do great things. Everyone remembers the change of going from grade school to high school, or from college to the working world. All of these changes are needed and I think that most people (not all) are excited for these changes. I guess then that the question is how do we get people to have butterflies in their stomach over the change we want. I guess that this would only be done if the change is a natural step to something better. If all or most people see this change as a way to better themselves and the rest of the community. Excitement is often intrinsic, how do we get to the heart of people?

Hi John

I totally agree with your response, everyone will react differently to change.  This I believe is based on our life experiences and how we view change.  I know when I worked with individuals who had suffered post-traumatic stress disorder I found that their life experiences really dictated how they handle crisis situations. i.e.  While working at Wellesley burn center in Toronto I had the opportunity to work with a young boy who was a refugee from Bosnia.  He had been beaten, tortured and his family had been killed while in Bosnia.  His attitude to change was so adaptive and optimistic, he embraced change and he just rolled with the punches.  However, a young lady who was also a burn victim at Wellesley had a very protected life.  She was an only child from a very loving and doting family.  Her parents at times seemed over protective.  Needless to say she had a harder time in adjusting to change, her coping skills were poor and she was often resistant even to minor change. As nurses we had to work on a Holistic approach which eventually allowed her to adapt to her new situation.

So to answer your question how do we get others to be excited about change without causing distress? I think we need to use an empathetic approach and try to understand change from the other person perspective. This way we can vary our methods as school leaders when implementing change. I find the following criteria are my guiding light for implementing change. - Give people maximum warnings of the change - When ever possible explain the reasons for change - Training sessions – offer people the chance to develop new, relevant skills - Sell – benefits – “what’s in it for them” (Transactional approach) - Empathize with their feelings or present position - Offer support, guidance and check on them how they are coping

Regards Denise

I think to truly implement change, the groundwork must be laid first. A prinicipal must work to build relationships and get to know the people that may be the resistors. Also, be visible extensively in classrooms, in the hall and out in the yard. Thirdly, ask many questions before implementing change. A principal must be credible when implementing change. When a principal walks the walk and talks the talk, staff are respectful of change. Also, true collaboration must be in place. It can be the principal that initiates the change, but ultimately it must be the staff that works together to form a plan on how to put the change into effect. The principal can then follow up through his/her walkthroughs. I strongly believe that in every school there are some strong resistors to change and sometimes nothing will work with these people to get them on the bus of change. My first position as a VP, I was faced with a similar situation. My superintendent at the time had some words of wisdom for those resistors “Don’t Water the Rocks.”

I believe that if we are to come through change without the emotional scars, there must be a purpose for this change. The purpose must involve something of value to all those involved. If we are changing the way we teach in schools, those leading the change must communicate the reason for it and the research that suggests it will benefit students. If we do this then most teachers will embrace change (I believe) those that do not will need varying anounts of pressure and support.

Hi Denise!

I agree with John, this is a difficult one to tackle. I believe that some people seem to thrive on change. How do they do it? How do they manage change in a way that they not only survive, but also excel? They seem to make change work for them. Martin Luther King Jr., Margaret Thatcher, John F. Kennedy, Ronald Reagan and Mother Teresa-with resolute courage and determination stood squarely in the center of change and controversy. These great leaders created their own opportunities to fight for what they believed in. Each of these leaders were masters of change. One of the most significant essentials for success during transition is teambuilding. Leaders that can challenge, motivate, and empower their teams (followers, staff) through change are successful. Most change disrupts teamwork. I believe that the leaders who can keep their work teams focused during changes will have organizations which thrive. Sometimes I think to myself “How do you motivate your staff to do their part?” You don’t. Motivation is an inside job: It is internal. Therefore, daily initiative comes from making sure each person is doing the part of the whole that they feel they can best contribute to the overall mission. Initiative without knowledge, vision and faith is misguided energy. Without initiative, knowledge, vision and faith are just a dream. I believe that great schools possess leaders and teachers who have a focused vision, believe in their mission, and empower each other with their initiative and skill development.

While yes, certain aspects of change involve confusion and conflict, I think part of our job is to help keep our staff motivated and positive about change. Modeling a good example of handling change and stress will show staff that they can manage things successfully.

There is always going to be change especially in our educational system simply because as our world continues to change and evolve, our curriculum also needs to adapt to meet these new changes. Sometimes, teachers can get very negative and frustrated with all these new changes but if we work hard together and keep thinking positively, then change can be meet with euthasium not resistance.

While yes, certain aspects of change involve confusion and conflict, I think part of our job is to help keep our staff motivated and positive about change. Modeling a good example of handling change and stress will show staff that they can manage things successfully.

There is always going to be change especially in our educational system simply because as our world continues to change and evolve, our curriculum also needs to adapt to meet these new changes. Sometimes, teachers can get very negative and frustrated with all these new changes but if we work hard together and keep thinking positively, then change can be meet with euthasium not resistance.

I totally agree with your response, everyone will react differently to change. This I believe is based on our life experiences and how we view change. I know when I worked with individuals who had suffered post-traumatic stress disorder I found that their life experiences really dictated how they handle crisis situations. i.e. While working at Wellesley burn center in Toronto I had the opportunity to work with a young boy who was a refugee from Bosnia. He had been beaten, tortured and his family had been killed while in Bosnia. His attitude to change was so adaptive and optimistic, he embraced change and he just rolled with the punches. However, a young lady who was also a burn victim at Wellesley had a very protected life. She was an only child from a very loving and doting family. Her parents at times seemed over protective. Needless to say she had a harder time in adjusting to change, her coping skills were poor and she was often resistant even to minor change. As nurses we had to work on a Holistic approach which eventually allowed her to adapt to her new situation. So to answer your question how do we get others to be excited about change without causing distress? I think we need to use an empathetic approach and try to understand change from the other person perspective. This way we can vary our methods as school leaders when implementing change. I find the following criteria are my guiding light for implementing change. – Give people maximum warnings of the change – When ever possible explain the reasons for change – Training sessions – offer people the chance to develop new, relevant skills – Sell – benefits – “what’s in it for them” (Transactional approach) – Empathize with their feelings or present position – Offer support, guidance and check on them how they are coping Regards Denise

One factor not mentioned yet is keeping the scope of the change manageable. If the school becomes a constant onslaught of change the staff will inevitably tire of change and revolt. How long does it take for change to truly become established? A major literacy initiative may take years to properly establish. While that is happening, are you going to keep pushing new initiatives on your staff? One of my colleagues was always keen on speaking about the principal as gatekeeper. With the endless ministry and board initiatives coming forward, how can you manage them for your school and staff?

Hi Denise,

Your question is a great one. I think that whenever change is voluntarily or involuntarily placed on inidividuals, there is bound to some anxiety, confusion, resistance, and a sense of loss towards it. As school leaders, we can manage this change in a way that the followers not only survive the emtional impact, but also excel by bringing about the change in a way that has meaning and purpose. It is pertinent to get the followers to see why the change and work that they are doing is necessary by immersing them in it slowly. Change is manageable when all of the followers work together, and when they see a common benefit to bringing about the change. I also think that as administrators, if we want our followers to excel, we as leaders have to model acceptance of and willingness to be flexible ourselves. By setting high expectations for the followers, and acting as “guide/coach/mentor” along the way, this, I believe is the best way to motivate staff towards embracing and excelling in the face of change.

Hello Denise: Change happens everyday. I think it is important for leaders to study the theory of change and look at the impact of chaos theory. Margaret Wheatley, in her novel on Change Theory, gives an excellenct account of the effects of change and why change happens. Similar to Fullan, she comments that within change there is always a moment of “chaos” or “dip” where things are erractic and lack harmony. However, as leaders we need to recognize that once the process begins there will be a shift which promotes the change and then a sense of calm. Wheatley draws the analogy of change to science and nature. She also comments that within the chaos there is always a central peace of harmony as in the eye of a storm. Recognizing the importance of change, knowing that the shift causes emotional upheaval, may help leaders work with their schools to develop a sense of harmony knowing the outcome for change is the central focus on student improvement. It is keeping the focus on the moral purpose of student improvement which will help teacchers focus on the importance of the change process. Just some thoughts.