What ultimately drives change? It can be argued that
there are several basic elements that drive change. These elements
include technology, budgets, needs, wants and organizational growth.
However, Scheninger states that change is mostly driven by technology.
Scheninger further argues that the six elements that drive change are
connectedness, vision, value, support, professional development and
embracement. His Six Secrets of Change encompass all these
elements.
Scheninger says that technology is the main driving
force in implementing change (Sheninger, Driving Change to Transform
Schools, 2012). Therefore it stands to reason that if educators want to
implement change, they must demonstrate these six elements that drive the
change they are seeking.
Scheninger places connectedness as the first element,
however, Embracement could be listed as the first element. One must first
embrace the new technology themselves, if they want others to follow.
This reflects Scheninger’s philosophy that in order to implement change, one
must model the change they seek (Sheninger, 2014).
After embracing the technology, or change, connectedness
should be established. Communication to all stakeholders is imperative.
In order for people to facilitate the change you are desiring, they must know
what it is that is expected of them. To that end, open communications
through staff meetings, Facebook, Twitter, community meetings, and even
impromptu meetings in the hall along with any other format you can think of
that will facilitate the connectedness/communication that is needed to get
others on board for change.
During that communication, it is important that the
vision of the change is communicated. People who want to participate need
to know what the goals are and how the organization and they personally will
benefit. Conveying the vision will help them to make the leap from point
A to point B, or from pen and paper to iPad and e-learning. They need to know
where they are going to end up.
At this point, again we must implement excellent
communication skills in order to convey the value of the change, and the value
of the people making the change. If people do not feel their efforts are
valued, or that the objective they are striving to meet has no value, they will
not join the revolution. Encouraging them to contribute their ideas,
skills and opinions goes a long way to making them feel valued, as well as
taking some of the work load off the originator of the change. After all,
no one knows everything, and everyone has something to contribute.
This change being implemented is going to require
professional development. Most likely, the majority of employees impacted
have minimal experience with technology upgrades and innovation. So it is
imperative that you provide PDs on an ongoing basis. This also goes a
long way to show that their skills and talents are valued and supported.
Scheninger’s elements of change, although they sound similar
to his Six Secrets of Change, are really the actions which support and enable
us to implement Six Secrets of Change.
References
Sheninger,
E. (2012, November 27). Driving Change to Transform Schools.
Retrieved September 17, 2015, from Huffington Post -
Education: http://www.huffingtonpost.com/eric-sheninger/driving-change-to-transfo_b_2194651.html
Sheninger,
E. (2014). The Six Secrets of Change. In E. Sheninger, Digital
Leadership Changing Paradigms of Changing Times (pp. 53-57). Thousand
Oaks: Corwin A Sage Company. Retrieved September 17, 2015
It seems to me that when you go to the ones who need to implement the change and encourage them to participate in the decision-making process, you get a higher return on your investment, so to speak. Because they are part of the change process, then they desire to help the change be successful. I would agree professional development goes a long way! Thank you for your post.
ReplyDeleteEmpowerment goes along way to getting people to change. It does not end with encouragement to participate. When you allow people to contribute to the process of change, they own it. If they own it they care about it, and will do everything they can to make is successful because it make their lives easier in their eyes, and makes them look good as well. Sounds a little cynical, but it's human nature.
ReplyDeleteIn order for change to happen and to get everyone on board, the leader must make the changes he or she has made visible. Sadly, most people have to be pumped and primed in order to get on board for change. The leader must talk about how great the use of technology will be for the school. Once the implementation for change is out to everyone in the learning community, leaders need show their use and excitement for the change. When leaders show enthusiasm, it tends to trickle down to everyone else and makes it easier for everyone to get on board. There should be nothing negative about the ideas for change being presented. When every presentation or PD workshop is positive, it helps the morale of the staff and easier to get into the excitement of the projected change. Communication is also key when leaders are trying to get something across to staff. The worst thing that I have witnessed from principals toward staff is the lack of communication. When there is or becomes a breakdown in communication, it makes it hard to get staff involved or be receptive of anything coming from their leader. The timely and efficient expedition of information can easily be made easier with a good flow of communication from the head to everyone. Because everyone will not be receptive and easily adjust to change, it is very important that the entire team I helped with the transition of the change. Some may need a little more encouragement than others, leaders should make sure that they are there for those who are having a hard time adjusting. The leader is more than likely the biggest influencer in the process of change. That influence should be used in positive manners to ensure that his or her vision is also a positive experience for the staff.
ReplyDeleteYou are absolutely correct. However, embracement of the change by the implementer is important if only to show that the change can be done, and done effectively and successfully. As humans we all get into repetitive ways of doing things, and this becomes our comfort zone. I changed my hair color last spring, and another teacher came up to me and said "You inspired me to change mine, and I'm so glad I did!". Had I not embraced the change, and then modeled the change she would still have her same hair color and be moderately happy. Obviously embracement and modeling are the first steps, and they cannot stand alone. But in my opinion they are the best place to start the process. Thanks for your thoughts!
DeleteKathy,
ReplyDeleteThank you for your insight into the discussion this week. I agree with you that in order for educators to implement change they need to implement Sheninger’s six secrets of change. I liked the fact that although Sheninger placed connectedness as the first element, you believe embracement could be listed as the first. As educators I believe it is important for us to first and foremost embrace new ideas for our classrooms, especially in this new technology age. Technology changes each and every day so therefore, we need to make sure we are up to date on the latest technology which includes embracing new and innovative ideas for our classrooms.
Communication is very essential which is what you suggested when the vision of change is communicated. Educators need to work together in conveying the goals and how the students will benefit from them in the long run. Educators need to work together as a team in order for everyone to be on the same page. Personally I feel as though communication should be one of the number one goals when it comes to education. If administrators and educators communicate and convey their thoughts and ideas to and with one another, everyone will be able to work together better and see that the education of the students should be the most important goal.
Something else that really stood out to me in your post is the fact that you said “if people do not feel their efforts are valued, or that the objective they are striving to meet has no value, they will not join the revolution.” What a powerful statement! Each team member should be free to contribute their thoughts and ideas and know that they are valued. Everyone on the team needs to have a voice and know that they are contributing to each and every students’ education.
Great post!
Tracey
Reference
Sheninger, E. (2014). The Six Secrets of Change. In E. Sheninger, Digital Leadership Changing Paradigms of Changing Times (pp. 53-57). Thousand Oaks: Corwin A Sage Company.
Everything you say is true. I would add that everything we do as educators involves communication with others. From that perspective, embracement, vision, value, support and professional development all require effective communication in order to provide relevant information regarding the change desired. If I embrace something new, my friend, neighbor, family and colleagues will see that the change is not a negative, but a positive action that improves my skills, environment and behavior. Thanks for your thoughts, I appreciate your insights.
DeleteKathy,
ReplyDeleteYou make some very good points concerning Sheninger’s six elements. Interesting thing about Embracement. I would wonder how you would get educators who are leery of technology to buy into it at that level initially. Modeling is definitely the key but I would be concerned about those who are already intimidated by technology become even more intimidated once it is modeled. Some may unnecessarily place a burden upon themselves to function in the same capacity as a savvy user not realizing that learning technology is a process. I have seen this in my school with Chromebook technology as the Google rep taught us so many things and there were a few teachers who thought that they had to try to use most of what we were trained on. Thankfully administration has set the tone that we are to use the technology but at our own pace and only for what is conducive for our subject matter. I agree with the importance of communication. Knowing what’s going on, how others fairing in a new endeavor, and passing on useful tools makes the assimilation process so much easier. The six elements in my opinion ring true to what’s needed to drive change.
Interesting perspective. I would think that the embracement technology by an administrator and/or teacher seeking the change would show positive results. They will have better data, more time, more resources, and more connectedness, thus increasing their professionalism and teaching skills. This leads into modeling. When the administrator/teacher models the change and the results of the change, others will want to get on board. As for dealing with the teachers who want to be proficient overnight, that is dealt with through effective communication skills when conveying the vision, value, support and professional development. If the implementer is communicating effectively, (i.e. "please do not think you can use this like a pro overnight", or "please take your time learning this app") then the intimidation and frustration will be kept to a minimum. There will always be one or two that believe they can be master's overnight, and the results are usually disastrous. They end up walking away and never re-engaging in the change. Effective communication from the beginning is the element I would focus on to avoid this scenario. It sounds like your district has approached this issue with skill and insight. Thank you for your comments, you made me think about something I had overlooked.
DeleteHi Kathy,
ReplyDeleteYou made some very good points concerning Sheninger’s six elements. I find that communication skills is something is very important, but also something that you stressed very much in your blog post. Like another classmate stated, "Communication is very essential which is what you suggested when the vision of change is communicated. Educators need to work together in conveying the goals and how the students will benefit from them in the long run. Educators need to work together as a team in order for everyone to be on the same page." I find this to be very true and can clearly relate this to my job personally. When the director or assistant director does not communicate with their co-workers, they are unable to perform and strive to complete the mission here at Minot AFB. Although, I found that professional development was the most important thing overall. Without professional development change cannot be successful. I think that teachers should base their ideas for change upon evidence-based methods and techniques. By doing this, educators are able to make the most effective adjustments to change, by knowing what needs to be changed. You did an amazing job discussing the six elements that drive change. I look forward to reading more on your blog soon!
God Bless,
Tabitha Mendez
Effective communication is essential in any organization and any endeavor that organization takes part in. However, as educators, communication is central to being effective. If we do not communicate effectively on a daily basis, our students do not learn the necessary skills to be successful in the future. Therefore, it stands to reason that as professionals it behooves us to be effective communicators with each other. In order to implement change the vision, value, support and professional development elements are all driven by embracement and modeling. If one person embraces the change and models the change others will be interested in the positive changes brought on by the change, and therefore jump on board to improve their profession and lives in general. Even in the military, effective communication is necessary in order to get all the troops where they are supposed to be doing what they are supposed to do. Effective communication is the axis which successful change turns on. Thanks for your comments, and your service!! Stay safe, God Bless you and your family!!
DeleteKathy,
ReplyDeleteGreat Post! I really enjoyed reading your blog this week. I agree with Sheninger that Technology is the main driving force needed for change (Sheninger, 2012). Technology is what is driving our students which in turn is what needs to be implemented and used in schools. Technology can be the most convenient and useful ways to communicate with students, parents, and other colleagues. In order for schools to have success that must be willing to make changes and those changes are going to incorporate technology in some way.
I agree with you that embracement could be listed as the first element of change. I think that it is one of the most important elements in Sheninger’s list. Faculty and Staff need to embrace the new changes that are being implemented. If the faculty and staff are not embracing the changes then I believe the changes are not going to be successful. They will not be used or implemented if teachers are not on board.
I think that communication and connectedness go hand-in-hand. I believe that if people are connected and feel connected to one other they are more opt to communicate with one another. If faculty and staff are given ways that they must work to connect with one another then they will begin to communicate. Once that communication and connectedness is established then I believe that the changes will go smoother. I know that in our school we have great communication amoung the staff. I feel a sense of community in our school, which helps whenever new changes arise in our school. It helps to now feel alone and feel that you have people that you can talk to and discuss problems with. It helps to have that connectedness and communication so that when changes are being implemented faculty and staff can work together when they have problems or questions.
Great post! I really enjoyed your insight this week, have a great week.
Kristin Heckman
Indeed, technology is driving change in our schools. Look how we are spending time and money in learning how to deliver curriculum that is technology based and researched based. Technology is changing the whole paradigm of education. However, that being said (or written), in order to reach our students in a way they see as relevant, we must effectively implement these necessary technological changes. That means as a profession and individually we must embrace, value, envision, connect, support and provide/participate in professional development sessions that implement and support these necessary changes. This requires effective communication amongst all stakeholders. The connectedness you feel among your colleagues is based on effective communication, be it a small amount or a voluminousness amount, as long as it is effective it will work in favor of implementing change. I am happy that you are in a district where communication is considered so important. There are some where it is not valued, which makes it difficult to be an effective teacher that embraces new trends in education. Thank you for you comments, they were insightful. Have a good week next week!
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