Leading Organizational Change

Developing a culture of innovation and significant learning environments requires significant change. Leading change is a tricky thing; it's really about understanding yourself and position within an organization, looking past the anxiety and emotions that may come from change, and create an environment where specific behaviors occur that ultimately lead you to your end goal. My innovation project will take time and patience to be completely implemented. Resistance to change is inevitable, but can be navigated. Organizational change needs strong leadership and vision, rather than management, in order to be successful.

The following ideas are essential to leading successful change through technology implementation:

1. Communicate to teachers the Why, How, and What of what you represent as a school to guide staff understanding of the purpose for using technology in the classroom. How do you move forward with a technology initiative (1:1 iPads) that is already in full swing? The direction of the initiative has to be nudged and navigated with small changes and full support. 

The following identifies my "big hairy audacious goal" in a 1:1 iPad initiative that has been established for a few years:
2. Identify vital behaviors and sources to increase the use of iPads by teachers and administration. Read the following to learn more:
3. Execute your plan. It takes strategic effort to set focus on "wildly important goals," as laid out by the The 4 Disciplines of Execution book. The 4DX model provides an effective way to execute organizational change and facilitate growth and development in an organization: 
At the end of the day, it is important for teachers to have support as they learn and grow. Using vital behaviors and developing a plan can minimize resistance to change and maximize growth and achievement for administrators, teachers, and students.

 Further resources and posts on leading organization change can be viewed here:

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