That’s a Wrap 5304!

change

Throughout this course, I was able to learn about all of the aspects on becoming a leader in my organization and promote change.  When trying to create change there are a few questions to ask yourself.  Why are you trying to change your organization? What are behaviors you want to change and how will you influence this change?  How will you plan for change?  How will I deal with uncomfortable situations and push back, from my ePortfolio initiative?  These are all valid questions that I was able to answer by the end of Leading Organizational Change.  I feel that I’m prepared for all of the push back and obstacles I may face, when rolling out my innovation plan.

With a plan for change, there needs to be a reason why.  There needs to be a purpose for your actions.  I created my why statement in order to explain why I believe ePortfolios should be implemented in the classroom,  how it will be implemented and what will happen when ePortfolios are implemented in the classroom.   By sharing my why statements, I will be able to “win over their hearts and minds.” (Kotter, 2011)  Sharing my passion and why I’m completely invested in this initiative, will convince my organization that this could be an idea they could “buy-in to” and create positive change.

After being able to define my why, how and what; I needed to create an Influencer Strategy, for my initiative.  I needed to be able to look at target behaviors and determine how I would achieve the desired result.  In order to change the behaviors within my organization, I planned to use the Six Sources of Influence.  This Influencer Model provides six different ways to influence change.  In a video that I watched, Washed Up video , it stated that using four or more of the influences actually increases the chances of success by ten times.  Knowing that I had so many ways to influence others, in my tool kit, really made me feel a sense of confidence to create change.

To continue to foster change in my environment, I needed to create my 4DX Plan and map out The Five Stages of Change, in my 4 Disciplines of Execution. Chris McChesney, Sean Covey, and Jim Huling helped me focus on a wildly important goal and to create a 4DX plan, to avoid the whirlwind.  Life happens and everyone needs to plan to get past the it.  The 4DX plan helped to narrow down to a goal and focus on it and to maintain the focus throughout life. I feel that this is such an important piece to the plan, because life happens and I need to be able to ensure that even when life gets distracting, my initiative won’t be forgotten.

Lastly, I need to address probably the most avoided topic, crucial conversations.  This can be the most awkward part of the process. By diving into this topic, I was able to learn about all aspects of being a self-differentiated leader.  Crucial conversations are necessary in the work place.  They are necessary if anything is deterring the organization from accomplishing their goal.  I learned that if there is resistance about the initiative, I need to speak with the individual or individuals about the concerns.  As a leader of organizational change, I know I will need to have conversations throughout my innovation plan and I will be sure to reference the eight steps of change strategy to make sure the conversation is successful.

Leading Organizational Change, has given me a plan and the confidence, to implement change and address resistance to change.  It has given me a detailed plan to create change in my organization and deal with the whirlwind and obstacles that can get in the way of my desired results.  Change is avoided topic of conversation because people like to be comfortable and routine.  Change throws off routine and makes people feel uncomfortable.  With all I have prepared from this course, I believe that I will be able to become a self-differentiated leader and ease the stress and anxiety, of my organization.

References:

All Washed Up (2010). Retrieved from https://youtu.be/osUwukXSd0k

Asacker, T. (2014, June 30). Why TED talks don’t change people’s behaviors: Tom Asacker at TEDxCambridge 2014. Retrieved from https://www.youtube.com/watch?v=W0jTZ-GP0N4&feature=youtu.be

Chesney, C., Covey, S. & Huling, J.  (2012) The 4 disciplines of execution.  New York, NY:  Franklin Covey Co.

Grenny, J., Maxfield, D., & Shimberg, A. (2013). How to 10X your influence. [eDocument]. Retrieved February 5, 2019, from https://learn-us-east-1-prod-fleet01-xythos.s3.us-east-1.amazonaws.com/5c082f78d4ba4/2689925?response-content-disposition=inline%3B%20filename%2A%3DUTF-8%27%2710x%2520Your%2520Influence%2520Research%2520Report.pdf&response-content-type=application%2Fpdf&X-Amz-Algorithm=AWS4-HMAC-SHA256&X-Amz-Date=20190210T171928Z&X-Amz-SignedHeaders=host&X-Amz-Expires=21600&X-Amz-Credential=AKIAIBGJ7RCS23L3LEJQ%2F20190210%2Fus-east-1%2Fs3%2Faws4_request&X-Amz Signature=c141185d03174571bab9155c2f7ce9768d4ed5753ebb9f4989ff602c3c86a582

Grenny, J., Patterson, K., Maxfield, D., McMillan, R., & Switzler, A. (2013). Influencer: The new science of leading change: 2nd ed. New York: McGraw-Hill Education.

Kotter, J. (2011, March 23). John Kotter – The heart of change. Retrieved from https://youtu.be/1NKti9MyAAw

Kotter, J. (2013, August 15). Leading change: establish a sense of urgency. Retrieved from https://youtu.be/2Yfrj2Y9IlI 

Patterson, K., Grenny, J., & Swizler, A. (2012). Crucial conversations: tools for talking when stakes are high. (2nd ed.).  New York: McGraw-Hill.

To deliver results start with why? (2018, June 26). Retrieved from https://www.clomedia.com/2016/08/17/to-deliver-results-start-with-why/

 

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Crucial Conversations

Through the whirlwind, in which we call life,  it can get hectic.  Through all of this communication and conversations are crucial.  I’ve experienced this in my personal recently.  I’ve felt since my husband and I sold our house, life just hasn’t stopped.  We have been on overload with life and with that, comes stress and anxiety.  With all these obstacles thrown at us and a new, much bigger house it’s been hard to get everything done and so the arguments of whose doing what in the house began.  We both realized very quickly that the arguing wasn’t good for us and wasn’t getting the goal accomplished, a nice clean house.  We needed to have a crucial conversation and talk about how we felt and what we needed to do be able to accomplish our goal and be fair.  This conversation saved us from a lot of headaches, negative experiences and helped us to accomplish our goal.

I know that I’ve personally had them the workplace, and although it was difficult it was necessary.  Becoming a teacher at 21 years old can be overwhelming and intimidating.  Fresh out of college and I need to be a leader, of my classroom?  Student teaching was nice, but if doesn’t stop those feeling of stress and anxiety.  Being a special education teacher, there are paraprofessionals in my classroom and I’m supposed to instruct them on what needs to be done in the classroom.  There have been times that I needed to have crucial conversations on their actions in the classroom.  Before addressing the situation, I was nervous myself and needed to think about how I’d address it.  How do I address them when I’m just a 21 year old teacher and they are a veteran paraprofessional?  It was tough, but I had a conversation with them and kept my emotions completely controlled.  In the end, all worked out and my classroom was running like a well oil machine.

Crucial conversations are necessary in a wide range of settings, from our own home to the work place.  They are necessary if anything is deterring the organization from accomplishing their goal.  As a leader of organizational change, I know I will need to have conversations throughout my innovation plan and I will be sure to reference the eight steps of change strategy to make sure the conversation is successful.

Throughout my innovation plan, I will have to have crucial conversations with a few groups of individuals.  I will need to speak with administrators about my plan and get it approved.  I will need to speak to teachers about the plan to implement ePortfolios into their classrooms.  I know their will be some push back, but if I become a self-differentiated leader, I know I will be able to suppress the any anxiety they may have towards this initiative.

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Reference:

Patterson, K., Grenny, J., & Swizler, A. (2012). Crucial conversations: tools for talking when stakes are high. (2nd ed.).  New York: McGraw-Hill.

Self-Differentiated Leader

follow_the_leader_popupA leader is some one who influences others to accomplish a common goal.  Edwin Friedman states that being an effective leader is an emotion process of regulating anxieties. Work can be extremely stressful and it’s the leader’s job to ease these stessors.  As if the whirlwinds in our lives isn’t enough, some might be anxious when being told that they are now going to be doing more, like developing and using ePortfolios in their classrooms.  As a leader, I know that I will need to diffuse these uneasy feelings by having crucial conversations.

I believe that by having crucial conversations with my co-workers about ePortfolios, I will be able to shift their focus from fear of the unknown to excitement over this new way to prepare our students for the future.  Emotional triangles can really be the downfall of a lot of initiatives.  If I’m a self-differentiated leader, then I will be able to avoid and stop the gossip and drama surrounding the change.  Even after explaining the reason for the change, I know there will still be those who are resistant.  Everyone has a veteran teacher, that is closed off to any change and wants to keep doing what they are doing.  Sabotage is going to occur and there will be push back from these individuals, but this is a sign that something good is happening.  It means that my initiative is working.  Continuously communicating and having those crucial conversations will help me bring change to my organization.

To start the crucial conversations are going to start with those who are resistant to change.  I believe that having those tough conversations are necessary.  If I start the initiative and simply ignore the anxiety and push back, it’ll fester and continue to spread throughout the organization.  By addressing the issues and addressing the concerns head on, I will be put my initiative in a better starting position.

4 Disciplines of Execution

At the beginning of my DLL journey, I thought that process of developing my innovation plan was complete after developing the proposal, outline, literature review and video.  I couldn’t have been any more wrong with that assumption.  I learned that there is so much more than that needs to be done to ensure that it’s successful.  I realized that I need to ensure engagement from others by implementing at least four influences from my influencer model.  I was able to incorporate multiple influences, in order to ensure that all teachers and students in the high school, will consistently use ePortfolios, by the end of the 2020-2021 school year in order to prepare students for their post-secondary lives.  At this point I realize that this will never be “done”.  Chris McChesney, Sean Covey, and Jim Huling helped me focus on a wildly important goal and to create a 4DX plan, to avoid the whirlwind.  Life happens and everyone needs to plan to get past the it.

The 4DX Plan

The 4DX Plan is comprised of four disciplines, within five stages of change.  When I was learning about the 4dx plan, two positives came to mind.  The first part of the plan that I focused on was the discipline two.  I think that a lot of individuals get lost after they set a goal because they only look at the lag measure and not the lead measure.  It’s extremely important, because the lead measure is like a checklist of how to achieve the lag measure.  I know that I truly benefit from checklists.  Being a special education teacher, a lot of my students benefit from checklists.  I think that this is a great way to stay organized and on track with accomplish the WIG.  The second positive was that it encourages teamwork.  By working together, to accomplish as goal, it’s that more achievable.  Being able to give feedback, ideas, and be a support system can really help all involved.  Following the 4DX plan will really help all involved in my innovation plan, to implement ePortfolios at my high school.

My 4DX Plan for Implementing ePortfolios

I have create a 4DX plan, to implement ePortfolios into the classroom, at the high school.  I plan to share this with others, teachers that are piloting the program and administrators, to get feedback.  I would then like to send a revised version to the faculty and get feedback, to make any additional changes to the 4DX plan.

4DX

The Five Stages of Change

To prepare for the change that will be occurring,  in addition to the influencer model, I created The Five Stages of Change.  This will be used to appropriate steps are taken to ensure a successful change.

The fIVE sTAGES (1)

4DX Plan vs. The Influencer Model

When comparing the 4DX plan and the influencer model, one would think that they are the same.  When completing this assignment, I asked myself the same question in the beginning.  They both have goals, when looking at the wildly important goal and desired results.  They both want to influence the audience.  They both want to evoke change.  There is a major difference though.  The 4DX takes a more systematic, “business-like” approach to change; while the influencer model tries to tap into the individuals’ emotions.  The 4DX also takes the “whirlwind” or life into account.  Life happens and it can be a very powerful thing that can completely derail any plans.  I believe that both are equally important and need to be considered.  While continuing to develop my innovation plan, I’m going to reference both the 4DX plan and the influencer model, to plan for a successful change in my organization.

 

References

Chesney, C., Covey, S. & Huling, J.  (2012) The 4 disciplines of execution.  New York, NY:  Franklin Covey Co.

Grenny, J., Patterson, K., Maxfield, D., McMillan, R., & Switzler, A. (2013). Influencer: The new science of leading change: 2nd ed. New York: McGraw-Hill Education.

Getting Past the Whirlwind

Life-Happens-Film-Poster

I think that this is a common issue we all face, getting past the whirlwind.  Our whirlwinds are all the things we have going on in our lives.  Throughout the DLL program, I for some reason, have had a major conflict happening throughout each course.   It included  a death in the family, pet illness, moving, mystery shooting pains in my head, a stressful situation a work.  This was addition to my everyday life.  When thinking about my goal of doing well and completing the DLL program, to the best of my ability, it was definitely a significant factor that at times limited the execution of this goal.  These were major distractions, in my life, that at times took a toll on me and the goal I set for myself.

I really like 4DX, because it allows an individual to focus on one to two goals to accomplish.  I think that the combination of the whirlwind and the excess goals can be deadly.  It’s more manageable and easier to focus one to two goals  and then create the steps or checklist of goals to accomplish to get to the WIG.

My Influencer Strategy

We are creatures of habit and sometimes it can feel difficult to change.  In reality, change isn’t hard or difficult, it’s uncomfortable.  People tend to let the phrase “if it’s not broke, don’t fix it” run their classroom.  The problem with that mentality is that, the world is changing, so should the way that we teach and prepare our students for post-secondary life must change as well.  To prepare our students for the future, we need to teach them to be lifelong learners.  I am currently working on my innovation plan to implement ePortfolios throughout my high school.  This will be a change for administration, teachers and students.  This will be a great change for my institution that allows students to make choices, take ownership, and have their own voice while participating in authentic learning.

My desired result is to have all teachers and students, in the high school, will consistently use ePortfolios, by the end of the 2020-2021 school year in order to prepare students for their post-secondary lives.  In the initial stages of my innovation plan, I plan to have a pilot group use ePortfolios in the classroom.  Following the year of the piloting group, the rest of the high school teaching staff will then start to use ePortolios in their classrooms.

Being able to measure results is a crucial part of my innovation plan.  I need to be able to monitor my initiative, of the implementation of ePortfolios, in the classroom.  To be able to measure the results, I will survey teachers and students about ePortfolio usage and will take the positives and areas of need into account.  By getting feedback from teachers and students, I will be able to correct the issues to make sure this is a meaning experience for all.  I will also collect both teacher and student exemplars.  These can be used as references for others and help to guide them throughout the ePortfolio process.  Another way that will aid the learning process, of implementing ePortfolios, are observations.  The only way to continue to grow to collaborate, get feedback and reflect.  All teachers will have the opportunity to showcase how they are using ePortfolios in their classroom and received feedback on the positives and be given suggestions on how to continue to grow.

In order to achieve my desired goal, it needs to extend beyond just my plan.  There are some vital behaviors that my co-workers must exhibit.  So for the students believe teachers about the importance of ePortfolios, we need to “walk the walk”.  Teachers and administration must create and model how to properly use an ePortfolio.  Students need to see that we are invested in this initiative and they we have found out “why”.  By creating and modeling how to use an ePortfolio, we are setting up expectations.  To continue to address the importance of ePortfolios, teachers need to consistently use them in their classroom. In my innovation plan, I stated that teachers will assign one assignment, related to ePortfolios, per week.  In addition to the assignment, teachers will also require that students reflect on a learning experience and collaborate with others. The last vital behavior, is for the staff to meet to collaborate and work with each other to continue to learn and grow with the ePortfolio initiative.

The administrators play a major role in my implementation plan.  I need to be able to gain not only their approval, but continued support of my initiative.  Their continued support will keep teachers motivated to consistently use ePortfolios.  It is also up to the teachers to use ePortfolios, in a positive way, in their classrooms.  It is up to the teachers to show the students the benefits of learning to use an ePortfolio and to focus on the learning process.  With the support and consistent use from both administrators and teachers, this innovation plan will have great potential for success.

Influencer Strategy

Change can be uncomfortable for most, which is why most stray away and don’t actually change.  In order to change the behaviors within my organization, I plan to use the Six Sources of Influence.  This Influencer Model provides six different ways to influence change.  In a video that I watched, Washed Up video , it stated that using four or more of the influences actually increases the chances of success by ten times.

Prior to learning about the Influence Model, I believed that innovation plan was ready to go.  After reading more into the ways to make this change happen, I’ve realized that I’m not getting into the key details to make sure the plan runs smoothly.  This model has helped me to look at the big picture and work backwards, to figure out how I will make this change within my organization.  After pinpointing the vital behaviors; measures; and organizational influencers, I know that I’m ready to create change.

six sources

References:

All Washed Up (2010). Retrieved from https://youtu.be/osUwukXSd0k

Grenny, J., Maxfield, D., & Shimberg, A. (2013). How to 10X your influence. [eDocument]. Retrieved February 5, 2019, from https://learn-us-east-1-prod-fleet01-xythos.s3.us-east-1.amazonaws.com/5c082f78d4ba4/2689925?response-content-disposition=inline%3B%20filename%2A%3DUTF-8%27%2710x%2520Your%2520Influence%2520Research%2520Report.pdf&response-content-type=application%2Fpdf&X-Amz-Algorithm=AWS4-HMAC-SHA256&X-Amz-Date=20190210T171928Z&X-Amz-SignedHeaders=host&X-Amz-Expires=21600&X-Amz-Credential=AKIAIBGJ7RCS23L3LEJQ%2F20190210%2Fus-east-1%2Fs3%2Faws4_request&X-Amz Signature=c141185d03174571bab9155c2f7ce9768d4ed5753ebb9f4989ff602c3c86a582

 

Make Peer Influence a Positive Thing

peer_pressure

Peer influence can be a powerful thing.  I believe that individuals usually stereotype peer influence as a bad thing,  I mean I think we all recall our parents asking us, “if your friends jump off a bridge would you too?”.  But peer influence can also be used for good.  It can be used to get others to change unwanted behaviors.

After watching the Washed Up video , it was pretty evident that peer influence plays a big part and changing behavior.  Once a child told the others to wash their hands, then 11 out of the 12 did.  I think that I can use peer influence, to start, in piloting stage of my initiative.  My fellow teachers that start to use ePortfolios can but used to influence other co-workers, to use them consistently in their classroom.  As for the students, the teachers can pick students that are excited to use ePortfolios, to give input on the during discussions.  But this might not be enough, it was stated that by using four or more sources of influence the chances of success go up ten times.

I think that all six sources influences must be explored.  As stated in the video, four or more influences should be used for the best chances of success.  Some sources of influence may be more applicable to the group than others.   So I believe when trying to create change, all sources must be explored in case some don’t work.  As long as a teacher is persistent and keep trying to incorporate sources of influence, change is possible.