Targets Identify the phases for systems change Identify some
strategies for creating effective change
Slide 7
A scholars thoughts on change
Slide 8
Slide 9
Three Phases Needed for Systems Change
Slide 10
CONSENSUS
Slide 11
Dont Commit Assume-i-cide Dont assume we can SKIP this phase
Dont assume we have enough commitment to go forward Dont assume the
staff will just be compliant Heartland Education Agency
Slide 12
Consensus Is derived from Latin roots meaning shared thought a
process for group decision-making a gathering and synthesis of
ideas arriving at a final decision acceptable to all achieving
better solutions
Slide 13
Consensus does NOT mean: A unanimous vote A majority vote
Result is everyones first choice Everyone agrees Conflict or
resistance will be overcome immediately Heartland Education
Agency
Slide 14
Effective Consensus Process All group members contribute -
everyones opinions are voiced, heard and encouraged Differences are
viewed as helpful Everyone agrees not to sabotage the action or
decision made by the group Members agree to take responsibility for
implementation Heartland Education Agency
Slide 15
Building Consensus in your District/School What have you done
to build consensus? What do you still need to do to build
consensus? Consider: Who does the work?When will it be done? How
will it be done?What resources are needed? Who are the stakeholders
that need to be addressed? How will we define success &
readiness to move to the next stage?
Slide 16
Moving from Consensus to Infrastructure and Implementation How
do you know when you are ready? Do 80% of staff agree on the
vision? Have you developed a communication plan with all
stakeholders? Has your staff moved from asking why questions to
asking how and what questions?
Slide 17
Ready-Fire-Aim You will never be as ready as you would like to
be Belief Behavior
Creating Real Change Direct the Rider: The rational side
Motivate the Elephant: The emotional side Shape the Path: Show them
the way Taken from Switch: How to change things when change is hard
by Chip Heath & Stan Heath, 2010
Slide 21
Directing the Rider: The Rational Side
Slide 22
Find the bright spots Script the critical moves Point to the
destination
Slide 23
Find the Bright Spots Much of the knowledge and skills you will
need already exists within your district Your job is to locate it
and cultivate it
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Script the Critical Moves
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Avoid Analysis Paralysis The more choices we have, the less
likely we are to act Continuing with current practice is easier
because there are no decisions to be made
Slide 28
Script the Critical Moves Universal screener Core Curriculum
with strong instruction Decision rules and protocol Progress
Monitoring Interventions
Changing peoples actions is all about affecting peoples
emotions
Slide 36
Motivate the Elephant Find the feeling Shrink the change Dont
spook the elephant Grow your people
Slide 37
Find the feeling Trying to fight inertia and indifference with
analytical arguments is like tossing a fire extinguisher to someone
whos drowning. The solution doesnt match the problem. - Switch
Slide 38
Find the feeling Acknowledge that change is hard Expect some
difficult times People want to hear the music
Slide 39
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Find the feeling School Culture can stop change in its tracks
People can be perceived as irrational Decisions can be made poorly
Personalities can get in the way Initiative fatigue
Slide 42
Incentives Our professional work is our personal work
Slide 43
Incentives Show change will make their job more effective and
efficient Work smarter not harder Show staff the pay off for the
students Staff will not be compliant unless they believe it good
for them and their students.
Climate = Relationship People will work harder for people who
they like and trust People will perceive you as an object until you
get to know them. Real change does not happen on the macro level,
it happens over and over at the personal, micro, level.
Slide 46
Shrink the change Break down the change into manageable steps.
We do not want to spook the elephant.
Slide 47
Shrink the change People choose to adopt on things that they
perceive as easy and powerful.
Slide 48
Shrink the change Connect the initiative to what you have
already done. When people realize that this is not new, but rather
a framework for what has been done, the task is not so mighty.
Slide 49
THE BUDGET Not another thing! PLC Core Program ELL Title I
Grade level meeting Assessment Instruction Professional development
Behavior Special Education Interventions TAG
Slide 50
Grow your people Professional development should always be in
place. There is a difference between wont and dont know how.
Slide 51
If top down management worked we could mandate people into
change. Grow your people
Slide 52
Agree or Disagree? 1.You are a certain kind of person, and
there is not much that can be done to really change that 2.No
matter what kind of person you are, you can always change
substantially 3.You can do things differently, but the important
parts of who you are cant really be changed 4.You can always change
basic things about the kind of person you are Taken from Mindset:
The New Psychology of Success by Carol Dweck, 2006 Growth Mindset
Fixed Mindset
Slide 53
Grow your people Your task is not to create an RTI/PBIS system
in your district Your task is to create people in your district who
understand how to develop and implement an RTI/PBIS system Learning
is the work!
Tweak the Environment What looks like a people problem, is
often a situation problem
Slide 60
Tweak the Environment Do your staff have the resources they
need? Time to collaborate Curricula Staffing supports Professional
development and ongoing coaching support Put your staff in
situations where they can be successful
Build Habits Almost everyone wants schools to be better, but
almost no one wants them to be different Raymond McNulty We have to
build routines for teachers to make the different easier First
different, then better
Slide 63
Building Habits in Schools Regular meetings with an agenda
Consistent decision rules Daily schedules with instructional blocks
Expectations for core instruction Fidelity
Slide 64
Rally the Herd Behavior is contagious Seed the tip jar
Slide 65
Rally the Herd Change is like building a house... Its much
easier to do with other people.
Progress is built, in effect, upon the foundations of necessary
failure Matthew Syed, Bounce
Slide 72
Thank you for the slides adapted/used for this presentation:
Dave Tilly, Heartland AEA11 Wendy Robinson, Heartland AEA 11 IDM
Development Team, Heartland AEA 11 George Bastche, Michael Curtis,
& Clark Dorman, PS/RtI Project, DOE/University of South Florida
Amelia Van Name Larson, Pasco County Florida Jim Knight, University
of Kansas Ray McNulty, International Center for Leadership
Education
