Managing and Implementing Change

Leadership, learning, and successful implementation of the College and

Career-Ready Standards

The ArmfulBy: Robert Frost

For every parcel I stoop down to seizeI lose some other off my arms and knees,And the whole pile is slipping, bottles, buns—Extremes too hard to comprehend at once,Yet nothing I should care to leave behind.With all I have to hold with, I will do my bestTo keep their building balanced at my breast.I crouch down to prevent them as they fall;Then sit down in the middle of them all.I had to drop the armful in the road.And try to stack them in a better load.

Managing Change Activity

Discuss Changes Occurring in Your School/District

• Discuss with an elbow buddy some of the changes currently happening in your school or district.

• Share out some answers to the entire group.

• Thinking about your school, district, or the opening activity, discuss how people respond differently to change

• Remember: Change is a process!

Response to Change

Three Phases of the Change Process

Initiate Implement Institutionalize

Begin with the End in Mind

• Everyone reads institutionalization on page 20

• Partner A then reads implementation pages 20 to 21

• Partner B reads initiation on page 21

• Partners discuss the phases of change

Create a Consensus Gram

Initiate Implement Institutionalize

Implementation Dip

Successful change requires two forces: pressure and support.

The New Meaning of Educational ChangeMichael Fullan

pressure:purposefulness, intentionality, and clarity

support: assistance or help

Table Talk Activity

Successful change requires two forces, pressure and support.

Pressure SupportDefinition: assistance or helpDefinition: purposefulness,

intentionality, and clarity

Example: Identifying specific results

Example: Providing adequate resources

8 Stages of Change

John Kotter, Leading Change1) Increase urgency

3) Get the vision right

2) Build guiding teams

Creating a climate for change

6) Create short-term wins

5) Enable action

4) Communicate for buy-in

Engaging & enabling the organization

8) Make it stick

7) Don’t let up

Implementing & sustaining the change

The Tipping Point

Period of Rapid Adoption

Tipping Point

Derek Sivers

How to Start a Movement

The Tipping Point: An Example

Innovators• Venturesome

types that enjoy being on the cutting edge

• Excited by possible benefits

• Enjoy imagining the possibilities

• Eager to give a new initiative a try

INNOVATORS2.5%

Early Adopters• Use the data from the

innovators’ efforts at implementation

• Make their own decisions to adopt a new change

• Trusted by the staff for making well informed decisions

• Are the opinion leaders at the school

• Translators Early Adopters13.5%

Early and Late Majority• Will follow of the early

adopters • Will implement the

CCRS standards at varying rates

• Are needed to make CCRS, TPE or PARRC permanent

• Create the sense the “this is how we do business at our school”

• Establish the culture of the school Early Majority

34%

Late Majority34%

Laggards/Resisters

• Can be very traditional

• Isolated • Suspicious of

change• Interact with

others who are traditional

Laggards/Resisters16%

Who are the adopter types in my school?

Innovators

Early Adopters

Resisters (Laggards)

Majority

Given your role in your school and what you learned and what do you plan to use from this session?

Given your role in your school, what have What have you learned about change and what do you plan to use from this session?