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LaTreace Craig - Our iceberg is melting summary, submitted to Dr. William Allan Kritsonis
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The Melting of WSD’s Iceberg1
The Melting of Windham School District’s Iceberg
(Book Review)
LaTreace M. CraigPhD Student in Educational LeadershipWhitlowe R. Green College of Education
Prairie View A & M UniversityPrairie View, Texas
Human Resources AdministratorWindham School District
Submitted to
William Allan Kritsonis, PhDProfessor and Faculty Mentor
PhD Program in Educational LeadershipPrairie View A & M University
Member of the Texas A & M University System
_________________________________________________________________________
ABSTRACT
Our Iceberg is Melting is a fable about a colony of penguins who discover their iceberg is melting which is home to the penguins. The penguins must decide what to do about this problem they are now faced with. The solution a team of penguins decide on requires the colony to change their entire way of living. The purpose of this essay is to relate the penguin’s experience to a school district currently experiencing change within the organization as a result of the budget deficit education faces. There are eight steps for successful change. This essay guides the readers through each step relating the school district to the penguin’s experience. _____________________________________________________________________________
The Melting of WSD’s Iceberg2
Introduction
As educators we have always felt a high sense of job security. One of the primary
reasons a career in education has always been so attractive is job security. When other careers
fail you could depend on a job in education. College career counselors often steer young
students in the direction of teaching or nursing with the justification the world will always need
teachers and nurses. With threats of budget cuts, increase in teacher pupil ratio and the
elimination of special teachers, a job in education is not guaranteed. Today there is a sense of
urgency for educators to become aware of the changes education will face in the near future as a
result of the budget deficit. Administrators in education must be creative and innovation in
finding new methods for conducting school business and act as a change agent.
Purpose
The purpose of this essay is to relate the penguin’s experience to a school district
currently experiencing change within the organization as a result of the budget deficit education
faces. According to Kotter and Rathgeber (2005) there are eight steps for successful change:
create a sense of urgency, pull together the guiding team, develop the change vision and strategy,
communicate for understanding and buy in, empower others to act, produce short term wins,
don’t let up, and create a new culture. This essay guides the readers through each step relating
the school district to the penguin’s experience.
Set the Stage
Setting the stage involves the first two steps of the eight step process to successful
change. In order to effectively implement change you must create a sense of urgency and pull
together the guiding team. In the story, Our Iceberg Is Melting, a young penguin named Fred
made a rather unusual discovery. Fred recognized that the iceberg was melting. He was careful
The Melting of WSD’s Iceberg3
who to share this rather unusual discover with. After much thought Fred decided to share the
news with a member of the colonies leadership council named Alice. Alice convinced the other
council members to meet with Fred and hear what he had to say about the iceberg melting. After
hearing about Fred’s discovery Alice convinced most of the council members to act
immediately; however, there were some council members who were not convinced there was a
real problem, NoNo in particular. The leadership council shared the news of the iceberg melting
with the entire colony creating a sense of urgency. Louis, head of the leadership council,
appointed a team of five penguins to guide the colony through the difficult days they would face
ahead. The five member team consisted of Louis, Alice, Buddy, Fred and Professor. Each
member of the team had a different skill set which was needed to complete the task.
I am currently employed with Windham School District. The district faced drastic budget
reductions in 2003 resulting in a reduction in force (RIF). With the state current budget deficit
the district is once again facing a reduction in force. As an employee I am concerned about my
position. The position I currently hold as Human Resources Administrator was one of many
positions reduced in 2003 as a result of the RIF. With the potential budget reductions our
organization is facing we must be prepared for changes in services, programming and staff. As
of today we are not aware of a percentage reduction. The legislative session is convened in
January and will conclude in May. This session has reached the twenty five percent mark but a
final decision on the budget will not be made until May. As a district if would not be wise to sit
around until May before making any decisions. We know we are facing a budget reduction. The
question now is how much? Individuals who might be affected by the RIF have been informed.
The superintendent has created a sense of urgency throughout the district.
The Melting of WSD’s Iceberg4
The next step, pull together a guiding team, involves key decisions makers in the district.
These individuals will help create and implement the RIF plan. The district’s guiding team
include: the superintendent, five division directors, and four regional administrators. The five
divisions are: Human Resources, Instruction, Operational Support, Information Technology
and Business Services They serve as the superintendent’s cabinet. In addition to the five
division directors, the district has four regional administrators who act as area superintendents
for each of the four regions in our district. These ten individuals are responsible for the decisions
made during the RIF process. Like the penguin colony team, members of the district team each
possess a unique set of skills. Creating a team with varied experience, background, and
knowledge will help ensure the success of their mission.
Decide What to Do
In the story, “Our Iceberg Is Melting” the penguins had to decide on a plan of action once
they discovered their iceberg was melting and their home might not be in existence after the
winter. Developing the change vision and strategy is the third step of the eight step process to
successful change. The team first consulted with other penguin colonies for possible solutions.
Several districts have gone through the RIF process and much can be learned from their
experiences. TASB recently published an article about Fort Bend ISD’s RIF process. In the
article, the superintendent for Fort Bend ISD explains their RIF policy and the process they
followed during the district’s RIF. The superintendent shares appropriate actions made on the
district’s part as well as actions where the district should have responded differently.
It is always wise to seek a solution from others who may have experienced the same
problem you are faced with. In the story, however, the possible solutions sought from other
colonies did not prove to be practical or effective. The penguins from other colonies suggested
The Melting of WSD’s Iceberg5
drilling a hole to release the water, finding a perfect iceberg, moving to the center of Antarctica,
and repairing the iceberg with superglue. The team knew they had to seek a solution never tried
before. In an organization you must sometimes try things that no one else has tried before, be
innovative and take risks. The RIF plan WSD proposes considers a reduced school year. If the
district is forced to make budget reductions as much as thirty percent, the district is prepared to
change their school calendar from 220 days to 180. Reducing the number of days by 40 will
save the district thousands in salaries. This is a monumental decision that requires approval from
the state. Chapter 19 of the Texas Education Code stipulates the WSD will operate for 220 days
per school year.
In the story, the team meets a seagull who was scouting for a new home. The penguins
talked to the seagull and learned of their nomadic way of life. They visualized living a similar
life where they would move around and not stay in the same place forever. The penguins took
the idea from the seagull and adapted it to make it their own.
Make it Happen
Kotter and Rathgeber (2005) lists communication, empower, short term wins, and
pressing as steps four through seven. To implement change in an organization communicating
for understanding and buy in are necessary as well as empowering others and celebrating minor
successes. It is important to share the vision you have for change and sell the vision with as
many in the organization as possible. The team of penguins shared their new vision for the
colony, living a nomadic lifestyle with the entire colony of penguins. Initially the new idea was
not accepted by everyone. Thirty percent of the penguins were onboard with the new idea, thirty
percent were thinking, twenty percent were confused, ten percent were skeptical and ten percent
was completely opposed to the idea. In an organization percentages for individuals will mirror
The Melting of WSD’s Iceberg6
those of the penguin colony. This is why communicating for understanding and buy in is
important, you need to reach the thirty percent who are thinking about the new concept. They
have not made a decision one way or the other so it is imperative to provide them with as much
information as possible in order to persuade them. The confused twenty percent needs additional
clarification. By empowering the thirty percent who are onboard, they will help persuade ten
percent who are skeptical. It is not necessary to focus on the ten percent of NoNo’s, those
completing opposed to the new concept. As others in the organization buy in they will
eventually conform. It is however necessary to prevent them from convincing others to join their
side. In our fable, the lead penguin, Louis assigned the Professor to NoNo who was openly and
vocally opposed change in order to prevent NoNo’s supporters from growing.
When undergoing change, it is important to create some success early in the process this
will help keep the momentum going. Penguin scouts returned unharmed and with a good report.
This produced a short term win. Many who were skeptical became convinced. WSD has
designed a three tiered RIF plan. Tier I is a ten percent cut, Tier II is twenty percent and Tier III
is thirty percent. Having gone through the RIF process in 2003 many employees felt the process
was unfair. The new tiered plan was designed with transparency. The superintendent and
members of her team are responsible for communicating the district’s RIF plan and selling it to
our employees.
Make It Stick
Creating a new culture is the eight and final step of the change process. In our fable, the
initial move to a new colony wasn’t easy. Change is not easy. The penguins remained faithful to
their plan of moving to a new location each year. The second year the colony moved was not as
The Melting of WSD’s Iceberg7
difficulty as the first year. As time passes, moving will become second nature to the colony and
eventually they will not be able to remember when they did not move.
WSD’s RIF plan will change the way we operate our district. The plan has not been
implemented. The superintendent believes in the three tiered plan the team has created and the
district is commented to the plan. The new plan will create a new culture of teachers employed
for 180 school days. It is important to remember that change is a process and takes place over
time.
Conclusion
In conclusion, Kotter and Rathgeber illustrates how to change and succeed under
any conditions through a fable about a colony of penguins whose iceberg is melting. School
districts are faced with very challenging circumstances due to the budget deficit. Administrators
in education must be creative and innovation in finding new methods for conducting school
business and act as a change agent. Change is going to happen and in order to succeed, the eight
step process of successful change should be followed.
References
Kotter, J. and Rathgeber, H. (2005). Our iceberg is melting. New York, NY: St. Martin’s Press.