Leading Change

Step-by-StepTactic, Tools, and

TalesSAM National Conference

February 1-2, 2013

Bert Hendee

Today’s Objectives

• Take away some new perspectives on leading changeBe intentional!

• Demonstrate the benefits of approaching change through multiple perspectives (school teams, breakouts)

• Identify a high leverage change strategy and an “early win” to start toward success

• Determine how to use the book as a resource for further analysis/planning, implementing and continuously evaluating change - Leader self-reflection questions in every tool

The Eight Steps

Step 1: Determine your change strategy.“Before one can lead change, it must be clear what

strategy is being pursued.”

Step 2: Assess readiness.“We have learned the hard way that members’

readiness is crucial to the success of the work.”

The Eight Steps

Step 3: Analyze the stakeholders.“Stakeholders will often see themselves as winners

or losers – even after benefits become apparent.”

Step 4: Minimize resistance (and increase your resistance tolerance).

“We were able to determine what we needed to do to get the change strategy accepted.”

The Eight Steps

5. Secure a small, early win.“It is so important that people see that we are on the road to something – and that isn’t going away next year.”

6. Engage the key players in planning.“Collaborative planning is the antidote to ‘Groundhog Day’.”

The Eight Steps

7. Scale and sustain the change strategy.“Planning for sustainability at the beginning of the

strategic planning process was the most important thing we could have done.”

8. Build in ongoing monitoring and course corrections

“You need a team of people who will continuously assess progress and share their perceptions and lessons learned.”

What you will find in the book• Essential elements

“There are common dynamics to leading change.”• Mistakes to avoid “Contains not only effective practices, but also what can go wrong and how to avoid common mistakes.”• Field-tested tools

“You have to keep using the tools continuously. We use them over and over.”

• Stories of struggle and success “Providing…tales of the adventures of organizations that have realized systemic change.”

Identifying the most effective strategy to solve your problem

• Context: What is your vision and mission?• What problem are you trying to solve?• What strategy will give you a domino effect to

lead to further improvements?• What won’t you do?• Do you have the resources (money, people,

time?) or can you reallocate?• Are you sure you have a

strategy (overall approach) not actions (specific activities)?

Here’s An Example…

• Problem: Student performance in mathematics needs improvement

• High leverage strategies:– Develop and implement a transformational vision– Lead the professional learning community to study

the issue and propose solutions– Develop and use data systems to inform decision-

making• Low leverage strategy(what we won’t do):

– Principal teaches a mathematics class once a week– Teacher observations without post-observation

feedback and discussion– Principal personally investigates new approaches

to teaching mathematics; holds focus groups with students

What is your high leverage change strategy?

1. What problem are you trying to solve? 2. What is the strategy you will work on? Why?3. What won’t you do? Why?

Readiness

Three Readiness Rubrics:

• Leader

• Participants

• Organization (culture)

Matching Readiness with Process

• Low readiness = high structure• Medium readiness = medium structure• High readiness = low structure• Adjust the structure as the readiness changes!

Resistance• Prevent• Minimize• Tolerate“My staff is embracing the change instead of

resisting it as ‘one more thing.’”

MEETING & FACING RESISTANCE

WHAT IS THE RESISTANCE FOR

YOURCHANGE STRATEGY?

Early Win• Is considered important by most – meets the

common definition of “success”• Is urgent – advances mission• Is tangible and observable• Can be achieved in the timeframe• Perceived as having more benefits than costs• Helps deal with loss• Non-threatening to opposing groups• Symbolic of shared organization values• Is widely publicized• Leveraged for momentum

Post Your Early Win

WHAT IS YOUR PROPOSEDEARLY WIN?

Share Your Early Win

GALLERY WALK

Use the Book as a ResourceTactics, Tools, Tales

The Eight Steps1. Determine Change Strategy2. Assess Readiness3. Analyze Stakeholders4. Minimize Resistance;

Maximize YOUR Tolerance5. Secure Small, Early Win6. Engage Key Players7. Scale & Sustain8. Monitor; Continuously

improve

Actionable Tools1. Strategy/ Action Aligner2. 3 Readiness Rubrics3. Stakeholder Strategizer4. Resistance

Reducer5. Early Win Wonder6. Collaborative/Action Planners7. S & S Score Sheet8. The 3 R’s: Review, Revise,

Repeat

Review of Today’s Objectives

• Take away some new perspectives on leading changeBe intentional!

• Demonstrate the benefits of approaching change through multiple perspectives (school teams, breakouts)

• Identify a high leverage change strategy and an “early win” to start toward success

• Determine how to use the book as a resource for further analysis/planning, implementing and continuously evaluating change Leader self-reflection questions in every tool