Understanding & Facilitating Organizational Change.
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Transcript of Understanding & Facilitating Organizational Change.
Today we will:
Explore the difference between transformational & incremental change
Understand the role coaches play in the change process
Learn about the stages of the change process
Connect the stages of change process to elements of motivation & engagement
The Change Process
Establish a Sense of Urgency
Build a Guiding Coalition
Develop a Shared Vision &
Strategy
Communicate Widely & Gain
Alignment
Generate Short Term Successes
& Build Momentum
Institutionalize Changes in the
Culture
Transformational change is large scale and often involves re-conceptualization of all or part of the current educational system.
Incremental change includes continuous improvement through ongoing efforts or toward existing goals.
The Role of Coach: Creating Alignment & Engagement
• Understand direction & key issues
ArchitectsDistrict/School
Leadership
• Create meaning & aligned actions
• Interpret results & provide feedback
TranslatorsCoaches
• Provide feedback
DoersTeachers
Alignment & Engagement
Active
Engagement
Disengaged
Not Aligned with Aligned with Forward Direction Direction
Potential Troublemakers
Exemplary Leaders/Contributors
Bystanders Potential Leaders/Contributors
Pragmatists
Reflection
Take a moment to think of the teachers with whom you work. Into which of the 5 categories do they each fit?
Keep these people in mind as we learn about the change process.
The Change Curve
1. Neutral -no knowledge -status quo-in the dark
2. Initial Excitement-Excited-Motivated-Enthusiastic
3. Denial-Indifference-Passiveness-Apathy-Minimize information-Minimize involvement
4. Resistance-Frustration-Inability to see positive outcome-Negative questioning/doubting-Stubbornness/complaining-Anxiety/stress
5. Exploration-Energized-Creative-Overworked but excited-Increased commitment- Small wins
6. Commitment-Excitement-Enthusiasm-Problem solving-Clear direction/focus
Motivation & Engagement
AutonomyThe urge to direct our own lives
MasteryThe desire to get better and better at something that matters
PurposeThe yearning to do what we do in the service of something larger than ourselves
Reflection
How motivated and engaged are you in
your work? How do autonomy,
mastery, and purpose play a role?
The Change Process
Establish a Sense of Urgency
Build a Guiding Coalition
Develop a Shared Vision &
Strategy
Communicate Widely & Gain
Alignment
Generate Short Term Successes
& Build Momentum
Institutionalize Changes in the
Culture
Establish a Sense of Urgency
Beckhardt’s Change Equation
Dissatisfaction with Current
State
Why is the status quo
unacceptable?
Shared Vision of a Better
State
What will success look
like?
Logical First Step
What are the critical steps we need to take NOW?
Cost of Change
OR
Organizational Inertia
Resisting Change
+ + >
Reflection
Take a few minutes to consider the questions for establishing an sense of urgency as it relates to your work:
Why is the status quo unacceptable?
What will success look like?
What are the critical steps we need to take NOW?
Form a Guiding Coalition
Active
Engagement
Disengaged
Not Aligned with Aligned with Forward Direction Direction
Potential Troublemakers
Exemplary Leaders/Contributors
Bystanders Potential Leaders/Contributors
Pragmatists
Form a Guiding CoalitionIn what way can you influence others?
PowerPositionKnowledgeTrustworthinessAbility to articulate vision & ideas
Openness to be influenced by othersDemonstration of trust & respectActive listeningAcquiring important information from others
Reflection
Think about forming a guiding coalition. Who is already aligned and engaged? How will you influence a few others to get on board?
Develop a Shared Vision & Strategy
“Change is disturbing when it is done to us, exhilarating
when done by us.”
(Kanter)
Develop a Shared Vision & Strategy
How does involvement increase ownership?
Perform
an
ce
Involvement
Directive
Communication & Understanding
Problem Solving
Shared Decision Making
Participative Leadership
Reflection
Think of how you have or might facilitate teachers to engage in
Problem solving
Shared decision making
Participative leadership
Develop a Shared Vision & StrategyWhat are the stages of team development?
Perform
anc
e
Time
Forming-Sign-up-Little understanding of mission-Roles & resp. unclear-No processes-Dependence on leader
Storming-Sort it out-Uncertainties persist-Team members vie for position-Leader critical
Norming-Focus-Commitment & unity-Clear roles & resp.-Develop processes-Leader facilitates
Performing-High productivity-Cohesion & pride-Shared vision-Deal with issues internally
Develop a Shared Vision & Strategy
Levels of consensus (NOT simply “yes” or “no”):
1. Yes, and I’m willing to advocate/champion2. The decision is perfectly acceptable3. It’s not perfect but I can live with this4. I have some issues I need to express, but I’ll
defer to the wisdom of the group5. We lack unity and need to do more work6. I don’t agree and feel I must obstruct
Reflection
Think about a team with which you work. At what stage are they in team development? What needs to happen to take them to the next level?
Communicate Widely & Gain Alignment
“To the fearful it is threatening because things may get worse. To the
hopeful it is encouraging because things may get better. To the
confident is is inspiring because the challenge exists to make things
better.”
(Whitney)
Communicate Widely & Gain Alignment
Change Readiness ContinuumInherently Resistant to Change
Inherently Ready for Change
Change Resistors,10% of Population
Change Enablers,10% of Population
Convert an Additional 20% of the Populationto Change Enablers
Reflection
What are the various channels of communication you are currently using to tell your story? What additional channels can you utilize?
Generate Short Term Success & Gain Momentum
“Planning is as natural to the process of success as its absence is to the process of failure”
(Sieger)
Generate Short Term Successes & Build Momentum
Focus • Determine
what’s most important
• Don’t overload
Commit• Build ownership &
accountability• Develop a
workable plan
Follow through
• Implement!• Evaluate results• Build
momentum
Reflection
Take a moment to think again about
autonomy, mastery, and
purpose. How have the elements of motivation & engagement been promoted up to this point in the change process?
Institutionalize Changes in the Culture
What are the “moments of truth” that teachers face?
What decision would you like them to make in that moment?
How can you reinforce the behavior you want?
What is in place today that might reinforce the opposite behavior?