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Roland Gesthuizen

Resistance: A Productive Beginning for Change - The People Equation - by Jennifer V. Mi... - 2 views

    "When people question a change, they are demonstrating an interest in the business and their role in it. They may not understand the reason for the change and the benefits it will provide, or may have a different perspective based on facts and experiences that are unknown to the leader. Either way, resistance is the beginning of a conversation about what is best for the business. It also is an opportunity to energize people about a new and exciting future. Here are five ways to overcome resistance to change:"
Jennie Snyder

Building the Culture of an Empowered Mindset Towards Technology Innovation | The Princi... - 23 views

  • In this work, I have realized how truly important the role of principal is in building, not only in creating a positive culture, but an innovative one.  
  • Often times, as the principal goes, so does the culture of the school.
  • It is unlikely for an entire school to be “pushing the edge” if the principal or administrative team is not helping to pave the way for their community as they learn alongside of them.
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  • o create a visual that discusses the correlation of the school mindset on technology innovation in learning, and the alignment it has with administrator support, professional development, and the corresponding hardware/infrastructure within the school/classroom.  

Leading Change - Kathy Schrock's Guide to Everything - 34 views

    Building your PLN
Roland Gesthuizen

Lollipop moments | SCOTT DUNCAN - 45 views

    "As we start the new school year this really got me thinking about the conversations we have with students, about the conversations we have through Twitter and PD and at TeachMeets and the power of these to change a persons practice or thinking."
Jennie Snyder

Change Depends on More than Shiny iGadgets [SLIDE] - The Tempered Radical - 54 views

  • But let's not mistake purchases for progress when reflecting on our efforts to change teaching and learning spaces.
    Once again Bill Ferriter provides a thoughtful reminder that changing teaching and learning spaces depends on vision, not gadgets. 
Jennie Snyder

The Principal of Change - 0 views

  • The schools that have someone (or a group of people) helping to push the boundaries of what can be done in schools seem to move a lot quicker with a larger amount of “buy-in” through the process.
  • I do not believe change is solely dependent upon their skills, but also the culture in which they exist.
  • So although a change agent can trigger growth in an organization, the culture in which they exist or are brought into has a huge bearing on their success.  If a school embodies itself as a true learning organization, change will happen much quicker.
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  • individuals that are really successful in helping to be a catalyst for change certainly embody some similar characteristics
  • a “change agent” does not have to be the person in authority, but they do however have to have a clear vision and be able to communicate that clearly with others.
  • it is essential to tap into the strengths of the people you work with and help them see that there are many ways to work toward a common purpose.
  • To have sustainable change that is meaningful to people, it is something that they will have to embrace and see importance.
  • he persistence comes in that you will take opportunities to help people get a step closer often when they are ready, not just giving up on them after the first try.
  • When that solution is someone else’s, there is no accountability to see it through.
  • character and credibility”; they are not just seen as good people but that they are also knowledgeable in what they are speaking about.
  • If you want to create “change”, you have to not only be able to articulate what that looks like, but show it to others.
  • How can you really know how “kids learn” or if something works if you have never experienced it?
  • All of the above, means nothing if you do not have solid relationships with the people that you serve.
  • People will not want to grow if they do not trust the person that is pushing the change.
  • Trust is also built when you know someone will deal with things and not be afraid to do what is right, even if it is uncomfortable.
  • positive change is not reserved to be the responsibility of any position.
  • The best leaders may have all of these qualities but also empower others to be those “change agents” as well to build a culture of leadership and learning.
Jennie Snyder

Take These Four Steps if You Want to Lead Big Change - Forbes - 83 views

    John Kotter wrote the books (literally) on how to lead change. He laid out six important areas for effecting change: creating a sense of urgency, creating a compelling vision, forming a guiding coalition, communicating widely to gain alignment, gaining short-term wins and momentum, and integrating the changes into the culture.  His advice is invaluable for understanding the process and leadership of change.
Jon Tanner

Powerful or Pitiful? When Will We stop Being Victims? « 21st Century Collabor... - 67 views

    Great blog addressing the apathetic excuses many of us hear (and sometimes use) to explain why we can't do what we know we need to.
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