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Don Doehla

SmartBlog on Education - Small changes are not small change - SmartBrief, Inc. SmartBlogs SmartBlogs - 25 views

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    Is change hard? Is change easy? The answer to both of those questions is "yes." If you reflect upon all that is done to "change" schools, you would probably think that policymakers think change is hard - very hard. Think of all the initiatives that are launched every day to change schools: new tests, new curriculum, new evaluation systems, new laws, policies and regulations. When all of these, however, fail to change schools, the people who develop these change initiatives end up thinking that the change initiatives just have to be bigger, stronger and more tightly managed.
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    Is change hard? Is change easy? The answer to both of those questions is "yes." If you reflect upon all that is done to "change" schools, you would probably think that policymakers think change is hard - very hard. Think of all the initiatives that are launched every day to change schools: new tests, new curriculum, new evaluation systems, new laws, policies and regulations. When all of these, however, fail to change schools, the people who develop these change initiatives end up thinking that the change initiatives just have to be bigger, stronger and more tightly managed.
Tony Baldasaro

The Principal of Change - 27 views

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    "You must be the change you wish to see in the world." Gandhi I am an advocate of change. Change to me is about growth and learning. Change to me is about getting better. The hard part for many is that change is also about reflection. Taking a hard look at what you are doing and wondering if it is good enough is a tough practice. Taking the next step and CHANGING the practice is even harder as some take it as a sign of things that were not done right. I see it as growth. Although there is the type of DRASTIC change that happened in Rhode Island where all the teachers were fired, but that is not what I am talking about. I can ALWAYS get better and so can you. That is how I want to change.
Terry Elliott

Leadership Day - The Pace of Change - Practical Theory - 0 views

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    So some thoughts on how to affect change in a timely, and yet, deliberate fashion. * Know why you are changing... and know what you are giving up by making this change. Every change creates winners and losers, so be sure to think through what you gain and what you lose (thanks to Neil Postman for that framework.) which leads to... * Always ask "What is the worst consequence of your best idea?" Do it for two reasons - one, because if you can't live with that consequence, don't do what you planned, but two, because the process of thinking this through will help you (and your team) mitigate the problems and you won't be as surprised when the thing you didn't think of comes up. * Research like crazy. Who has tried what you are doing? Who has tried something close to what you're doing? Who is talking about it? Who is writing about it? Who says the idea is already crazy? There aren't many truly new ideas in education, so figure out the history of your idea and learn from who has come before you. * Get lots of opinions - Come up with a smart, sensible, honest way to explain your idea and then listen. Listen a lot. Listen to the folks who don't like the idea, and ask them why. * Be honest - Don't oversell, don't overpromise, and don't pretend that the idea is perfect. * Build consensus - If only a few people are on-board with the idea, it won't work. But consensus doesn't mean taking something from everyone and sticking it onto the original idea until what you have is the worst of committee-based decisions. It means listening for the truths in what other people are telling you and being willing to make substantive change when it makes sense. * Know when to move forward. Don't let ideas die in committee because the team gets hung up on the final 5% of an idea. * Set realistic expectations for initial success, and then set up a plan to get there. If it's a tech idea -- get the tech right. (Nothing worse than getting everyone excited about a n
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    So some thoughts on how to affect change in a timely, and yet, deliberate fashion. * Know why you are changing... and know what you are giving up by making this change. Every change creates winners and losers, so be sure to think through what you gain and what you lose (thanks to Neil Postman for that framework.) which leads to... * Always ask "What is the worst consequence of your best idea?" Do it for two reasons - one, because if you can't live with that consequence, don't do what you planned, but two, because the process of thinking this through will help you (and your team) mitigate the problems and you won't be as surprised when the thing you didn't think of comes up. * Research like crazy. Who has tried what you are doing? Who has tried something close to what you're doing? Who is talking about it? Who is writing about it? Who says the idea is already crazy? There aren't many truly new ideas in education, so figure out the history of your idea and learn from who has come before you. * Get lots of opinions - Come up with a smart, sensible, honest way to explain your idea and then listen. Listen a lot. Listen to the folks who don't like the idea, and ask them why. * Be honest - Don't oversell, don't overpromise, and don't pretend that the idea is perfect. * Build consensus - If only a few people are on-board with the idea, it won't work. But consensus doesn't mean taking something from everyone and sticking it onto the original idea until what you have is the worst of committee-based decisions. It means listening for the truths in what other people are telling you and being willing to make substantive change when it makes sense. * Know when to move forward. Don't let ideas die in committee because the team gets hung up on the final 5% of an idea. * Set realistic expectations for initial success, and then set up a plan to get there. If it's a tech idea -- get the tech right. (Nothing worse than getting everyone excited about a n
Matt Renwick

Why Change Management Fails | Psychology Today - 51 views

  • They fail fundamentally because it is conceived as an outside-in process, moving about parts of the organization, rather than an inside-out process which focuses on change within individuals.
  • 70% of large-scale change programs didn’t meet their goals
  • when changes fail, people often grow cynical.
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  • think differently about their jobs
  • change doesn't happen without individual people changing their thinking, beliefs and behavior
  • change efforts often falter because individuals overlook the need to make fundamental changes in themselves.
  • managers don’t act as role models for change
  • combine efforts that look outward with those that look inward
    • Matt Renwick
       
      Kind of how we kept our vision statements, but also added the mission, instead of getting rid of the vision altogether.
  • alignment with their own life purposes
  • cognitive dissonance
  • Linking strategic and systemic intervention to genuine self-discovery and self-development by leaders is a far better path to embracing the vision of the organization and to realizing its business goals.
  • Anyone leading a major change program must take the time to think through its "story"
  • explain that story to all of the people involved in making change happen
  • behavioral data to affect employee performance
    • Matt Renwick
       
      How we monitor levels of instruction as a school.
  • change is an inside-out process
Steve Ransom

Would Gandhi Use Social Media?, by Nipun Mehta - 26 views

  • but with a conscious mindfulness of their strengths and weaknesses.
  • More than half of the world’s population is now on a social networks, and it's increasing everyday
  • The Internet, then, is great for spreading awareness and it can be quite powerful in terms of its impact as well.  Where it lacks, though, is the third element -- transformation.
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  • FaceBook's organizing principle is to retain the online attention of its users and monetize it by displaying ads
  • What transformation does is shift the pattern of addiction altogether; changing the habits of your heart was the true genius of these social change giants.
  • If we are to have sustainable revolutions that last for generations, our modern day technologies have to be designed for this element of inner transformation.
  • Each of those legendary service heroes started with changing themselves at the root level, and despite leading vast revolutions, always kept that front and center.
  • When organized, such inner-transformation driven designs work at the intersection of three big circles: outer change, systemic change and personal change.
  • Giftivism: the practice of radically generous acts that change the world.  It works by transforming the heart of the change maker, even more than the impact on its external beneficiaries.  A key metric of giftivism is that it works to uplift the 100%.  It has no enemies.  It is unconditionally kind to everyone.
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    Why change/impact is so hard... it must begin or move to the inner self. Passion-driven action... no tools, policies, initiatives, services,... are ever enough if we don't address the deep-seated ideas and behaviors that need to change.
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.
Lisa C. Hurst

Inside the School Silicon Valley Thinks Will Save Education | WIRED - 9 views

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    "AUTHOR: ISSIE LAPOWSKY. ISSIE LAPOWSKY DATE OF PUBLICATION: 05.04.15. 05.04.15 TIME OF PUBLICATION: 7:00 AM. 7:00 AM INSIDE THE SCHOOL SILICON VALLEY THINKS WILL SAVE EDUCATION Click to Open Overlay Gallery Students in the youngest class at the Fort Mason AltSchool help their teacher, Jennifer Aguilar, compile a list of what they know and what they want to know about butterflies. CHRISTIE HEMM KLOK/WIRED SO YOU'RE A parent, thinking about sending your 7-year-old to this rogue startup of a school you heard about from your friend's neighbor's sister. It's prospective parent information day, and you make the trek to San Francisco's South of Market neighborhood. You walk up to the second floor of the school, file into a glass-walled conference room overlooking a classroom, and take a seat alongside dozens of other parents who, like you, feel that public schools-with their endless bubble-filled tests, 38-kid classrooms, and antiquated approach to learning-just aren't cutting it. At the same time, you're thinking: this school is kind of weird. On one side of the glass is a cheery little scene, with two teachers leading two different middle school lessons on opposite ends of the room. But on the other side is something altogether unusual: an airy and open office with vaulted ceilings, sunlight streaming onto low-slung couches, and rows of hoodie-wearing employees typing away on their computers while munching on free snacks from the kitchen. And while you can't quite be sure, you think that might be a robot on wheels roaming about. Then there's the guy who's standing at the front of the conference room, the school's founder. Dressed in the San Francisco standard issue t-shirt and jeans, he's unlike any school administrator you've ever met. But the more he talks about how this school uses technology to enhance and individualize education, the more you start to like what he has to say. And so, if you are truly fed up with the school stat
Chuck Baker

A Few Cautions About Organizational Change - 43 views

A Few Cautions About Organizational Change - from Dr. Jane Howland, ISLT 9475 Diffusion of Educational Innovations instructional materials, University of Missouri TOO often, organizational change ...

change reform innovation vision

started by Chuck Baker on 15 Nov 10 no follow-up yet
Jennie Snyder

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

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    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.
Nigel Coutts

Valuing and responding to resistance to change - The Learner's Way - 28 views

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    Change is something that we fear or embrace. It is widely considered as the one constant in our lives. For education at present we face a deluge of reports that the pace of change shall only accelerate and its scale become more absolute. No wonder then that many teachers feel now is a good time for a move out of the profession. For others the changing face of education is seen as bringing exciting new possibilities wrapped in engaging challenges. Regardless of how reliable predictions for change may prove to be it is worth considering how individuals and groups respond to it.
Dallas McPheeters

Change and why we all see it differently - The Learner's Way - 14 views

  • the rise of the ‘gig’ economy where freelance and short term contract work is common and training and retraining for new projects is the norm
  • it is more important to be able to learn than it is to be learned
  • If the young people of today are to thrive beyond the walls of the classroom they will need to be able to cope with a world characterised by volatility, uncertainty, complexity and ambiguity.
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  • teaching children who have lived their entire lives in that very century
  • multiple reports that detail the skills and dispositions children will need
  • there are broad typologies which emerge along a continuum from those who actively seek to change to those who actively resist it. 
  • There are those for whom change is the next adventure
  • There are those who are open to change but need to be shown the evidence.
  • There are those who need to be show how the change will impact them
  • There are those who publicly embrace the change but in the privacy of the classroom continue as they have always done
  • There are those who are outright afraid of change
  • “A person’s sense of identity is partly determined by his or her values, which can mesh or clash with organizational values”
  • There are of course also those for whom the change is just wrong
  • Change is always complicated. A the least it involves people, personalities, cultures, beliefs, values, emotions and identity.
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     If the young people of today are to thrive beyond the walls of the classroom they will need to be able to cope with a world characterised by volatility, uncertainty, complexity and ambiguity. The children of todays Kindergarten will enter the workplace in the fourth-decade of the 21st Century. We debate the merits of teaching 21st Century Skills and what they might be while teaching children who have lived their entire lives in that very century. The challenge is how will schools and individual teachers respond to this drive for urgent change.
Roland Gesthuizen

the four rooms of change | claes f janssen - 110 views

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    The Four Rooms of Change is a theory that deals with change, with what happens with people and organizations in change and transition and how they can influence their own and others change processes.
Jennie Snyder

Moving Forward - 65 views

  • So with all of this confusion, many ask why it is hard for people to accept change.  
  •  The problem with this is that people are more comfortable with what they know and have experienced, as opposed to what “could be”.  The other issue here is that if we cannot clearly articulate examples of powerful learning, why would anyone buy “change” in the first place?
  • It is clear to the world that something just isn’t working with institutional education and most people say that we need to CHANGE institutional education. But to the educators of the world, I am here today to say that I disagree. You don’t need to change anything,  you simply need to understand that the world is changing, and if you don’t change with it, the world will decide that it doesn’t need you anymore.
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  • New is nice, but ONLY if it is better.  
  • Leaders need to continuously articulate why a new initiative has made its way into schools, and should be ready to answer the tough questions.
  • if we really want to push education forward, different groups are really going to have to start coming together and putting plans into action.  This doesn’t make me “anti” anything, but I am definitely “pro-kids”.  That is what this is all about.
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    Great piece on educational jargon and the need for specificity in focusing our change efforts to move forward.
Nigel Coutts

Change, culture and Cultural Change in Education - The Learner's Way - 22 views

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     Embedded in the very weave of the organisation, culture is the most difficult aspect of an organisation to change and the hardest form of change to sustain 'That's because transforming a culture requires influencing people's deepest beliefs and most habitual behaviours' (Rogers, Meehan & Tanne 2006 p5). Rogers et al indicate that as little as 10% of all organisations that set out to develop a high performing culture achieve their goal.
Julie Sully

Random Thoughts on History: Why does history keep changing? - 43 views

    • Julie Sully
       
      Read this article about why history changes and answer the questions that are the sticky notes throughout the article.
  • But, how we view something of the past is largely due to our own past and present experiences.
    • Julie Sully
       
      What do you think the author means in the highlighted text "but how we view something of the past is largely due to our own past and present experiences"?
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  • Secondly, but along the same lines as the above explanation, is that the people writing history change as well
  • The social changes of the 1960s and 1970s brought many women historians into what had largely been a male dominated field and introduced new perspectives and told new stories that had previously been undiscovered (unfortunately, due to lack a of male interest) or ignored (unfortunately, due to a lack of male interest).
    • Julie Sully
       
      What new perspective could women bring to the study of history? Why would it be different then a mans perspective?
  • History was once written largely only through limited primary sources; letters, journals, diaries, and newspapers, and of course, secondary sources-what others had already written. But historians not so long ago began to "think outside the box," and by using sources such as estate
  • inventories, court documents, and even oral histories, these historians opened up a world of new information.
  • Locating new information of course changed how we saw events of the past, and only naturally new interpretations developed...and in this way one could say history changed.
    • Julie Sully
       
      How would new information change history? 
  • Lastly, and related to the third, is that the availability of research sources have changed...largely through technology
  • All of this makes researching much easier and much less frustrating for the historian, and it allows him or her more time to make critical decisions, and to explore avenues that would not otherwise be considered.
    • Julie Sully
       
      Why would having access to all of these resources benefit historians?
Roland Gesthuizen

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

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    "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:"
Nigel Coutts

What truly drives change in Education? - The Learner's Way - 19 views

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    You do not need to look very hard to find a report claiming that schools and education needs to change. But real change needs more than teacher blaming and increased accountability. What will drive real change is . . .
Beth Panitz

The proposed DSM-5 changes with regard to ASD | Autism Support Network - 30 views

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    The American Psychiatric Association (www.apa.org) is responsible for writing and publication of the DSM. At the bottom of this blog find their proposed changes to autism spectrum disorders (ASD), as copied from their website. In a nutshell, effective with the release of DSM-5 in May 2013 we will change the way we describe autism-related disabilities to the singular "Autism Spectrum Disorder." Clients will no longer be diagnosed as having "autism" versus "PDD-NOS" or "Asperger Syndrome" as all of these different classifications will officially go away. However, individuals with ASD will be referred to as having one of three severity levels (see chart at end). Read more: http://www.autismsupportnetwork.com/news/proposed-dsm-5-changes-regard-asd-3478294#ixzz1u366XxQO
S Berrend

Climate Commons - 54 views

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    Climate Commons is a map-based interactive platform that contains layers of news and information on climate change in the US. It is designed to provide academics, policymakers, journalists, and the general public with the latest data and stories on the causes and impacts of, and responses to climate change across the country. The map combines the most recently available data on climate change indicators, such as temperature, precipitation, and emissions, with the latest, geo-tagged stories on climate change in the United States.
pjt111 taylor

Taking Yourself Seriously: Processes of Research and Engagement has been published « The Pumping Station - 3 views

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    This is a "field-book of tools and processes to help readers in all fields develop as researchers, writers, and agents of change." For more details and how to purchase: http://bit.ly/TYS2012. (Printing and distribution in Australia and Europe begins end of March.) Comments on the influence of this book's approach "I was able to get engaged in a project that I was able to actually use in work, which was extremely satisfying. The whole process encouraged me, and I felt very empowered as a change agent, which could be an exhilarating feeling." a healthcare professional and story-teller "I really had not been used to thinking about my own thinking, so learning to do that also helped me to slow down and start to look away from the career path that I had been taking for granted." a biologist-turned-web designer "I found that the experience helped me to accept feedback from other professionals. I am more comfortable with listening to why my own ideas might not work or need further evaluation. This even happens to the point where I find reasons now to seek out this kind of feedback." a teacher "I had viewed research as a process of collecting information into a sort of database and reviewing it effectively. I have now revised my notions to include a more broad understanding of interconnectedness between people and ideas. An important part of research is to keep relationships going." an adult educator "One of the most useful ideas was the use of dialogue, which helps to slow down the procedures used by the company. There's a tension between management's need to make quick decisions and desire to have real dialogue around proposed changes-changes to the internal company operational procedures as well as to evaluating the quality of what the company is doing with its publications." a teacher, currently working in publishing "I was asked to pay attention to what I actually could do instead of what I could not. This enabled me to (1) step back and let go of a huge technic
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