Leading Organizational Change
What is Our Why?
Since I started teaching in Texas, I was under the impression that most of the Hispanic kids I work with struggle with learning. After doing some research, I confirmed that the Hispanic population presents one of the largest gaps in education. Due to the fact that I have to focus most of the time on the low kids (this year 88% of my class started below grade level), I can barely give the GT or high kids some extra activities where I can be an effective mentor, and I feel that I am leaving them behind. I believe that we need to create a space where the kids can follow their dreams.
I found the Why by looking into my own heart about something that was bothering me. When you communicate the Why, it should be able to connect your heart with the stakeholders’ hearts to be effective. If you are having productive communication when you present your idea, it should create a sense of urgency because it is based on a real problem that needs a change and the emotions are already involved in it. By using the Why, the How, and the What you are winning the hearts and the minds.
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References:
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National Center for Education Statistics (2011). Achievement gaps: How Hispanic and White students perform in mathematics and reading on the National Assessment of Educational Progress. Retrieved from https://nces.ed.gov/nationsreportcard/pdf/studies/2011459.pdf
Sinek, S. [Steven Briginshaw]. (2013, September 29) Start with why [Video file]. Retrieved from https://www.youtube.com/watch?time_continue=24&v=sioZd3AxmnE
Kotter, J. (2013, August 15) Leading change: Establish a sense of urgency [Video file]. Retrieved from https://www.youtube.com/watch?time_continue=277&v=2Yfrj2Y9IlI
Kotter, J. (2011, March 23) The heart of change [Video file]. Retrieved from https://www.youtube.com/watch?time_continue=318&v=1NKti9MyAAw
Influencer Model
You hear people (including me) complaining all the time about different aspects in their lives, but only a few people try to find solutions to those problems. I think it is hard to take the risk when you don’t have the knowledge to have better chances to succeed. With this new project, I am excited that we are going to make a change to something that is not working, something that we need to improve.
I am always complaining that I don’t have enough time for my high kids to really be a mentor to them and give them voice on their learning. I want to start an After Is Cool blended program where students can learn how to learn about what they are interested in. I am very passionate about this program and I can’t wait to see how many projects we will present in the first After Is Cool Fair. This will require me to influence admin, teachers, and coaches. I will need to motivate them to be part of this so we can change more students’ lives together.
4DX
Time, time, time … we are always trying to find more time to be able to fit everything we have in our lives in one day. Thanks to WhatsApp, Snapchat, Facebook, and other apps, we have been able to spend more time with family living far from us. How could we use technology to spend more time with our students? That’s the reason of my Innovation Plan, because I want to give more time to my students.
Last week, I had the chance to start dreaming the implementation of my project and I developed a plan using the Influencer Model. The professor had to guide me a lot because I had problems trying to put all of the pieces together and focusing on an effective result, but at the end the model is what I expect to accomplish for my innovation plan. This week it’s the 4DX turn.
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4DX Vs. Influencer model
The Influencer Model and the 4DX have parts that are very similar. The Results are connected to the WIGS, the Measures can be used for the Lag Measures, the Vital Behaviors are adaptations of the Lead Measures, and the 6 Sources of Influence are like the Leveraged Behaviors. In order to be successful with a new plan of change, you need to find the way to mix both to implement them. The Influencer Model is based on the psychological aspect of change so it addresses behavior, while the 4DX is more the systematic approach.
References:
Chesney, C., Covey, S. & Huling, J. (2012) The 4 disciplines of execution. New York, NY: Franklin Covey Co.
Grenny, J., Patterson, K., Maxfield, D., McMillan, R., & Switzler, A. (2013). Influencer: The new science of leading change. New York, NY: McGraw-Hill.
Larson, E. & Larson, R. (n.d). 10 steps to creating a project plan. Retrieved from https://www.projecttimes.com/articles/10-steps-to-creating-a-project-plan.html
McChesney, C. [FranklinCovey]. (2012, March 9). Goal Setting [Video file]. Retrieved from: https://www.youtube.com/watch?time_continue=1&v=SbUy290KbTA
Self-Differentiated Leadership and Crucial Conversations
How many times in a day you are involved in a discussion where you don’t agree with what the other people are saying? How many times you have to talk about crucial matters that will affect your future? How many times have you been angry when someone doesn’t agree with what you are saying? We have these kind of situations very often, with our spouses, kids, and at work. To get the best out of these circumstances, it is necessary to develop the skills to manage conflict and here is when crucial conversations come in place.
Crucial conversations is a set of tools for talking when stakes are high, opinions vary, and emotions run strong on those defining moments that shape our lives. These tools give you the ability to have effective conversations, express your ideas, and achieve your goals while getting to positive resolutions with the people involved.
My first crucial conversation will be with my principal, even though I firmly believe in this project, she might get concerns with the home part of the blended environment and I need to be prepared for this. Then, I will have to convince other teachers to join me and that will require a lot of convincing because of the extra time that this will require. Finally, I will have to involve the parents and that will require more crucial conversations because their kids will probably need support at home and they might see it as more work for them instead of having everything done at school.
References:
Patterson, K., Grenny, J., McMillan, R., & Switzler, A. (2012). Crucial conversations, Tools for talking when stakes are high. New York, NY: McGraw-Hill