Change Management
Understanding change
"The notion of change is an extremely complex one and has been characterised as messy, uncertain, nearly chaotic, a disturbance, unmanageable, and even stressful and unpredictable process." (Antony Geralis)
Change and innovation are an essential part of schools. After all the core business of schools is learning. This includes the need for school leaders to continuously learn about best practice from any source and to rapidly convert this learning into action. However, we all know the dangers of the school leader coming back from a visit or workshop full of bright initiatives which fall flat as soon as they try and introduce them into their own context.
Whilst it is in the nature of schools as learning organizations to continuously evolve to ensure that it prepares its students to flourish in a fast changing world it is the challenge of the school leader to manage this change so that progress is sustained and people do not suffer from initiative fatigue.
In this section of the website we will:
- Recognize that individuals have different perspectives and contexts when facing change.
- Identify the challenges and risks of implementing change within schools.
- Understand how facilitative leaders can manage risk to support productive change.
"Setting up a Theory of Change is like making a roadmap that outlines the steps by which you plan to achieve your goal. It helps you define whether your work is contributing towards achieving the impact you envision, and if there is another way that you need to consider as well." (DIY: Development, Impact & You)
Theory of change tool: click HERE.
What is change management? A short introduction.
Delores Ambrose's change strategy matrix comprises five vital components:
- Vision: Establish a compelling future state to provide direction and unity, avoiding confusion during the change process.
- Skills: Equip individuals with the necessary capabilities to effectively participate in the change initiative and overcome potential anxiety.
- Incentives: Offer motivating rewards and benefits to encourage acceptance and minimize resistance to the proposed changes.
- Resources: Ensure access to essential physical and emotional resources required for the successful implementation of the change.
- Action Plan: Develop a clear and well-defined plan of action, preventing false starts and ensuring steady progress towards the desired outcomes.
Change management is crucial to the success and sustainment of any process or initiative, although all too often leaders underestimate the importance of the people side of change and tackle it at the last minute, if at all. Consider the “influence model:
- Understanding and conviction
- Reinforcement mechanisms
- Confidence and skill-building
- Role modelling
Acknowledgment: Infographic from McKinsey & Company and McLean & Company