Six Secrets to Change

Michael Fullan

Developing New Practice

Identifying the WHY?

When working with staff to develop change there is often some staff who are the late adopters. Is this because you have not communicated the WHY carefully enough. Staff don't see the need for the change. You have to get the buy-in from the why not the what.

STRAT WITH THE WHY

Open to Learning Conversation

The New Zealand Teaching Council

- You just have to say what you think when discussing areas of practice where there is a difference but have the evidence to support these statements. Then move forward to find a common ground.
- When feeding back after the next observation, refer back to the previous feedback session to discuss the positive changes or if continued work is needed.

Simon Sinek Trust

Key Takeaways

- You can't teach trust. It is a feeling you have to earn it let evolve and show people you are worthy of trust
- High trust comes from a commitment of leadership. Always doing the right thing even if no immediate gain. A long perspective. Build a circle of safety.
- If there is no trust, we become cynical and paranoid. We begin to build a wall to protect ourselves.  

The Question of WHY?

Double Loop Learning

Before making a decision ask yourself why? Dig deeper, reflect and understand. 

Think more deeply about their own assumptions and beliefs. Questioning. 

Reflection Difficult conversation

Appraisal Feedback ( A Driver)

Issue
Strict control over classroom management and leading behaviour by authority. This had been an ongoing issue.

Feedback
Challenge thinking in a respectful way which was focused and stated what the solution would lead to.
They reacted with wanting the data (aggressive), evidence.  They wanted a very quick response. I was able to provide an example.

There was some common ground found. Focused back in on the positives.

A personal goal was not to avoid conflict, this was achieved.

Did try to take over.

Reflection
- Need to make the meeting more efficient and stick to the point (don't let them take control).

When you are defensive

My Own Style

If I feel challenge or defensive in an Analytical style I can be:
- Withdraw.
- Over - analyse (this is me at times)
- Passively resist

Reflection
- Continue with the conversations even if feeling uncomfortable
- Try not to passively react but be firm and voice an opinion in a respectful way
- Sometimes let things go and take them for what they are. Does this situation impact of staff well being and student achievement