Change Process

Hi, good evening.

My name is Greta Picture

and I am going to talk about the change process.

I entitled this change is hard

because well it is.

So what is the change process?

Well,

I selected the speech picture because it

shows people walking in very similar directions,

but not all in the same direction and that's where, that's why change is hard.

Everybody has a clear goal, They know where they're going

and how they're going to get there.

But doing that is hard.

So what is the definition,

the definition of a change processes right here.

The change process includes

the acceptance,

the adapting and um choosing the process and making

it a part of the culture of how the system

of the school runs.

And it changes

changes by individuals and school organization and local school community.

So school practices will change school practices, increase student achievement.

Right?

I really like this visual

because in my district

we always talk about plan. Do study act

now.

I don't know about your school district, but we got problems

and we have teams of people that are always looking at how to solve these problems.

And this shows the process in which we use to solve our problems.

So we identify a problem or of a practice. We research in between all these circles.

It says research research research,

we determine the root of the cause of the problem.

We established goals, determine measures, develop an action plan.

Um Actually, right now,

my school districts making a whole new action plan for the next four years

that starts the district level and goes to school

school level.

We test the actions

that we adopt

and then we adapt retest or then we go we're gonna abandon

um we implement monitor, progress monitor and we adapt as needed

and the cycle continues.

So why do we need to do this?

I change.

Well school leaders are always

being reflective with the data that comes across their computer screen.

We collect a lot of data

but we have to make sure the data we're collecting is being used.

Data driven decisions.

If data showing deficits

then change is needed

and we need a team of people

to end a process

for this to happen.

So I talked to my principal

and I ask her

these questions.

I said what was the last significant

mm initiative?

Why does this change or this in this initiative

necessary?

Well when was it undertaken? What impact did it have?

And was there pushback from teachers?

So

she said

that she was looking at data for reading and it was kind of plateau going,

I mean there was not a lot of growth going

upwards, it's just like mm

And she knew what it was.

I mean

she had an idea

but she knew a change needed to happen

but she knew her teeth,

she knew her team

of teachers

and th

she knew if she said something

they would give her lots of pushback.

So instead

she thought of a change process

that would allow them to have buy in for this

change because she knew that they were dedicated educators.

That wanted their students to continue to achieve and be the best readers possible.

So because of the change process that she incorporated to make this decision,

reading scores and did improve.

So let me tell you about that change process.

So what did the process look like? Well,

reading data was shown to the staff the exact same data she saw coming across

her computer screen that made her go what we need to make a change.

So each learning team

went through the data,

define where the deficit was with a rubric. She gave each team

and the teams noticed

the students were having a lot of trouble with the coating

that was making it hard for them to go to the next reading level.

Um to you know, have, you know,

Almost 80% of students

reading on level.

So the team, most of the teams, um learning teams recommended a phonics program.

So because of that,

the leadership team which was made up of one person for from each um

grade level or

department

selected a program.

They research a lot of programs and they selected the best program

that would fit what they needed to increase in the reading scores.

So they did this in 2016. So they got trained.

All the teachers got trained TS got trained.

You know, reading interventionists got trained

And the scores in 2017 improved by 30%.

I mean for instance,

78% of first graders at the end of the year were reading on grade level.

So yeah, that was great

and they still use it to this day.

So let's synthesize what I learned.

So.

Mhm.

So the principal had new knowledge,

but she knew she also had knowledge of how her team works,

so she

not beating, she knew what she had to do to make change happen.

So she incorporated that change process

which worked,

makes me wonder.

And it was such a good eye opening experience to talk to her about

um

how understanding your team of people and

how they make decisions is super important to

be the catalyst for any kind of change that you implement in your school.

Okay,

so as

educators and school leaders, we are always reflecting on our practices

And this my principles told me that reflecting after this change process from 2016,

she has incorporated the same process

um

for any kind of um initiative that has happened recently,

especially with Covid and everything.

So

that first initiative uh initiative really let her

understand that her team really does better with

you know, coming,

she's the facilitator of giving the data and then the

team takes it and she said they're excellent educators,

great problem solvers

that all she has to do is give them

the problem and they come up with a solution.

So Fullerenes leading in a culture of change is a very awesome book and

two takeaways that I took is that a cultural leader knows if relationships improve

things get better

if they remain the same or get worse ground is lost.

So it's important

to be that emotional intelligent leaner

that build strong relationships with people.

Uh, you know, deposits a lot in their emotional bank account because

education is hard,

change is going to happen and you're going to have to take some deposits out of

educators. Piggy banks, emotional piggy banks, um,

to make way for sooner achievement.

Um, except especially when it comes to change,

like incorporating a new phonics program

and that

um,

instruct cultural leaders change Leaders knows it's not enough to have the best

ideas and this principle I interviewed knew that she couldn't tell the team of

educators exactly what to do.

You must work through a process where others assess and come

up with a collective meaning and commitment to new ways.

And she did that.

So to do this, you have to be flexible and willing

to

hear everybody's point of view,

um to hear everybody's ideas

and be a good listening here and validate their problems and their ideas

all at the same time.

So thank you

Change Process

Chapters

Audio TranscriptAuto-generated