Posts Tagged With: Transformation

Drawing a Line in the Sand

According to Wikipedia “a line in the sand” is a metaphor with two similar meanings:

The first meaning is of a point (physical, decisional, etc.) beyond which one will proceed no further.
The second meaning is that of a point beyond which, once the decision to go beyond it is made, the decision and its resulting consequences are permanently decided and irreversible.line-300x202

On a recent trip to Toronto I was fortunate to have the opportunity to listen to Dr. John Malloy, Director of Education at Hamilton-Wentworth District School Board. Dr. Malloy gave an enthusiastic accounting of the 1-to-1 iPad initiative currently playing out in his Districts’ 100 plus schools. In the initial year of a five-year plan they have placed iPads in the hands of every student in seven elementary schools, in one secondary school, and in the assistive technology used in two other secondary schools. If the roll out goes according to plan, every student will have the full time use of an iPad by 2019. The plan, titled “Transforming Learning Everywhere”, is strongly supported by their School Board and will be resourced heavily through ongoing teacher professional development, adequate wireless bandwidth in every school, and a team of individuals to support and maintain all aspects of the project. Wow!

Then Dr. Malloy shared what I thought was the most brilliant part of the entire initiative. He used the metaphor of “a line in the sand” to describe the plan they had to reduce paper in schools throughout the District. As more iPads are deployed, more paper will be removed. “If we are going to continue to provide access to the old way of doing things”, he said, “how are we going to get our teachers to buy into something new? We can’t afford both.” By 2019 Hamilton-Wentworth will be 95% paperless. This is written into the strategic plan.

Here is the problem that exists most everywhere. All too often School Districts continue to allow outdated practices to exist at the same time they introduce something new.Unknown When this happens many teachers simply opt out of risking the new practice and retreat to what is most comfortable to them. For system leaders, resources are scarce so if they aren’t able to build a coalition of the willing, real change rarely occurs.

I think everyone can agree that the Education landscape is changing more rapidly than ever before. Our students were born into a different world than we were. They learn differently and will require a very different set of skills in today’s society and workplace. Transforming pedagogy should not be an option but rather a requirement of all teachers. All available resources should be used, not on maintaining the old, but on building the new.

We need more leaders who, like Dr. Malloy, are not afraid to draw that line in the sand.

Categories: 21st Century Learning, Capacity Building, Education Transformation | Tags: , , , , , , , , , | 2 Comments

My Essential Question

“Not by age but by capacity is wisdom acquired.”

– Titus Maccius Plautus

 

This year, as conceived by Assistant Superintendent Jessie Shirley and her team, our District is embarking on a PD model that will significantly change the way our teachers engage in their own professional growth. Working in teams with their grade level colleagues throughout the District teachers will create, research, and collaborate around an essential question designed to drive student learning forward. Through action research teams will identify promising practices, incorporate these strategies into their daily instruction, then come back to their team to discuss and refine. A list of suggested topics was provided as a starting point, however it was made clear that the list was not exhaustive, giving individuals autonomy in the selection process. Below is one list of ideas that was made available. The other two lists were around the themes of literacy and numeracy.

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Sample Differentiated Instruction Topics

As a District we have provided 12 Friday afternoons for our teachers to meet free from instruction, which will give them a solid 3 hour block of time to engage with colleagues who have selected a similar essential question. If we want teachers to learn and grow together we need to give them time to do it. A lot of work went into the District calendar to make this happen. At the end of the year each teacher will present their learning to the group as a way to demonstrate growth and make decisions going forward. I look forward to watching as this exciting new PD model plays out over the year. The ultimate goal is that it impacts student learning in a meaningful way.

By the way, our Superintendent Karl Germann added an important element to this new plan. He has asked that every certified teacher in the District, including principals and central office personnel, complete the Essential Question. He believes that we all need to embrace continual growth, no matter what our role is in the District.

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So here is my Essential Question:

How can building the instructional leadership capacity of our principals & vice principals allow me to engage every teacher in our District & drive learning forward?

I plan to work with members of our leadership team, both at the school and District level, to continue the work I started last year with Instructional Leadership. I should never forget that even my work in Human Resources is really about student success.

These are exciting times in Education and I’m happy to be part of a District where that change is being embraced. Let the learning begin.

Categories: 21st Century Competencies, 21st Century Learning, Capacity Building, Education Transformation | Tags: , , , , , , , , , , | 2 Comments

Great Teachers = Great Schools. That’s It.

“If you don’t have great teachers, you don’t have a great school and nothing else is going to change that.” – Todd Whitaker, What Great Teachers Do Differently.”

At an orientation earlier this week we welcomed 45 new teachers into our District. What a great day it was after spending 8 months recruiting and hiring the best teacher candidates we could find from Universities and Colleges across our country. This year we decided to keep the day short so we wouldn’t overwhelm our new recruits, so the day (which only went from 11:00 a.m. to 1:00 p.m.) included welcomes and introductions, a meal, a payroll/benefits presentation, and an explanation of our new teacher website, which replaced the 2 inch thick binder we’ve handed out in the past. Our gift to them as they left was Todd Whitaker‘s book, What Great Teachers Do Differently, which we strongly encouraged each of them read before the first day of school. During our two hours together I was continually reminded of the importance of identifying and hiring the best possible teachers and then powerfully supporting them throughout their career.

A week earlier I attended a presentation by Professor John Hattie and his team who have completed extensive research on the influences on student learning. His Visible Learning research suggests that most everything we do influences student learning. The average effect size is .40 so suffice to say, if strategies from the following list are present in our schools, we will be on the right path.

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Hattie’s Top Influences on Student Achievement

This has me reflecting a lot about the 45 teachers who have joined our #GPCSD team. I believe we’ve hired some great young teachers and I would argue that most every strategy identified on this list could be replaced with the words “great teaching.” Lets take a closer look at the top 10:

Self-Report Grades – This strategy involves the teacher finding out what are the student’s expectations and pushing the learner to exceed these expectations. Once a student has performed at a level that is beyond their own expectations, he or she gains confidence in his or her learning ability.

Piagetian Programs – These programs focus on the thinking processes rather than the outcomes and do not impose the adult thinking process on children. This is done when the teacher creates and provides engaging and relevant learning experiences.

Providing Formative Evaluation – The goal of formative assessment is to monitor student learning to provide ongoing feedback that can be used by teachers to improve their teaching and by students to improve their learning.

Micro Teaching – This involves the teacher video recording a lesson with a debriefing. The lesson is reviewed in order to improve the teaching and learning experience.

Acceleration – Great teachers know how to accelerate learning for their students (not just enrich). They understand that if students are able to move on to higher levels of curriculum we should not be holding them back. Perhaps another case for moving away from grouping our students by age.

Classroom Behavioural  – The best teachers build trusting relationships with their students. If they don’t know that you care, they won’t care what you know.

Comprehensive Intervention for Learning Disabled – To improve achievement teachers must provide students with tools and strategies to organize themselves as well as new material; techniques to use while reading, writing, and doing math; and systematic steps to follow when working through a learning task or reflecting upon their own learning.

Teacher Clarity – Excellent teachers clearly communicate the intentions of the lessons and the success criteria to their students. Teachers need to know the goals and success criteria of their lessons, know how well all students in their class are progressing, and know where to go next.

Reciprocal Teaching – This refers to an instructional activity in which students become the teacher in small group sessions. Teachers model, then help students learn to guide group discussions. Once students have learned the strategies, they take turns assuming the role of teacher in leading a dialogue.

Feedback – Hattie emphasizes that the most powerful feedback is that given from the student to the teacher. This feedback allows teachers to see learning through the eyes of their students. It makes learning visible and facilitates the planning of next steps. The feedback that students receive from their teachers is also vital. It enables students to progress towards challenging learning intentions and goals.

So in my opinion education researchers and authors like John Hattie and Todd Whitaker have it right. Our most important work is in supporting the right people doing the right work. If we place our energy and resources behind this simple concept, visible learning and teaching will become the norm.

Who are we looking for when we recruit?

What are our expectations of them?

How are we welcoming them into our District?

How are we supporting them throughout their career?

 

 

Categories: Capacity Building, Education Transformation, Human Resources | Tags: , , , , , , , | 3 Comments

You Weren’t Hired To Maintain The Status Quo

Dr. Justin Tarte is one of the most influential people I follow on Twitter. He continuously shares relevant material that both reinforces and challenges my thinking. If you don’t mind, Justin, I would like to borrow this powerful quote you shared as part of some very important work I will be carrying out over the next few days. UnknownMy plan is to visit a number of teachers in my district to personally present them with their continuous contract. A contract they have earned over the last number of months. One that has been recommended by the principal of their school after a year of formal and informal observations. They have, in no small way, proven themselves to be the kind of teacher we are ready to commit to for the rest of their career and I want to remind them that this is a big deal. After visiting their classroom and observing them teaching one final time this year, not only do I plan to present them with a copy of Justin’s quote, I will share a few other thoughts as well:

  1. We are offering you this contract because we see you as a forward thinking and innovative teacher who will do whatever is necessary to help your students experience success.
  2. We are offering you this contract because you are a risk-taker, always pushing the envelope with your teaching.
  3. We are offering you this contract because you have a growth mindset.
  4. We are offering you this contract because it is evident that you see the value in collaboration, constantly building your own capacity and that of your colleagues.
  5. We are offering you this contract because you have shown us that you know how to meet the needs of all learners, making the learning experience relevant to them.
  6. I encourage you to continue the development of your digital portfolio. It will assist you in identifying areas in which you excel as well as areas in which you could continue to grow. It will also provide you with a body of evidence on which you can continuously reflect.
  7. We are offering you this contract because it is obvious that you love children, and that they love you.
  8. We’re counting on you and so are your students.

I could have sent the contract out via our inter-school mail system, but I want each of them to know that the decision to offer a continuous contract is a very difficult one that requires a great deal of conversation and reflection. So I’m going to take the time to go to them. As Superintendent Karl Germann says, it is like offering “a million dollar contract.”

As I near the end of my first year in the role of Assistant Superintendent of Human Resources I’ve come to see this as my most important work – inviting the very best teachers to become permanent members of our district family. I hope they will never forget why.

Categories: Capacity Building, Education Transformation, Human Resources | Tags: , , , , , | 5 Comments

Ed Reform – What About Parents?

When I think of parents and the degree to which they understand how education is changing, I’m reminded of this quote by American linguist and philosopher Noam Chomski:

IMG_0061Earlier this week I gave a presentation on Learning Commons to parent council chairpersons at a gathering organized by our district’s School Board. We provided the presentation so that parents would better understand our district initiative to bring our school libraries into the 21st century, and by doing so provide our students with a more relevant and engaging learning experience. As I demonstrated how a Learning Commons could be used to flatten the walls of our classrooms, give students more responsibility for their own learning, and encourage creativity and innovation, the parents in attendance seemed to welcome the opportunity to learn more about the changes to their child’s daily experiences in school. I came away from the evening, however, with a sense of concern with the disconnect between what parents think we are doing in our classrooms and what we are actually doing. Most in attendance had never before heard of the ideas I shared in my presentation.

As learning begins taking on a very different look, we have to remember to bring all our stakeholders along with us – especially our parents. As the first educators of their children, we can’t leave them out of loop if we are to make any significant progress with changing the educational experience for our students. Most people resist change when they don’t understand.

Here, I believe, are some of the reasons why we need to make a conscious effort to include parents in our conversations about education reform: 

  1. Most parents can only imagine learning through the lens in which they experienced it themselves.
  2. Most parents are digital immigrants, which makes them nervous about the use of technology and innovative approaches in schools.
  3. Most parents still want to know how their children are doing in relation to everyone else – with a number.
  4. Most parents don’t have the time to be directly involved in their child’s learning.
  5. Most parents turned out just fine with their schooling experience. What was good for them must be good for their children.

…perhaps some helpful ideas:

  1. Organize parent information sessions on a regular basis.
  2. Use the power of technology to share information with parents and collect their input.
  3. Invite parents into your classroom – often.
  4. Hold student-led parent / teacher conferences.
  5. Reassure parents that safety concerns are being addressed.

What are you doing to make sure your parents know what’s happening as things start to change in your classroom?

Categories: 21st Century Learning, Capacity Building, Community Engagement, Education Transformation | Tags: , , , , , , , | 4 Comments

School Boards and Their Role in Transformation

Recently, I was given the opportunity to participate in a Thoughtstream survey being conducted by our provinces School Boards Association. They have created a task force to look at ways to more effectively carry out their role in our provinces education system and below I have included the thoughts I shared with them. School boards, and the democracy they represent, play an important part in our system and I would be interested in hearing your thoughts as well.

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Click to learn more.

How can School Boards improve stakeholder relationships?

School boards need to be present (in whatever way is acceptable) with as many stakeholders as possible. If there is an opportunity for voice, take it. If it is simply an opportunity to listen, do that. A good elected school board will do its best work, not by bringing personal agendas to the table, but rather by being fully informed about the issues that are present among all stakeholders. Then, use the information to help in making the school division the best it can be.

How can School Boards Improve stakeholder engagement?

1. Stakeholder forums at central office, local schools and a variety of community facilities.

2. Don’t wait for them to come to you; go to them. Hold forums, meetings, etc. on their turf. Reservations, rural community halls, cultural gatherings, etc.

3. Social media needs to be leveraged in ways that it has never been used before.

4. Blog.

How can we raise trustee profiles?

Every school trustee should be active on Twitter and other forms of social media. There is a new generation of constituents who can be (and prefer to be) engaged through social media. Trustees who are not involved in social media are missing out on an important conversation.

What should the School Board / Superintendent relationship look like?

The key is in the appointment, probation, and mentorship of Superintendents. With this changing paradigm in education it is crucial that the right kind of individuals are leading reform/transformation. Superintendents should not only be good managers, but also have a relational leadership style, be connected (worldwide), be forward thinking, and be the lead learner in the school division. If the school board gets the selection process right they will be able to spend their energies supporting the superintendent instead of challenging him/her. One bad hire creates years of entertainment.

What should the School Board role be in supporting transformation?

In order to make the learning experience more relevant and engaging there will be a need to reach out (like never before) to the wider community. The elected school board should be making connections and building trusting relationships with the wider community and then supporting the administrative staff in exploring ways to bring local business, research centres, local organizations, institutions of higher learning, etc. into the educational experiences of all students.

In order to create a more informed board (with a formal voice from important stakeholders), there should be consideration given to appointing certain representatives. Local context should be taken into consideration. Possible representatives might include a FNMI representative, an ELL representative, a representative from the local business association, and perhaps even a representative from a different part of the world (global perspective). Skype and other tools could be used to make meeting attendance possible.

In what ways should the Alberta School Boards Association support local School Boards?

The ASBA needs to be at the forefront of transformation by continuously in-servicing school boards on the vision of Inspiring Education. If school boards are going to play an important role in the transformation of Alberta’s education system, they need to understand all the reasons why it is important for transformation to occur. In many cases, the average citizen (and many of our trustees are average citizens) is not well-informed about forward thinking ideas in education. Many see education being the same experience they had years ago. Lot’s of PD is necessary.

Should the Alberta School Boards Association be considering change?

All individuals and organizations need to be continuously considering ways they can improve. We are in a time of exponential change and must be continually adjusting how we approach our work. Feedback and reflection are key components of this.

Do you have any other thoughts?

Thank you for looking for ways and asking for input on ways to improve the effectiveness of your organization. It is very important that the ASBA look closely at their role going forward. After all, your work is on behalf of the provinces most valuable resource – our children. Well done!

Categories: Community Engagement, Education Transformation | Tags: , , , , | 3 Comments

Alberta’s New MO on Student Learning

On May 6, 2013, with little or no fanfare, ministerial order #001/2013 (Student Learning) was signed by Alberta Education Minister, Jeff Johnson; bringing into full force all aspects of Inspiring Education and repealing a very dated ministerial order #004/98 (Goals and Standards Applicable to the Provision of Basic Education in Alberta). It was last updated on February 10, 1998.

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A ministerial order is a decision made by a minister that does not require the approval of cabinet, or the Lieutenant Governor in Council. The power to issue a MO is typically written into an individual piece of legislation, and the MO itself must make reference to the authorizing legislation. MOs have the force of law. Unlike orders in council, ministerial orders are not automatically made public in Alberta. It is not clear why: given that they have the force of law, it seems they should be.

So how many Albertans know this new ministerial order has come into effect? How many know that the goal of this ministerial order is to ensure that all students achieve an extensive list of outcomes that will enable them to be contributing members of 21st century society? How many know that this order is in stark contrast to what was previously expected of the educated Albertan? This is big and it seems to have slipped in virtually unnoticed.

For awhile now I’ve been urging my teachers to familiarize themselves with documents such as the Framework for Student Learning and this ATA Transformation Document – A Great School For All, both of which align with the new vision for our education system. I’ve even suggested that they would be positioning themselves well going forward by referring to these documents when planning, teaching, learning, and assessing. “You’ll be ahead of the wave”, I’ve told them, “if you start making small changes now.”

I wonder how ministerial order #001/2013 will play out in the weeks and months to come. It looks really good on paper. It’s easy to write it down on paper; a bit more difficult to infuse it into daily practice, especially when curriculum, PATs and DIPs remain the same.

What an exciting time to be involved in education.

Categories: 21st Century Competencies, 21st Century Learning, Education Transformation | Tags: , , , , , , , , , , , | 3 Comments

Placing Teacher Interns – Lets Get It Right

My school jurisdiction is lucky enough to be located near a university that houses one of the most highly regarded teacher training programs in the country. Throughout the year, on what seems like a continual basis, we welcome undergraduates into our school at various points on their road to becoming our next generation of teachers. Here is an overview of the internship program:

Education 2500 students receive an orientation to the teaching profession by spending 60 hours (20 mornings) in a classroom. During this they function in a role that is similar to a teacher assistant.

Professional Semester I (PS I) students begin their first official practicum after being admitted to the Faculty of Education and completing some required courses. In the PS I practicum interns are assigned to a classroom for approximately 125 hours (5 weeks).

Professional Semester II (PS II) students have completed more on-campus courses and are assigned to a classroom for approximately 150 hours (6 weeks).

Professional Semester III (PS III) students complete a final15-week full semester teaching internship that not only prepares them as a teacher, it helps them to begin nurturing the kind of professional relationships that will benefit them, their career and the students they will teach.

It’s comforting to know that our teacher training facilities are providing such a diverse offering of practicums for those who hope to undertake such important work. And most likely it is in the day-to-day experiences of each internship, and not during theory classes, that individuals discern whether or not teaching is for them. Over the years I’ve watched with great pride as young pre-service teachers polish skills and take flight. At the same time, I’ve had to be involved in the challenging and difficult work of steering struggling interns in a direction other than teaching. More often than not, the relationship between the mentor teacher and intern determines the success of the practium.

Here’s how intern teachers are assigned to mentors:

  1. In the spring interested teachers complete a Student Teacher/Intern Request and, if interested in a PSIII intern, are expected to include a professional development plan for the time they are not involved in teaching themselves.
  2. The form is passed onto the school principal for a signature.
  3. The form is forwarded to the Superintendent of Schools for a signature. (I’m happy to say that our superintendent expects to see first-rate PD plans or will send it back to be re-written)
  4. The form is sent to the Faculty of Education at the University to be reviewed at the time interns are being assigned.
  5. When a suitable match is identified, representatives of the Faculty of Education contact the school principal for approval.
  6. If approved by the school principal, the mentor teacher is contacted and a match is made.
  7. During the internship the mentor teacher and the intern carry out individual PD projects during their non-teaching time.

I’ve often wondered what, other than a certain amount of experience, qualifies a teacher to become a mentor. At times, the process ofimagesCAMIDX0I selection seems more like a right of passage than anything else. If you’ve been around the longest, you get the intern.

If we want our pre-service teachers to be prepared for teaching in the 21st century, shouldn’t we be matching them up with the most forward thinking, cutting edge teachers we can find? Perhaps interns should be assigned this way:

  1. School administrators should identify their most engaging and innovative 21st century teachers. (Years of experience should not be a factor)
  2. These teachers should be approached and encouraged to become mentors.
  3. Mentors and interns should work collaboratively to select an area of focus from this Framework for Student Learning.
  4. Collaborative action research on their area of focus should be carried out throughout the internship.
  5. As a team, the mentor and intern should apply their new learning in daily practice, engaging in ongoing reflection and professional conversation.

Transformation of our education system will not occur unless we place our teachers in the middle of the process. In my opinion, the mentor/intern relationship is a good place to start.

Categories: 21st Century Competencies, Capacity Building, Education Transformation, Human Resources | Tags: , , , , , , , , , , , | 1 Comment

And So Test Prep Season Begins

This past week parent/teacher conferences were held at our school. It was an opportunity for teachers and students to share the many engaging learning experiences they’ve been involved in this year. This interactive timeline outlines some of them. I am so proud of my teachers for trying a variety of new approaches in order to engage our learners in a more relevant way. It’s exciting to walk around the school and see teaching and learning as I never have before.

Awhile back I wrote a post called Is Curriculum Thwarting Transformation? There, I argued that our provinces oversized curriculum is getting in the way of teachers trying to dig deeper into key learner outcomes through real world, authentic learning experiences. In order to get everything “covered” by the end of the year they have no choice but to skim the surface of important outcomes so students will at least have touched on everything. As we all know, that means staying at the lower end of Blooms Taxonomy. And if you’re a grade 3, 6 or 9 teacher with Provincial Achievement Tests staring you in the face, that ups the ante even more.

So with the final term underway at our elementary school, the grade 3 and 6 teachers are starting to prep for the test. Our superintendent @cdsmeaton has always told us that the PATs should not affect our teaching practice. “I am a staunch believer”, he tells us, “that a focus on excellent teaching will lead to excellent results, no matter how it’s measured.” I tell them the same thing. But it doesn’t quite play out that way in the mind of the individual teacher. PATs, existing as they are, leave teachers with a strong sense of responsibility to prepare their students to write them; and as long as the tests are administered in such a way that has very little to do with the type of learning teachers are being called upon to engage in, there will be a bit of an exit from engaging learning around this time every year.

Heres what I’m getting at:

Below is a question from the 2009 Grade 6 Social Studies PAT: (lower order Blooms and builds no competencies)

EquityThe assignment below took place earlier this year at my school, addressing the same learner outcome: (higher order Blooms and builds countless competencies)

Equity vs Equality

Teacher Blog Post to Students

Student Response

Student Response

And yet another project addressing the same learner outcome: (higher order Blooms and builds countless competencies)

Here is another question from the 2009 Grade 6 ELA Provincial Achievement Test: (lower order Blooms and builds no competencies)

Simile

The assignment below addressed the same learner outcome: (higher order Blooms and builds countless competencies)

Rachels Simile Post

Yet another question from the 2009 Grade 6 ELA Provincial Achievement Test: (lower order Blooms and builds no competencies)

Reading Response

The blog post below addressed the same learner outcome: (higher order Blooms and builds countless competencies)

Michelle Reading Response

Many would say that my teachers should continue with these engaging and authentic learning experiences and the PATS will take care of themselves. The problem is that it takes time; much more time than is left over once the curriculum gets “covered.” Time that will now be needed to skim the surface, to prep for the test, to write the test, and to deal with a great deal of unneeded stress.

Is it fair to ask teachers and students to do both?

Categories: 21st Century Competencies, 21st Century Learning, Community Engagement, Education Transformation | Tags: , , , , , , , , , , , , | 6 Comments

Change in 2013

What is it that makes change so difficult?  This question comes up every time I engage in a conversation about education reform.  To that end, I’ve been looking at Prochaska & DiClemente’s model of change in an attempt to better understand transformation within my own context.  I would say that most of those who I work with are somewhere between the precontemplative and preparation stage of change.  A few are at the action stage.  By change, of course, I mean the move toward a more authentic, competency based approach to teaching and learning.  And as we all know, many things get in the way of change, so much so that some teachers just don’t see it as being worth the effort.  I’ve heard many excuses from excellent teachers like “I barely have time to cover the curriculum as it is” or “how is this going to prepare my kids for the standardized tests” or “the technology doesn’t work right half the time.”  Unfortunately, those individuals usually choose to stick with the comfort of what they’re already doing.

Transtheoretical Model of Change, by Prochaska & DiClemente, 1983

Transtheoretical Model of Change, by Prochaska & DiClemente, 1983

Prochaska & DiClemente assert that for change to happen individuals require:

  1. A growing awareness that the advantages of changing outweigh the disadvantages
  2. Confidence that they can make and maintain changes in situations that tempt them to return to their old ways
  3. Strategies that can help them make and maintain change

Getting each of these in place is no easy task.  It requires not only a willingness and acceptance from the individual, but also the collective ownership of the group.  That’s why most change efforts stall within the first three stages.  There is just so much that can get in the way. 

As the school leader, I see my role as building a culture that supports change; even when it looks so daunting.  If I don’t, how can I expect my teachers and support staff to change their own approaches.  So in 2013 I will continue to remove obstacles and build supports.  I will support risk taking and innovative new approaches.  I will provide time for collaboration and exploration.  I will make available the tools of technology.  I will listen.  I will watch.  I will celebrate.  I will walk the talk each and every day.  This is my New Years Resolution.  Happy New Year.

Categories: Education Transformation | Tags: , , , , | 6 Comments

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