Engaging district and building leadership team members in discussions using a series of questions developed from the common mistakes and why employees resist change provides a strategy for anticipating areas of resistance, and planning together a strategy for involving the wider education community in any change process. Examples of such questions include:
- When undertaking a change initiative, what happens if those leading the change fail to create a strong sense of urgency for the change?
- What happens to the change initiative if the leader fails to create a guiding coalition with the necessary skills to successfully carry out the change?
- What skills should members of the team possess?
- Why is it important to develop a shared sense of a desirable future?
- What would an excellent communications plan for the change initiative include?
- What obstacles are we likely to encounter with any change initiative?
- What is the importance of achieving short-term wins early in the change initiative?
- What happens when employees are fearful of a change? What can be done to reduce/eliminate fear?
- How can we avoid employees feeling as if change is being forced upon them?
- If a climate of mistrust exists, how do we overcome this?
- What other questions do you think need to be added?
ACTIVITY #5:
Preparing for Change: Engage district leadership team (DLT) members in responding to the questions listed above in preparation for launching a change initiative. During the discussion, provide opportunities for team members to reflect individually and as a group, thinking through how to best lead conversations about change with others.
