Think about a change you would like to see in your educational or work environment. How would you implement this change? Consider and discuss the possible resistance that you may encounter from your professional community. How would you support them throughout the change process? How would you overcome any resistance to the change?
A change that can be implemented inside an educational environment is to unify the approach educators are using in reaching out to students. What normally happens is most teachers have different theories and practices they are following. This can be problematic as some of the most experience educators may be reluctant to alter their techniques. Instead, they will often focus on formats (such as: the traditional lecture setting) to present news ideas to students. This is problematic, as the class will quickly become bored with the dry approach that is being utilized. To deal with these issues educators have to see the urgency of utilizing different tools and tactics in conjunction with each other.
The way that this kind of change can be implemented is to invite a discussion about these challenges. In an era of declining budgets and more demands for accountability, this is something that is on everyone's mind. During this process there needs to be some kind of transparency and openness. This will ensure that everybody's ideas are heard and respected. (Hopkins, 1985, pp. 195 -- 212)
Once this takes place, is when educators can also begin showing how alternative strategies (i.e. differentiated instruction) could be used in conjunction with traditional philosophies. This will address the concerns of experienced educators by introducing them to slight changes that will improve learning comprehension. (Hopkins, 1985, pp. 195 -- 212)
The biggest resistance issues that will be encountered are a reluctance to use or embrace these tactics consistently. This is troubling, as all educators must be able to see the need and want to embrace these changes. The way that they could be supported and overcame is to form a series of allies (inside the different levels of the school). These are administrators, staff, parents and members of the community who want to see an improvement in the quality of education. (Hopkins, 1985, pp. 195 -- 212) (Reynolds, 2002, pp. 93 -- 114)
To achieve these objectives, a committee could be established that is focused on implementing solutions that will improve student achievement. At the same time, there an anonymous survey that could be used to understand what challenges is impacting the school and possible solutions. Some of these ideas could become a part of the strategy that the committee will recommend. Once this occurs, is when these tools will transform the kinds of tactics that are utilized by all educators. (Hopkins, 1985, pp. 195 -- 212) (Demmitt, 2007, pp. 137 -- 138) (Reynolds, 2002, pp. 93 -- 114)
This will take place with colleagues having casual discussions about these challenges and how to everyone should be embracing them. While the individual will see that their ideas are being taken into consideration as part of the new policies. This creates a sense of respect and willingness for the new attitude in working with students. (Hopkins, 1985, pp. 195 -- 212) (Reynolds, 2002, pp. 93 -- 114)
Over the course of time, these kinds of positive beliefs will lead to educators continually using these tools. Moreover, they are willing to do more to help students. It is at this point that there will be an improvement in achievement scores and grade point averages. (Hopkins, 1985, pp. 195 -- 212) (Demmitt, 2007, pp. 137 -- 138) (Reynolds, 2002, pp. 93 -- 114)
Task 5: Read the required article Asking the Right Questions (Reason, C. & Reason, L, 2007). Reflect on what you have learned about teacher leadership. How can you implement change within an organization? How do you manage this change outside of a designated leadership position?
Reflecting upon leadership, it is important for all educators to be setting the example. This means showing that they are willing to do what they are advocating of others. When this happens, an individual is creating a sense of respect for their ideas (by demonstrating concern and support). This will create a change in how this person is interacting with other colleagues and stakeholders. (Reason, 2007, pp. 36 -- 40)
The way that any kind of change can be implemented is through: forging different alliances and continually communicating with everyone. This will take place, by having a series of conversations about what strategies are most effective. Once this happens, is the point that an educator can begin working with administrators to create polices that are supportive of these views. This will create a transformation in the school environment and how everyone is interacting with each other. (Reason, 2007, pp. 36 -- 40)
The way that this change can be managed is to have different stakeholders serving on a committee. This is where a number of viewpoints will be taken into account to create a workable strategy (which can address current and future challenges). Once these transformations have been implemented is when a survey can be conducted that will determines the effectiveness of these polices and how they can be adapted. This will ensure that any kind of strategy is capable of adjust with new challenges that are continually emerging. (Reason, 2007, pp. 36 -- 40)
Task 6: What is a teacher leader? How can you lead your organization through your individual capabilities? What leadership principles would you draw on? What type of change will you implement in your organization or in a future organization? How will your research on teacher/school leadership help you to do this? Discuss the implementation of change as a teacher or educational leader. How is this different from managing change?
A teacher leader is an educator who will do more than what is necessary to improve the quality of education. This is achieved by effectively working with different stakeholders and setting the example for change. The way that an organization can be led is through the person constantly embracing these attributes. This means that no matter what is happening they will be an advocate of supporting the best approaches that will create win -- win situations for different stakeholders. As a result, the main focus will be transformational leadership. This is when there is a focus on understanding and working with everyone to achieve the overall objectives together. (Stewart, 2001, pp. 1 -- 26)
The kind of change that will be implemented in my school is to improve student performance. The research will help to achieve these objectives by: showing specific tools and tactics that can increase my ability to reach out to stakeholders. Once this takes place, is when there will be transformation in the educational environment. (Stewart, 2001, pp. 1 -- 26)
The way that this will occur as an educational leader is through discussing new ideas with different parties. Then, have a series of conversations with administrators about how these kinds of improvements can be enacted inside the school. This will open up a channel of communication and it will form a series of alliances among various stakeholders. (Stewart, 2001, pp. 1 -- 26)
The difference of this strategy (for managing change) is through thinking proactively. What normally happens is managers will follow various policies and procedures. When it comes to creating new ideas, they are lagging in this area. The main reason is they do not think about innovative solutions. Instead, they are interested in maintaining the status quo at all costs. In many ways, one could argue that this kind of approach is what has created the current problems within the field of education. (Stewart, 2001, pp. 1 -- 26)
Task 7: How does your work setting sustain morale and time commitments from employees in times of change? Is the current support in your workplace for change successful? What strategies for supporting change in your work environment would you provide to your administrators? Why did you select these strategies?
The work setting sustains morale and time commitments through a team approach. This is when everyone is supposed to be working together in addressing these issues. However, the current support is not successful. The reason why is because a basic strategy is provided by administrators. but, there is little to no effective communication and collaboration on a host of issues. This means that any kind of gains is effectively negated. (Stewart, 2001, pp. 45 -- 56)
The basic strategies that would be used to support change, is to improve communication by: having everyone work together on a host of issues. This could be accomplished through discussing how these issues are dealt with via a committee (who can focus on and address these challenges). The reason why this strategy was selected is because it can be able to improve collaboration and effectively pool the school's resources together (in order to deal with its most pressing issues). (Stewart,…