1. The “pot stirring” approach is necessary when faced with institutional complacency. Change is necessary, but the new leader also needs to gain trust among faculty before stirring the pot too vigorously. Jack is correct to empower the teachers, because this will help engender trust and inspire a collaborative organizational culture. By deflecting the attention from Bob Neuman, Jack can also create ways of rewarding the “quality” staff instead of punishing the relatively few numbers of underachieving faculty. The “blame game” or stigmatizing teaching methods or teachers does not work in situations like this (Dinham, 2012, p. 1). Far more productive would be to focus on the strengths of the organization, celebrate the achievements of the high performing teachers, and allow the change to occur almost organically. When faculty is empowered and motivated, there will be far less resistance to change. Dissenters will feel less threatened by the change, too, if they do not feel singled out.2. The change agent is Jack, the new principal. However, superintendent Kim is also a change agent in that she subtly informed Jack about the situation and in doing so suggested that one of the steps he might take as principal might...

Just the fact of being new makes Jack a change agent by default, too. Jack needs to take advantage of the new relationships he will cultivate with faculty, garnering potential supporters among staff. Students will also be potential supporters, and parents too, as both are avoiding Neuman’s classes because they are interested in doing away with outmoded materials. Also, the majority of teachers will be potential supporters because Neuman and that group detract from their hard work. The vast majority of the teachers are liked by the students, performing well, and competent. It is only the small minority that have been underperforming, and this cadre led by Bob Neuman will be the potential dissenters. However, Jack has a powerful ally in the superintendent Amy Kim. When the superintendent, principal, and majority of educators converge on how to meet mutual goals for improving school performance and outcomes, change will proceed smoothly.
3. I would have done exactly as Jack has and empowered faculty to lead change from within, using a transformational leadership style to motivate staff. Jack is focusing first on organizational climate and culture. This…