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Leading Change

Leading Change. See, Feel, Change. See- Help those around you visualize the problem that you are looking to change Feel- Allow for an emotional impact. Your team needs to feel the change at a deeper level. Even if the emotions are negative it will help gain understanding

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Leading Change

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  1. Leading Change

  2. See, Feel, Change • See- Help those around you visualize the problem that you are looking to change • Feel- Allow for an emotional impact. Your team needs to feel the change at a deeper level. Even if the emotions are negative it will help gain understanding • Change- Now that your team can see and feel the change that is needed you can work toward your goal

  3. 8 Steps for Change • Increase urgency • Build a guiding team • Get the vision right • Communicate for buy-in • Empower action • Create short-term wins • Don’t let up • Make change stick

  4. Step 1: Urgency • By the time you realize change is needed it is too late • Assessment • Who is impacted: other department, students, parents, employees, etc. • Define the change you are making • Make certain those you are working with know why change is needed. • Break complacency • Empower your team

  5. Step 3: Get the Vision Right • The Vision does not have to be dramatic • Most people are already aware of what needs do be done but they cannot put it in words. • The Vision does not necessarily have to come from the leader • Make the vision clear • If it’s written it should be no longer than a page, if it is spoken it should be less than a minute.

  6. Step 3 Continued “The plan is nothing, planning is everything.” -Dwight D. Eisehower • The plan can and will change but your vision should stay the same • Be clear on the vision and the plan • Use clear language • Take small steps when you can • Be flexible

  7. Step 4: Communicate Buy-In • Walk the talk • Set the tone by practicing what you preach. • Communication should be heartfelt and simple • Do your homework • Know what your team is feeling

  8. Step 5: Empower Action • Remove barriers that block action • Allow for possibilities outside of the norm • Create an even playing field for all employees • Do not remove all barriers at once. Allow for some structure to remain • Build self-confidence • Build optimism • Do not give into your own fears!

  9. Step 6: Create Short Term Wins What wins do: • Wins provide feedback to leaders • Wins give those working on the project an emotional uplift • Wins build faith • Wins take away power from those who are against change

  10. Step 6: Continued • Create an early win • Do not be lofty with early goals • Eliminate ambiguity • The more clearly your goals are communicated the easier it will be to obtain them • Keep the wins visible • Bulletin boards, emails, weekly updates, etc. • Never stretch the truth when communicating wins. Most feedback that you will get as a leader is coming from those implementing the change

  11. Step 7: Don’t Let Up • Don’t declare the first victory as the final victory • Progress is being made but be aware of exhaustion • Change can be mentally taxing on the leader as well as the team • Lighten the workload • SHOW RESULTS • Your team will want to see where they are and where they have come from

  12. Step 8: Make Change Stick • Update documents • Tell others in your organization about your success • Make sure everyone feels that they have played a part in the success • Embrace any cultural changes that have been made

  13. References Beach (2006). Leadership & Art of Change. Sage Publishing. Kotter, J. & Cohen, D. (2002). The Heart of Change. Harvard Business School Press.

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