Transcript how will we work together?

HOW WILL WE
WORK
TOGETHER?
Anticipating and
responding to issues of
school change
Change is
progress at the speed of
life.
Change…
Is a PROCESS, not an event.
Is made by INDIVIDUALS first,
then institutions.
Is a highly PERSONAL
experience.
Entails developmental growth in
feelings and skills.
Stages of Concern
Self
1. Awareness
2. Informational
3. Personal
1. “I am not concerned
about it”
2. “I would like to
know more about
it.”
3. How will using it
affect me?”
Stages of Concern
Task
1. Management
1. “I
seem to be
spending all my time
in getting
materials/planning/
etc.”
Stages of Concern
Impact
1. Consequence
2. Collaboration
3. Refocusing
1. “How is my use
affecting my students?
How can I refine it to
have more impact?”
2. “I would like to relate
what I am doing to
what others are doing.”
3. “I have some ideas
about making it even
better.”
Adopter Types
Innovator
Leader
Early Majority
Late Majority
Resistor
Eager to try new ideas; open to change;
willing to take risks.
Open to change, but more thoughtful
about getting involved; sought out by
others for advice and opinions.
Cautious and deliberate about deciding
to adopt an innovation; tends to be a
follower.
Skeptical about adopting new ideas and
“set in their ways”; can be won over.
Suspicious and generally opposed to
new ideas.
8%
17%
29%
29%
17%
Responses
1.
Stage
Awareness
2.
Informational
3.
Personal
4.
Management




Response
Involve this person in discussion about
the change; arouse interest, but don’t
overwhelm!
Use a variety of ways to share info;
help this person see how the change
relates to current practice.
Let the person know everyone feels
these kinds of concerns; connect
him/her with those whose concerns
have vanished.
Provide answers that address specific
“how-to” issues; demonstrate exact and
practical solutions.
Responses
Stage
1. Consequence
2.
Collaboration
3.
Refocusing
Response
 Provide opportunities for the
person to visit other settings
where the practice is in use;
encourage a study team to look
at effectiveness.
 Bring together others who are
interested in collaboration; use
these people to provide technical
assistance to someone who needs
help.
 Encourage this person to
experiment with his/her ideas.
Tuckman’s Model
Stages of Group Development
􀁺 Forming
􀁺 Storming
􀁺 Norming
􀁺 Performing
Forming
􀁺 Varying degrees of commitment
􀁺 Cautious, don’t initiate and avoid
responsibility
􀁺 Low communication
􀁺 Few members dominate
􀁺 Dependent on directive leadership
Storming
􀁺 Confusion over goals
􀁺 Struggle with direction and control
􀁺 Counterproductive behavior
􀁺 Wrestles with communication
􀁺 Cannot deal with issues openly
􀁺 Gaps between expectations
Norming
􀁺 Confidence gained
􀁺 Goals defined
􀁺 Solid communication
􀁺 Defined leadership roles
Performing
􀁺 Proactively work for the team
􀁺 Full responsibility for tasks and
relationships
􀁺 Produces satisfying results