Leading Organizational Change
Having strategies in place to ensure that I am ready for the challenge is a crucial piece
when attempting to implement change within my organization.
Although change is not easy, I hope to use both the heart and mind, define behaviors that lead to results, and execute strategic plans. while having nonthreatening discussions to ease anxiety. Resistance is inevitable with great changes, but I have plans in place to fully implement and execute my Innovation Plan: Collaborating through ePortfolios.
Deep Down into It
Speaking From the Urgent Heart
Blended learning has the chance to reinvent the futures of so many learners. In the educational world, students' learning has been cheaply reduced to a "one size fits all" approach. However, learners long for a more personalized learning path. The time is now to integrate ePortfolio’s into blended learning for a more personalized learning path. Our students need an educational environment that focuses on their learning as more personal.
If students are allowed more creative freedom in choosing and experiencing their own personalized learning path, they will be more likely to grow passionate about the learning process. I believe that learners will face better success in their education if they are inspired to discover and explore their own learning pathway.
Influential Strategy
"Defining Results and Vital Behaviors"
In order to influence organizational change, it is important to use the following key strategies in identifying the vital behaviors needed to get the results you want: notice the obvious, look for crucial moments, learn from positive deviants, and spot culture busters (Grenny, et al.). It is important to also identify how you will measure the vital behaviors and who the influencers will be.
Influencers are eager to identify the result of their organizational change. I have identified Six Sources of Influence in response to my Innovation Plan: Collaborating Through ePortfolio's. My strategy is to target both motivation and ability at the personal, social, and structural level. Grenny, et al. (2013) suggests that all six sources are preferred in creating organizational change; however, those who use four or more sources of influence will be ten times more successful at gaining that substantial change. Read about how to influence organizational change in the book Influencer: The New Science of Leading Change.
Crucial Conversations Perspective & Self-
Differentiated Leadership
Resources
Buchler, Cricket. "Influencer: Harnessing Social Pressure." (2012). [Video file]. Retrieved from https://www.youtube.com/watch?v=wu7UBY5euBg
[Digital Image.] Retrieved from https://uxdesign.cc/the-golden-circle-is-in-fact-a-spiral-b25cc6602db7
[Digital Image.] Retrieved from https://commonthreadco.com/blogs/coachs-corner/leveraging-sineks-golden-circle-part-i
[Digital Image.] Retrieved from http://www.morefamousquotes.com/topics/work-hard-pays-off-quotes/
Grenny, J., Maxfield, D., & Shimberg, A. (2013). How to 10x your influence (Report)
Grenny, J., Patterson, K., Maxfield, D., McMillan, R., & Switzler, A. (2013). Influencer: The new science of leading change. New York, NY: McGraw-Hill.
Kotter, J. John. " Leading change: Establish a sense of urgency." (2013). [Video file]. Retrieved from https://www.youtube.com/watch?v=2Yfrj2Y9IlI
McChesney, C., Covey, S., & Huling, J. "The 4 disciplines of execution: Achieving your wildly important goals." (2012). New York, NY: Free Press.
Patterson, K. (2002). Crucial conversations: Tools for talking when stakes are high. New York, NY: McGraw-Hill.
Sinek, S. "Start with why: How great leaders inspire action." [TEDx Talks]. (2009). [Video file]. Retrieved from https://www.youtube.com/watch?v=u4ZoJKF_VuA&t=164s