Commitment(Internal & external)

More good things happen;Fewer bad things happen

Moral Purpose

Under-standing Change

Coherence Making

Knowledge Creation & Sharing

Relationship Building

Leaders

Members

Results Source:Michael Fullan, 2001

Energy

Enthusiasm

Model of How to Manage Change“Leading in a Culture of Change”

Fullan points out that the process does not happen overnight. In fact it may not happen over a year, or two or three. It is a slow process that must be primarily focused on a strong moral purpose with the knowledge that learning, sharing, adjusting and understanding are all part of the process

How do you do it?How do you do it?

Which Style?

• Coercive

• Authoritative

• Affiliative

•Democratic

•Pacesetting

•Coaching

Golman’s Leadership Styles

• Coercive• Authoritative• Affiliative• Democratic• Pacesetting• Coaching

• “Do what I tell you.”• “Come with me.”• “People come first.”• “What do you think?”.• “Do as I do, now.”• “Try this.”

Understanding Change

Leading in a culture of change means creating a culture (not just a structure) of change. It does not mean adopting innovation, one after another; it does mean producing the capacity to seek, critically assess, and selectively incorporation new ideas and practices – all the time, inside the organization as well as outside it. pg. 44

• The structure and culture of the school gain expression through systems of norms. Both structure and culture determine the capacity of the school to accept and incorporate new technologies.

• (The structure of the school refers to existing systems of rules, roles, and relationships. The culture refers to the values, commitments, tradition, lore, and shared meanings of the school.)

Working Together

Knowledge Exchange

All organizations would be better off if they also strengthen their capacity to access and leverage hidden knowledge.

• Skills• Beliefs• Understanding

TACIT KNOWLEDGE

Knowledge Creation and Sharing

Dixon (2000) – “It is a kind of chicken-or-egg issue: which comes first, the learning culture or the exchange of knowledge? Given the many organization’s rather abysmal success rate at changing their culture, I would put my money on having exchange (of knowledge) impact the culture rather than waiting for the culture to change [pg.5-6]

Adult Learning

Knowledge SharingBusiness and Education Models

Peer AssistAfter Action LearningFishbowlBest PracticesLessons LearnedLearning FairInter-visitation

Principles of Adult Learning

• Adults learn best when…

– They’re motivated. Motivation comes from the context, relevance & involvement level of the work.

– Learning is conducted as a partnership.– Learning involves the learner’s primary

learning mode & is interactive & experiential.

© 2005 MSU PROM/SE Promoting Rigorous Outcomes in Mathematics and Science Education, Supported by NSF Cooperative Agreement EHR-0314866

Principles of Adult Learning

• Adults learn best when…(cont.)

– There is an understandable structure & reinforcement.

– People’s attention & energy stay engaged & focused.

© 2005 MSU PROM/SE Promoting Rigorous Outcomes in Mathematics and Science Education, Supported by NSF Cooperative Agreement EHR-0314866

Creating and Sharing Knowledge

Types of KnowledgeExplicit

Tacit

Craft

My Successful Strategies:

Elements of Knowledge Exchange

RESPONSIBILITY

OPPORTUNITY

RECEIVING KNOWLEDGE GIVING

Creating & Sharing Knowledge:

• Generate & increase knowledge both inside & outside your school• Create a collaborative culture that encourages knowledge sharing

Collaborative Cultures

• Collaborative cultures, which by definition have close relationships, are indeed powerful, but unless they are focusing on the right things, they end up being powerfully wrong.

Information and Knowledge

Sharing Knowledge

• Access to individuals’ knowledge and skills

• Share beliefs

• Develop professional development opportunities

• Share up and down as well laterally