Kotter Theory

At my principal training seminar on Feb. 13th, the Assistant Principal from Reagan Academy--Justin Riggs--gave a great presentation about his school.  His presentation was based on this Kotter Theory.  Fascinating!

 

The 8 Step Kotter Theory to Master Organizational Change

The philosophy behind the Kotter theory in managing change is: "The fundamental purpose of management is to keep the current system functioning. The fundamental purpose of leadership is to produce useful change." He wrote a fantastic book, Leading Change which covers the sequential change process for organizational change.
With any organizational change process the focus should be mostly on people. There are over a handful of change models out there, and in my opinion this process does a better job than most. If the leaders at least grasp that people are not "machines", employees would be more accepting to change.
John Kotter identified key barriers to change within the organization and came up with an 8 step change process in sequential order.
Here's the summary of Kotter's 8 Step Process to Change:
First Step in Kotter Theory: Establish a Sense of Urgency
The only way to get people to change is to get them to want to change in the first place. Motivate them to take action. According to Kotter, 75 percent of the leadership needs to be convinced that business to change for this 8-step process to work. So, don't move to the next step if most of the people aren't inspired to change.
If enough people start talking about change, then use that momentum to push forward. (the organization is going to need it - lasting change is difficult).
Action Ideas:

• Identify the cost and consequences for not taking action now.
• Come up with opportunities the organization can use to their advantage
• Begin an open, honest communication process and give persuasive reasons to get people talking and thinking.
• Get support from people outside the company to build your case (customers, investors, credible authorities, etc)

Second Step in Kotter Theory: Form a Powerful Guiding Coalition
Doing anything alone is difficult, very difficult so this step you build a team that supports your change vision.
People generally do not follow titles, they follow the leaders. At this stage, find the other visible leaders within the organization that people follow. These are people that have respect in any areas such as status, job title, political connections, skill level, etc.
Once your change team is in place, always remember that momentum to change is your friend, keep communicating the urgency to change.
Action Ideas:

• Find the other leaders within the organization
• Request their trust and commitment
• Maintain a constructive, trusting environment with a unique set of people
• Look for areas of synergy and blind spots

Third Step in Kotter Theory: Create a Change Vision
Have the change team establish a change strategy and vision. There will likely be lots of ideas floating around, so 'tie-in' the best ideas that will produce good results.
Action Ideas:

• Get clear on the organizational values
• Create a one or two sentence summary that clarifies the future of the organization after the change
• Develop the change vision and strategy
• Be sure your team can communicate a change vision under 5 minutes
• Polish the change "vision speech"

Fourth Step in Kotter Theory: Communicate the Vision
After the vision has been created, now communicate that vision clearly to the rest of the organization. Involve as many people as possible and communicate the core elements. Don't over complicate, a confused mind always says "no".
Communicate the vision at every opportunity as often as possible, not just at the formal meetings. This allows the change vision to be focused on.
In addition, the vision will establish far more credibility if the leaders "walk the talk". Why should anyone within the organization change if the leaders are not? Apply the words from Gandhi, "be the change you wish to see".
Action Ideas in Kotter Theory:

• Frequently communicate the change vision
• Use every possible communication medium to communicate vision and strategies
• Be open and honest when addressing others concerns
• Tie the vision to all operations within the organization

Fifth Step in Kotter Theory: Empower Others to Act on the Vision
This is where the execution of the change vision begins. The previous four steps dealt with managing people and creating a road map. If the job is well done, then people will be motivated to benefit from the change vision.
This is where you take a long term view to identify processes or systems in place that are getting in the way of the change vision.
Be sure to get feedback from as many people within the organization and reward peoplf for making real progress.
Action Ideas:

• Acquire change leaders (inside/outside the organization) to deliver results based on vision
• Encourage educated risk-taking ideas that fits within the vision
• Listen and identify people who are still resisting change
• Take decisive action to clear obstacles to change

Sixth Step in Kotter Theory: Plan for and Create Short-Term wins
Success breeds success. Create the momentum early on by making smaller changes that are visible to the entire organization. This allows people to get a feel for success.
So, strategically identify the steps that are achievable and enable the organization one (or two) steps closer to the change vision.
Action Ideas:

• Identify tasks that will avoid the biggest critics of the change
• Choose easy and cheap targets that are relatively easy to obtain
• Evaluate pros and cons for each of the targets. Early success is critical according to Kotter
• As mentioned in the previous step, recognize and reward people for contributing to improvements

Seventh Step in Kotter Theory: Consolidate Improvements and Produce More Change
True lasting change doesn't happen overnight, and requires persistence and patience. According to Kotter, lots of organizations declare victory too soon.
Action Ideas:

• Establish reporting on the important change targets
• After achieving every target, analyze what needs work and what went well
• Continue to build momentum by setting solid targets
• Apply kaizen principles

Eigth Step in Kotter Theory: Make Change Stick
The final stage is to maintain continuous effort that the changes are indeed working and continue on that path. This can be done by integrating new values within the organizational culture, promoting those who support the change, and recruiting new people.
It's easy to fall back to old ways, so continue to look for ways to make sure the changes will stick. Create policies, processes that will reinforce the values of the changes that works well.
Action Ideas:

• Keep talking about how well the organization is doing with change. People love to hear stories. Create the connection between action and success
• When hiring staff members, embed the "new" values of the organization in training and/or interviewing.
• Always reinforce the behavior you want by rewarding those who are consistently working on the change vision

To summarize, Kotter also identified the 8 associating pitfalls that can prevent a change process.

1. Not Establishing a Great Enough Sense of Urgency
2. Not Creating a Powerful Enough Guiding Coalition
3. Lacking a Vision
4. Under communicating the Vision by a Factor of Ten
5. Not Removing Obstacles to the New Vision
6. Not Systematically Planning for and Creating Short-Term Wins
7. Declaring Victory too soon
8. Not Anchoring Changes in the Corporation’s Culture

10 Things

Student's Emotional Well-Being

This came from informEd--an online commentary for the education industry. 

 

Holistic Teaching: 20 Reasons Why Educators Should Consider a Student’s Emotional Well-Being

Posted by Julie DeNeen on Monday, October 15, 2012 · Leave a Comment

Educators and policy makers are starting to realize that the current educational system doesn’t necessarily guarantee a well-balanced and healthy adult, even if grades show that a student has learned the concepts. Psychologists especially, insist that education models take into account the whole person.
Here are 20 reasons why.

1. Emotions impact learning

The brain is a complex organ that cannot be fractured into separate parts and pieces. A student who is feeling confident and healthy will be better able to “hear” a lecture or absorb new material if their emotional state is balanced.

2. Learning is not just about the acquisition of facts

Learning doesn’t just mean that a person has memorized a concept. Knowledge must be applied to real world situations where there are other people to connect and converse with.

3. Emotional health is crucial for success

Success in the world means that an individual can interact with his or her environment in a meaningful and helpful way.
When depression or anxiety sets in, this cripples a person’s ability to share their learning with others. The knowledge is lost behind a wall of mental illness.

4. Creativity is necessary for innovation

New ideas are birthed from creativity. Creativity cannot be expressed unless the student is engaged and able to commit brainpower to applying the knowledge in an innovative way.
It is like Maslow’s hierarchy of needs.
Creativity will not be allowed to work if other needs and problems aren’t dealt with first.

5. Inspiration drives the desire to find out more

Inspiration is another emotional feeling that propels students to dig deeper. When an online course inspires someone to do his or her own research, it further cements the learning process.
Inspiration is rare in an individual who is emotionally unwell.

6. Positivity promotes productivity

“Feel good feelings” give a student the sensation that helps promote concentration. This in turn leads to an increase in productivity.
The more a student can get done, the more opportunity there is for more learning!

7. Depression reduces the ability to finish what you’ve started

Depression kills all feelings of confidence, inspiration, and creativity.
If educators don’t monitor their student’s emotional well being, people may drop out of courses when life events cripple them emotionally.

8. Memories can be altered with lack of sleep and/or trauma

It does not matter how organized a course is if a student is not in good shape emotionally. Memory function is reduced, as the person must use 100% of their brain to just get through the day.
Fatigue is also a side effect of emotional sickness, and this impacts memory too.

9. There are layers of intelligence

The ability to spout off facts is only one type of intelligence. In fact, people with solid emotional health can often function better in the world, even if they are not as intelligent or well educated as others.
Isn’t this a form of intelligence, to be able to live in the world in a meaningful way?

10. A person’s worldview is colored by their emotional wellbeing

Individual perception is a crucial component to success. If a student cannot see himself as someone who can offer the world anything, the knowledge acquired throughout their education will not reproduce itself in any tangible goals.

11. Connecting life, knowledge, and emotions makes learning more meaningful

Learning does not happen in a vacuum. A student is more likely to continue his education when he sees the concepts and values affecting his life in a meaningful way.
When boredom, despair, or frustration set in, has a course succeeded in its goal to educate? It cannot always be the fault of the student.
Sometimes it is a sign that a course needs to rethink its curriculum.

12. Holistic teaching can help those with learning disabilities

More attention needs to be paid to those students who don’t learn with the same speed or productivity as the average person.
Courses that take into consideration the abilities (or disabilities) of its students, can then help tailor the course in a way that gives everyone the best chance of success.

13. Education is only useful if the student has a well-developed “voice”

Courses should consider how a student will then communicate the knowledge they’ve learned in a work environment. Helping students develop their own voice will ensure that the concepts learned in the course will impact a person’s ability to make a difference. After all, this is the reason for education in the first place.

14. School doesn’t always help emotional well being

Unfortunately, some school environments do the opposite of promoting wellbeing. Online courses don’t have to contend with a classroom full of students, but how the course is laid out (its accessibility to an instructor, materials, other students, etc.) will impact a person’s experience. You want them to walk away feeling like they “belonged” in the class.
This is an important part of learning that can’t be ignored for online educators.

15. Online learning can be adapted to those with mental disorders

Throughout history, those with mental illness have been isolated and ostracized because of their disability.
Online learning has the ability to reach this population of people, but great care needs to be taken to help reduce frustration and hopelessness for those who join a class. Since mental disorders require a holistic approach to healing, education can be a part of that process.
What a profound opportunity.

16. Emotional health can signal the effectiveness of the learning that is occurring

In some cases, online educators can evaluate the success of their courses based on the emotional health of their students. For example, an online psychology course could also have a practicum that gives the students the opportunity to do some of their own internal work. Not only are the concepts being taught, but also a student’s emotional well being is enhanced.

17. Happiness gives people the perception of success, encouraging them to keep moving

Even if a student is struggling to pass an exam, a happy and balanced mindset will give them an edge over another student who may be excelling grade wise, but miserable emotionally.
The happier person will continue onward, taking more classes and doing his or her best, even if the obstacles seem overwhelming.

18. Evaluating failure with the whole person in mind helps to measure the effectiveness of a course

If a student passes an online course but then struggles to hold down a job, has the course been successful? It brings to light the purpose of education.
Teachers may argue that the course material has nothing to do with job responsibility, but what point is there in educating an individual on advanced mathematics if he can’t hold down a job?
Isn’t it just as important to teach people responsibility? Educators must evaluate their courses using more than just grades.

19. Emotional wellbeing as part of the curriculum helps with developing interpersonal skills

Every course should have a component in the curriculum that gives students a chance to try out their concepts and knowledge in an interpersonal setting. Knowledge should have exponential impact, growing with each person that hears and applies it.

20. Education will continue to succeed if it takes a holistic approach

More and more, people are starting to see the gaping holes in the current educational system. Online education has a unique opportunity to take the lead in the world of education by adopting a holistic approach.
Without the restraints of traditional education, the potential is there for online courses to transform the way society handles the educational process.

Image by Jetheriot

About Julie DeNeen

Julie DeNeen has her bachelor's degree in Clinical Psychology from the University of New Haven. She spent several years working for a local Connecticut school at the district level, implementing new technologies to help students and teachers in the classroom. She also taught workshops to teachers about the importance of digital student management software, designed to keep students, parents, and teachers connected to the learning process.

The Importance of Peers

A couple of days ago I saw a segment on TV about THE THREE DOCTORS. I was reminded that I had read their book The Pact a number of years ago. Seeing this TV segment and reading the book are reminders how important peers are, especially for students in challenging situations. We should, therefore, do everything we can to encourage our Esperanza scholars to follow the example of these three doctors and form a similar pact with their peers.

The following is The Three Doctors story taken from their website http://threedoctors.com/our-story/

Drs. Sampson Davis, Rameck Hunt and George Jenkins, fondly known as The Three Doctors serve as an extraordinary model of leadership for anyone who’s been through any kind of life challenge or major hardship.

As teenage boys growing up on the tough inner-city streets of Newark, New Jersey these three kindred spirits made a pact: they would stick together-go to college-graduate-and become doctors. Surrounded by negative influences and having few positive role models, made this a not so easy feat. Now several years later, these three men have overcome countless obstacles and proudly bear the subtitle of doctor and serve as the face of health and education for youth and families across the country.

Today, Dr. Hunt is a Board certified internist at University Medical Center at Princeton and Assistant Professor of Medicine at Robert Wood Johnson Medical School. Dr. Jenkins serves as Assistant Professor of Clinical Dentistry at Columbia University. Dr. Davis is a Board Certified Emergency Medicine Physician at St. Michaels Medical Center and Raritan Bay Medical Center. Davis is also consultant for the Violence Prevention Institute focusing on gang awareness and preventative medicine in Essex County. The doctors have additionally authored two inspiring books about their lives: The Pact, for adults, and We Beat the Streets, for children. A third book The Bond, highlighting fatherhood relationships will be released in 2007.

Doctors George Jenkins, Rameck Hunt and Sampson Davis deliver a well-needed and urgent message of hope and inspiration everywhere they go. Their key essages-Never underestimate the power of self-reliance and inner strength-Attach a timeline & devise a strategy for achieving your goals-and finally-Surround yourself with like-minded people who are in line with your aspirations.

Growing up in the streets of Newark, they know first hand, the pressures and struggles of life in the inner city and how difficult it can be going at it alone. Determined not to become victims of their environment, the trio stood firm in their mission and together became one of the most remarkable success stories of inspiration, dedication and determination. Dr. Sampson Davis asserts, “Strength comes from knowing that the power to overcome adversity and prevail lies within one’s self and you have to first realize that. Once realized, you have to accept accountability for your life and take the necessary steps to turn hopes and dreams into realities.”

The Three Doctors are frequently asked their formula for becoming prominent, successful men, and doctors at that… and while their lists are long, they are certain that success comes in many different forms as does talent. Dr. Jenkins comments on some of the fundamental elements they all needed, “Learning patience was key to our success. Our children are in an age where they want everything now and instant success is not only rare, but also deceitful. At some point you need a strategic plan on how you propose to live your life and carry out your goals for the long-term and that is just a starting point.”

At this website http://us.penguingroup.com/static/rguides/us/pact.html are some great discussion questions for their book The Pact.

Manager Vs. Leader

I have been reading a fascinating book by Marcus Buckingham--The One Thing You Need to Know. In all my reading and research Buckingham has done the best job of differentiating a manager's role from a leader's role. He describes a manager's role as being a coach who figures out the best way to transform each employee's talents into performance. In other words, each employee's success is his focus. He describes the leader's role is rallying people to a better future that he sees. No matter how good things are at the moment, the leader is never satisfied with the status quo.

For an organization--like Esperanza--to be successful both roles are needed. One person can possibly fulfill both roles but it may take at least two people.

Creating a Safe Environment at Esperanza

An article titled New rules, new administrator help curb Kearns gang problems posted on KSL.com's website yesterday gave me some more food for thought concerning safety at Esperanza.

I feel a safe school is a high priority. Some ways we can build that safe environment at Esperanza are:

• Have a dress code for uniforms that we enforce


• Be the most "inviting" place in town


• Have every staff person (and parent) commit to knowing the name of every student in the school


• Focus on building and nourishing relationships with colleagues, students, parents, and community members


• Do whatever it takes for every student to experience success and build on that success.


• Involve all Esperanza stakeholders in such a way that they feel Esperanza is their school.


• Encourage and teach all staff members how to be "warm demanders."


• Be fair--not equal


• Use suspension as a consequence only as a last resort

The bottom line is that we want to keep on teaching ALL students not only for the students' benefit but our community needs well-disciplined and educated citizens if it is to grow and flourish.