5 Things School Leaders Should Consider While Implementing Change

“20 years from now you will be disappointed by the things you didn’t do than by the one’s you did. So throw off the bowlines. Sail away from the safe harbor. Catch the trade winds in your sails. Explore. Dream. Discover.” -Mark Twain

Twain inspires me.  In fact, the imagery of unbridled confidence and wonder fuels me when I become weakened by the demands of a challenge.  For the last two years, I have worked with a team to merge two independent single sex upper schools.  While this hasn’t been easy, it has been tremendously rewarding.  This endeavor has presented opportunities and challenges that have contributed to both my personal and professional growth.  

As educators there are times we say, “Imagine if we could change ‘this’ or start a new ‘that’”.  Sometimes new initiatives or programs are not on our wish list but necessary additions to meet the needs of students given the transformations occurring in the larger world.  Either way, implementing change can be challenging.  Below are five things I have learned that help might when implementing change in schools:

1) Create a clear vision.    A common vision of excellence, respect, and enthusiasm among all constituents (faculty, administration, parents, students past and present) is crucial in the delivery and achievement of a sterling education. Conviction and commitment to collective ideals are essential in the realization of a student’s intellectual promise. A clearly defined plan of action provides others to understand the changes and the path for implementing them.

2) Communicate.  During times of change, communicate often.  In fact, over communicate.  There are times when people need to hear the message more than once, need to hear it explained in different terms, need to read it, need to discuss it, need to ask questions.  Offer times (early morning, lunch, evening) where the changes can be discussed and questions asked and answered.

3) Value Histories. When implementing a new way of doing things or a new program, some members of the community will be steadfast in their commitment to keep things the way they have always been doing them.  Listen to their stories, look for ideas in their arguments, and offer suggestions that might help them to embrace change.  Certainly never let the bridges you burn light the way to change.  Instead, empathize, listen, and understand the perspective of others.  

There are times when things need to change such as the elimination of a program or process that isn’t necessarily bad, but simply outdated or obsolete.  Drucker states that one of the greatest dangers in confronting turbulence is using yesterday’s logic to resolve the issue.  Use current research to serve as a resource for implementing change.

4) Be resilient.   Implementing change invites opposition.  There are times along the way when it seems as though it may actually be easier to concede than it is to continue.  Given that your plan is clear, your research is thorough and your goals reasonable, you must move forward with confidence and conviction.  Look to your leadership team to support vision and process.  Look for gains in momentum and have those who embrace change early on to become ambassadors of the process.

5) Acceptance.  It is unreasonable to think that any new initiative will receive 100% buy-in.  There will be some who just don’t like it.  What is important is to continue a dialogue with those who struggle to embrace change.  Perhaps over time they will come to see the benefits, or perhaps not.  You will simply have to accept that you disagree and continue to move forward.