What I've learned about change...

This year in my district (Union R-XI) we are undergoing quite a few changes. The most significant changes are related to an entirely new educator evaluation system, a significant curriculum realignment due to the CCSS, and lastly, five new administrators (including myself) in all new positions. Needless to say, our district has been experiencing quite a lot of change, and throughout this process (we are nowhere near done), I think I've learned a few things about change...

1). There is no such thing as the stinkin' "easy" button!

2). If people don't know the "why" behind the change, then you might as well save everyone the time and effort and just stop before even starting. People have to know and understand the "why" behind the change before they will ever consider changing. Also, be prepared to explain over and over again the "why," because people will forget and lose sight of the "why" over time. Don't let the process blind your organization of the purpose behind the process...

3). It won't happen quickly... it won't happen easily... and it won't be successful without some kind of a fight. Remember, if it's worth changing, then it's worth fighting for, and when you are talking about philosophical beliefs and longtime ingrained habits, you are talking about passion...

4). Change requires all of us to be both flexible and firm at the same time. Listening and making adjustments can be extremely important and positive when going through the change process. Similarly, there are times in the change process when you have to stand firm and hold your ground. People don't try to circumvent and derail the change process on purpose (I believe in being optimistic), but it does happen and happens frequently. It's during these moments that you need to be firm in your resolve and stick out the process...

5). Change is only change for so long. After a while, change loses it's "newness" and eventually becomes the norm and the way things are done. Don't acknowledge and validate the people who keep holding to the past and continue talking about change that happened long ago. Knowing and understanding the past is important, but only if that information is used to help shape, assist, and support the change process...

6). As part of the change process, you will probably have to do things, say things, and support things you don't necessarily agree with. However, these small steps on the overall journey make the entire process possible, so it's due to these smaller events that the larger event is possible. Keep your sights on the long term goal and objective, and view the short terms goals and objectives as a means to an end...

7). For the change to be successful, the change needs to have some cheerleaders. These cheerleaders need to have a consistent and similar message that focuses on the good that will occur as a result of this change. The change process will fail if the cheerleaders believe that their main goal and focus is to simply not badmouth the change... they need to be visible and vocal advocates spreading the positive word about the change. Allowing people to speak negatively and pessimistically about the change and sitting idly by not saying anything is probably worse than actually saying negative comments toward the change...

8). You will need to put on your big boy or big girl pants. You will need to wear an extra set of armor both on the front and the back, and you will need to keep your emotions and personal feelings in check. Change can be fun, exciting, and beneficial to the entire organization, but it's definitely not easy, and almost always becomes personal...