Changes: Piecing it ALL Together

 

At the beginning of the Applied Digital Learning (ADL) the biggest task of all was coming with an innovation plan. The innovation plan allowed us, the learner, to us to think of a disruptive way in which we view a task that can be changed for the greater good of the organization where we are employed. When 5304 came around, the pieces came together to implement my innovation plan. 

The first step in implementing my innovation plan as a leader is connecting the Why to my innovation proposal, which is the first step in getting your team onboard with your innovation plan. 

 

Why=The Purpose: I believe in igniting students to take over their creativity and control of their work.

How=The Process: This process will be conducted through implementing e-Portfolios in the Reading/Language Arts classroom.

What=The Result: I do this to create a rich environment in which learners will apply skills to monitor and progress their own writing skills in a technological enriched world. 

 

I believe in challenging others to think differently and the status quo (Sinek, 2009). Like Sinek, I believe in challenging the status quo. More importantly, our current generation of students go through life, they will be exposed to technological advances as they further education or in the workforce. So much so, students as young as fourth grade like to take control of their own work and creativity.

 

As a leader, I do realize change is never easy, especially when it is an idea which could benefit the organization. That said, it is important for me, the leader, to utilize a plan, a plan in which will influence the organization. To achieve my plan to influence my organization, I will implement an Influencer Model to achieve results. More importantly, I need to change Vital Behaviors I’m trying to change, which are:

• Teachers are refusing to change/not open to change: I will show them how efficient writing progress is through the e-Portfolio.

• Teachers who do not support this initiative due to feeling like they lack knowledge in technology implementation will receive an incentive out of implementing the initiative. 

 

To be an influencer, I must get my team on board, or get my team to achieve results–my team needs to be held accountable for their actions, including myself. As a leader and influencer, I can influence others and change their behavior to achieve results (Grenny, 2013). Thus, I must create a culture of accountability and responsibility within my innovation plan. For this plan of action, I need to create a plan of execution and understand how to execute the change. That said, a model of the 4 Disciplines of Execution by McCheseny, Covey and Huling, needs to be implemented, as well as a model for 5 Stages of Change. Firstly, I need to focus on the WIG, which is, by the end of the 2027 school year, 5th graders will have established a Google Site as an e-Portfolio. Secondly, act on lead measures, which is we must measure the progress in real time and identify those actions. Thirdly, keep a compelling scoreboard, which is visible to the team. This will be executed displaying a scoreboard in either a lounge or the conference room, where everyone can view our goals being met in real time. The scoreboard will also show the lead and lag measures, which are 

• Lead Measure: 5th Graders will input their writing samples from Kindergarten to 5th grade into their Google Sites 1-2 times a week for 30 minutes.

• Lead Measure: Students will devote creating their Google Sites website 1-2 times a week for 30 minutes. 

• Lag Measure: 100% of 5th graders will have created their e-Portofolio by the end of the 2027 school year. 

 

Last but not least in the execution model is creating a Cadence of Accountability for both the leader(s) and the team to be held accountable. This will look like 

1. Staff utilizes lesson plans 

2. A checklist is created to show what has been completed

3. Weekly check-ins are made with the team to ensure accountability, and if there are any questions or help needed. 

 

For the 5 Stages of Change I will aid the team in 4DX work sessions, such as a huddle; launch the team into a WIG to kick off the meeting; Get team members onboard for the 4DX process with new behaviors; optimize the power of teamwork; and for good habits where changes are observed within the team as habits are developed through accountability, and performance improves.

 

In conclusion, this leads to me, the leader, a Self-Differentiated Leader implementing the change and being the change. To be a leader, you must have those crucial, but difficult conversations. To move forward with change, I need to have a voice and be fearless in leading my organization with my innovation plan. 

​

References

Cross, J. (2013). Three myths of behavior change: What you think you know that you don’t. TEDx. YouTube. https://www.youtube.com/watch?v=l5d8GW6GdR0

Grenny, J. (2013). Change behavior: Change the world. TEDx. YouTube. https://www.youtube.com/watch?v=6T9TYz5Uxl0

Kotter, J. (2011, March 23). [Dr. John Kotter] John Kotter - The heart of change [Video]. YouTube. https://www.youtube.com/watch?v=1NKti9MyAAw

Sinek, S. TEDx Talks. (2009, September 29). Start with why -- how great leaders inspire action [Video]. YouTube. https://www.youtube.com/watch?v=u4ZoJKF_VuA

​

​

​

​