Curtis Griffin
       Assistant Superintendent
Hatboro-Horsham School District
Sustainability – Honest Assessment

    System Change Should be the Focus

    Change the Culture by Changing Behavior
...
“Theories that travel well are those that
  practically and insightfully guide the
  understanding of complex situations a...
In today's work environment there are not

    many fundamental tenets that are both
    broadly accepted and impervious ...
Change is a process not an event



    Change process can be viewed as sequences

    of individual and collective
    ...
In most studies of reengineering projects and

    other major change efforts, 70% of the
    initiatives are judged not ...
“Beyond the implementation phase of change, in which new

    ideas and practices are tried for the first time, is allusi...
Individual
         or Work Unit
Group
System
When some aspect of the system is changed,

    other aspects eventually will be affected (Burke,
    1980).
    There is...
The organization’s culture must be changed if

    the success of the overall change will be realized!
    The people sid...
Confusing outcomes with behaviors is no

    small issue. It turns out that without
    behavioral focus, people don't ch...
Kurt Lewin (1949): quot;Quasi-Stationary Social

    Equilibria“
    Dr. Elisabeth Kubler-Ross (1969) On Death

    and ...
This theory describes

    the how balanced or
    imbalanced quot;force
    fieldsquot; determine
    whether social
   ...
 Unfreezing
 Moving
 Freezing
Dissatisfaction with the Status Quo
◦
    Existence Knowledge and Skills
◦
    Availability of Resources
◦
    Availabilit...
Something is not right. Things could be

    better. Others are moving ahead; we are
    standing still. There must be so...
The knowledge and skills are those required

    by the ultimate user of the innovation This is
    one of the most impor...
This condition refers to the things that are

    required to make implementation work. It
    includes hardware, softwar...
Implementators need time to acquire

    knowledge and skills, plan for use, adapt,
    integrate and reflect upon what t...
The studies discovered a minor conflict between

    the words “reward” and “incentive.” An incentive
    is something th...
Participation means shared decision making;

    communication among all parties involved in
    the process and, when di...
This condition demonstrates firm and visible

    evidence that there is endorsement and
    continuing support for imple...
Leadership, in this case, is two-pronged:

    ◦ (1) leadership of the executive officer of the
      organization, and s...
Sustainability: What are the initiatives that are

    competing for position within your environment?
    Change the Sys...
One To One Computer Conference Presentation Iii
One To One Computer Conference Presentation Iii
One To One Computer Conference Presentation Iii
One To One Computer Conference Presentation Iii
One To One Computer Conference Presentation Iii
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One To One Computer Conference Presentation Iii

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Presentation on Change and Sustainability

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One To One Computer Conference Presentation Iii

  1. 1. Curtis Griffin Assistant Superintendent Hatboro-Horsham School District
  2. 2. Sustainability – Honest Assessment  System Change Should be the Focus  Change the Culture by Changing Behavior  May the “Forces” be with you!  Change Happens to People  Leaders Facilitate Conditions 
  3. 3. “Theories that travel well are those that practically and insightfully guide the understanding of complex situations and point to actions likely to be effective under the circumstances” (Michael Fullan,2008)
  4. 4. In today's work environment there are not  many fundamental tenets that are both broadly accepted and impervious to the test of time. However, one such tenet is that change is pervasive - it is a constant and common element that impacts human kind individually and organizationally, day in and day out. (Elrod and Tippett 2002)
  5. 5. Change is a process not an event  Change process can be viewed as sequences  of individual and collective events, actions, and activities unfolding over time and context that describe or account for how entities develop or change. (Pettigrew, Woodman, & Cameron, 2001)
  6. 6. In most studies of reengineering projects and  other major change efforts, 70% of the initiatives are judged not to have met. (Schneider and Goldwasser, 1998) Change or Die - Allen Deutschman 
  7. 7. “Beyond the implementation phase of change, in which new  ideas and practices are tried for the first time, is allusive institutional phase, in which these practices are integrated into teachers repertoires and affect many teachers, not just a few”. (S.Anderson and S. Stiegelbauer, 1994) The term sustainability was first coined in the environmental  field by Lester Brown, founder of the Worldwatch Institute, in the early 1980s. He defined “a sustainable society as one that is able to satisfy its needs without diminishing the opportunities of future generations to meet theirs” “Sustainability does not simply mean whether something will  last. It addresses how particular initiatives can be developed without compromising the development of others in the surrounding environment now and in the future”. (Hargreaves and Fink , 2006)
  8. 8. Individual or Work Unit Group System
  9. 9. When some aspect of the system is changed,  other aspects eventually will be affected (Burke, 1980). There is scant evidence that attempting to  change individuals will in turn change the organization (Campbell & Dunnette, 1968). The target for change, then is the system not the individual (Burke & Schmidt, 1971) Organizational change relates to the open-  system characteristics of importation of energy and negative entropy --- considerable attention to the use of Human Energy (norms, rewards, authority structure, cross purpose action, etc.) (Burke, 2008)
  10. 10. The organization’s culture must be changed if  the success of the overall change will be realized! The people side, the emotional component of  organization change “the change monster” – the human forces that either facilitate or prevent transformation (Duck, 2001) ◦ You don’t change the culture by trying to change the culture. The culture is the way of doing things around here and concerns deeply held beliefs , attitudes and values. Start by changing the behavior that will lead to  the desired in attitudes and values.
  11. 11. Confusing outcomes with behaviors is no  small issue. It turns out that without behavioral focus, people don't choose to enact the right behaviors. ◦ search for behaviors ◦ search for vital behaviors ◦ search for recovery behaviors
  12. 12. Kurt Lewin (1949): quot;Quasi-Stationary Social  Equilibria“ Dr. Elisabeth Kubler-Ross (1969) On Death  and Dying
  13. 13. This theory describes  the how balanced or imbalanced quot;force fieldsquot; determine whether social systems maintain equilibrium or change to new states. Force Field Template 
  14. 14.  Unfreezing  Moving  Freezing
  15. 15. Dissatisfaction with the Status Quo ◦ Existence Knowledge and Skills ◦ Availability of Resources ◦ Availability of Time ◦ Rewards and Incentives ◦ Participation ◦ Commitment ◦ Leadership ◦
  16. 16. Something is not right. Things could be  better. Others are moving ahead; we are standing still. There must be something we can do to improve our situation. Whether the dissatisfaction is an innate feeling or an induced state (as brought about by marketing campaigns, for example) it is an emotion that calls for change.
  17. 17. The knowledge and skills are those required  by the ultimate user of the innovation This is one of the most important factors leading to implementation.
  18. 18. This condition refers to the things that are  required to make implementation work. It includes hardware, software, publications, audiovisual media and other teaching materials. Reference to funding in general is also an indicator of the money required to obtain these resources.
  19. 19. Implementators need time to acquire  knowledge and skills, plan for use, adapt, integrate and reflect upon what they are doing. This means good time, “company” time, paid time arranged for by the organization where the innovation will be implemented. It sometimes means the willingness of individuals to contribute some of their own personal time to the process.
  20. 20. The studies discovered a minor conflict between  the words “reward” and “incentive.” An incentive is something that serves as an expectation of a reward or fear of punishment. It serves as a stimulus to move an individual to action. A reward is something given for performance-an action that demonstrates satisfaction with a job well done. The complication is extended by the difference between an extrinsic reward and an intrinsic reward. Extrinsic rewards can be observed; intrinsic rewards are internal to the individual. It is difficult to measure the “satisfaction” that may be felt by users of the innovation.
  21. 21. Participation means shared decision making;  communication among all parties involved in the process and, when direct participation is not possible, the implementers should feel that their ideas are represented through a surrogate.
  22. 22. This condition demonstrates firm and visible  evidence that there is endorsement and continuing support for implementation of the innovation. This factor may be expressed by the primary leader (a principal of a school, for example) or a group, such as a board of directors. This condition is usually measured by the perceptions of the implementators rather than public acknowledgement of policy.
  23. 23. Leadership, in this case, is two-pronged:  ◦ (1) leadership of the executive officer of the organization, and sometimes of a board, and ◦ (2) project leadership which is more closely related to the day-to-day activities of the innovation being implemented. ◦ Once the executive leadership is evident, then the project leadership becomes even more important because the person who can help with the implementation is closer to the end user.
  24. 24. Sustainability: What are the initiatives that are  competing for position within your environment? Change the System: How or how not are your  technology related change efforts focused are focused on system change? Change Behaviors: Identify specific vital behaviors for  the utilization of technology as a tool for learning. Force Field Analysis: Identify in your environment  driving and restraining forces impacting the utilization of technology as a tool for learning. Facilitating Conditions: Using the Ely’s environmental  conditions identify specific actions - “behaviors” that can facilitate the change process.

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