The document discusses the process of implementing innovations in education. It describes three broad phases: initiation, implementation, and continuation. The initiation phase involves deciding to adopt a change. Implementation involves putting the change into practice. Continuation refers to whether the change becomes embedded long-term. Key factors that influence implementation are the characteristics of the change (need, clarity, complexity), local factors (district, community, principal, teachers), and external factors (state, federal agencies). Successful implementation depends on relevance, readiness, and resources at the local level.
Dr. William Allan Kritsonis earned his BA in 1969 from Central Washington University, Ellensburg, Washington. In 1971, he earned his M.Ed. from Seattle Pacific University. In 1976, he earned his PhD from the University of Iowa. In 1981, he was a Visiting Scholar at Teachers College, Columbia University, New York, and in 1987 was a Visiting Scholar at Stanford University, Palo Alto, California.
In June 2008, Dr. Kritsonis received the Doctor of Humane Letters, School of Graduate Studies from Southern Christian University. The ceremony was held at the Hilton Hotel in New Orleans, Louisiana.
This document discusses factors that affect educational change and the process of implementing change in schools. It outlines three phases of the change process - initiation, implementation, and continuation. Key factors that influence change include relevance of the change, readiness within the school, and available resources. The implementation process requires vision building, evolutionary planning, empowering teachers, and ongoing staff development and problem solving. External agents and the characteristics of the proposed change also impact whether change initiatives are successfully adopted.
This document discusses strategies for creating sustainable change in schools. It outlines five key steps: 1) Conducting an assessment of the school's current state using both leading and lagging indicators to identify root causes preventing goal achievement. 2) Creating a strategic plan focused on the identified needs. 3) Building knowledge and skills through professional development. 4) Implementing the changes outlined in the plan. 5) Monitoring progress and making adjustments as needed based on ongoing data collection. Effective school leadership and ongoing feedback are critical to guiding sustainable improvement efforts.
AIT National Seminar with Chris Rust Emeritus Professor "Redesigning programm...AITLearningandTeaching
The document discusses redesigning programme assessment to better support student learning. It notes that assessment has a major influence on student learning and can undermine learning if not designed well. It outlines problems with current assessment practices, such as a lack of integration and focus on lower-order skills. Solutions proposed include less but better summative assessment linked to learning outcomes, more formative assessment, and developing students' assessment literacy. The document emphasizes the importance of constructive alignment between learning outcomes, teaching methods, and assessment to ensure coherence in student learning.
Equity-Efficiency-Effectiveness through Assessment Levers - 1-23-15Peter Hofman
This document discusses how assessment practices can play an essential role in achieving deeper learning and equity for all students. It argues that four key levers related to assessment are needed: 1) ensuring accessibility of instructional materials for all students, 2) improving educators' assessment literacy, 3) using formative assessment practices, and 4) implementing curriculum-embedded performance assessments. The document claims that making fundamental changes to incorporate these four levers of assessment is essential for improving educational outcomes efficiently and effectively, especially for lower-performing students and reducing achievement gaps.
Formative assessment and contingency in the regulation of learning processes ...Iris Medrano
This document discusses the origins and definitions of formative assessment. It begins by exploring different perspectives on the relationship between instruction and learning. It then reviews the origins of formative assessment, tracing it back to Michael Scriven in 1967 and Benjamin Bloom in 1969. The document examines debates around defining formative assessment, looking at perspectives from Black and Wiliam, Sadler, the Assessment Reform Group, and others. It proposes a definition of formative assessment as any assessment that is used to make decisions about next steps in instruction that are likely to improve learning outcomes compared to decisions made without the assessment evidence.
The document discusses an illuminative/responsive approach to evaluating an English as a foreign language (EFL) learning support program (LSP) in Greece. It describes a 4-step evaluation process: 1) Preparing stakeholders, 2) Identifying the program setting, 3) Sharing, observing, and seeking feedback, and 4) Reviewing, reflecting, and remedying issues. The evaluation aims to foster autonomous learning and involvement of all stakeholders at each step. It is argued that this participatory, formative approach can help programs improve, build ownership among stakeholders, and make evaluation less opposed in the Greek educational system.
Payne's So much reform, So little changeAna Cobani
The document discusses the challenges of implementing educational reforms at scale. It analyzes examples of failed comprehensive reform efforts in Memphis and New Jersey in the 1990s. Some key impediments to successful implementation included inadequate support for schools, burdensome paperwork, staff turnover, and the tendency to discount social/political contexts. The document also notes that many implementation difficulties from decades ago remain problems today, such as leadership changes and lack of understanding of innovations. It argues that successful implementation depends more on the understanding and values of those involved than the programs themselves.
Dr. William Allan Kritsonis earned his BA in 1969 from Central Washington University, Ellensburg, Washington. In 1971, he earned his M.Ed. from Seattle Pacific University. In 1976, he earned his PhD from the University of Iowa. In 1981, he was a Visiting Scholar at Teachers College, Columbia University, New York, and in 1987 was a Visiting Scholar at Stanford University, Palo Alto, California.
In June 2008, Dr. Kritsonis received the Doctor of Humane Letters, School of Graduate Studies from Southern Christian University. The ceremony was held at the Hilton Hotel in New Orleans, Louisiana.
This document discusses factors that affect educational change and the process of implementing change in schools. It outlines three phases of the change process - initiation, implementation, and continuation. Key factors that influence change include relevance of the change, readiness within the school, and available resources. The implementation process requires vision building, evolutionary planning, empowering teachers, and ongoing staff development and problem solving. External agents and the characteristics of the proposed change also impact whether change initiatives are successfully adopted.
This document discusses strategies for creating sustainable change in schools. It outlines five key steps: 1) Conducting an assessment of the school's current state using both leading and lagging indicators to identify root causes preventing goal achievement. 2) Creating a strategic plan focused on the identified needs. 3) Building knowledge and skills through professional development. 4) Implementing the changes outlined in the plan. 5) Monitoring progress and making adjustments as needed based on ongoing data collection. Effective school leadership and ongoing feedback are critical to guiding sustainable improvement efforts.
AIT National Seminar with Chris Rust Emeritus Professor "Redesigning programm...AITLearningandTeaching
The document discusses redesigning programme assessment to better support student learning. It notes that assessment has a major influence on student learning and can undermine learning if not designed well. It outlines problems with current assessment practices, such as a lack of integration and focus on lower-order skills. Solutions proposed include less but better summative assessment linked to learning outcomes, more formative assessment, and developing students' assessment literacy. The document emphasizes the importance of constructive alignment between learning outcomes, teaching methods, and assessment to ensure coherence in student learning.
Equity-Efficiency-Effectiveness through Assessment Levers - 1-23-15Peter Hofman
This document discusses how assessment practices can play an essential role in achieving deeper learning and equity for all students. It argues that four key levers related to assessment are needed: 1) ensuring accessibility of instructional materials for all students, 2) improving educators' assessment literacy, 3) using formative assessment practices, and 4) implementing curriculum-embedded performance assessments. The document claims that making fundamental changes to incorporate these four levers of assessment is essential for improving educational outcomes efficiently and effectively, especially for lower-performing students and reducing achievement gaps.
Formative assessment and contingency in the regulation of learning processes ...Iris Medrano
This document discusses the origins and definitions of formative assessment. It begins by exploring different perspectives on the relationship between instruction and learning. It then reviews the origins of formative assessment, tracing it back to Michael Scriven in 1967 and Benjamin Bloom in 1969. The document examines debates around defining formative assessment, looking at perspectives from Black and Wiliam, Sadler, the Assessment Reform Group, and others. It proposes a definition of formative assessment as any assessment that is used to make decisions about next steps in instruction that are likely to improve learning outcomes compared to decisions made without the assessment evidence.
The document discusses an illuminative/responsive approach to evaluating an English as a foreign language (EFL) learning support program (LSP) in Greece. It describes a 4-step evaluation process: 1) Preparing stakeholders, 2) Identifying the program setting, 3) Sharing, observing, and seeking feedback, and 4) Reviewing, reflecting, and remedying issues. The evaluation aims to foster autonomous learning and involvement of all stakeholders at each step. It is argued that this participatory, formative approach can help programs improve, build ownership among stakeholders, and make evaluation less opposed in the Greek educational system.
Payne's So much reform, So little changeAna Cobani
The document discusses the challenges of implementing educational reforms at scale. It analyzes examples of failed comprehensive reform efforts in Memphis and New Jersey in the 1990s. Some key impediments to successful implementation included inadequate support for schools, burdensome paperwork, staff turnover, and the tendency to discount social/political contexts. The document also notes that many implementation difficulties from decades ago remain problems today, such as leadership changes and lack of understanding of innovations. It argues that successful implementation depends more on the understanding and values of those involved than the programs themselves.
Identifying and Serving Students with Behavior Problemsfiegent
The document discusses identifying and serving students with behavior problems. It describes the process of assessing student needs, determining appropriate intervention levels using response to intervention (RTI) and school-wide positive behavior support (SWPBS) frameworks. These include universal, targeted, and intensive supports matched to student response. The document also examines evidence-based practices, legislation affecting student behavior, definitions of emotional/behavioral disorders, and the process of identifying and placing students in appropriate educational environments.
Steve Vitto Balanced Andrestorative Justice For Kids Steve Vitto
This document discusses balanced and restorative justice (BARJ) as an alternative to punitive approaches for addressing behavioral issues in schools. BARJ focuses on repairing harm, involving victims, offenders, and the community. Consequences under BARJ aim to teach and restore rather than solely punish. Specific restorative practices mentioned include victim impact circles, conferencing, and addressing the root causes of behaviors rather than just the behaviors themselves. The goal is to help students learn appropriate behaviors and repair relationships rather than simply control behavior through fear of punishment.
The document discusses improving the impact and effectiveness of continuing medical education (CME). It notes that passive learning approaches are generally not effective and interactive CME with feedback is more likely to change physician performance. The document advocates moving from passive to performance-based CME and providing opportunities for practice and feedback. It provides strategies for CME providers to focus on clinical problems, learning stages, and start with desired outcomes in mind.
The document discusses research on the impact and effectiveness of teachers. It summarizes several key studies:
1) Studies show that high-quality teachers can have long-term positive impacts on students' outcomes beyond test scores, such as earnings and college attendance. However, precisely evaluating a teacher's impact is difficult.
2) A Tennessee study found that students assigned to more experienced teachers had higher earnings, and those in smaller classes were more likely to attend college.
3) A larger study linking teacher value-added scores to student outcomes as adults found students assigned higher-VA teachers were more likely to attend college, earn more, live in better neighborhoods, and less likely to become pregnant as teens.
4
1. The document describes a co-operative inquiry project that explored how to develop an inter-professional model of learning for students from different professions.
2. Two workshops were held with nursing and social work students to evaluate effective communication, understanding of roles, and sharing of knowledge through group discussions.
3. Feedback found the group discussions more effective than individual presentations at enabling collaboration. The inquiry process helped surface challenges to interprofessional learning but also mirrored the partnership it aimed to develop.
Diffusion of research-based instructional strategies_The case of SCALE-UPXaver Neumeyer
The document discusses research on the spread of the Student-Centered Active Learning Environment with Upside-down Pedagogies (SCALE-UP) instructional model. SCALE-UP began in physics courses but has now spread to over 300 departments across 21 countries. The research aims to understand how educational innovations spread and are adapted at secondary implementation sites. It finds that SCALE-UP has spread widely through both formal channels like publications but also importantly through informal interpersonal networks like colleagues. The study suggests leveraging these interpersonal networks can help accelerate the spread of educational innovations.
Scopus journal jr. of industrial pollution control - effectivenessVictor Solomon
This document summarizes a study on the effectiveness of change management on the behavior of teaching faculty at engineering colleges. It begins with an introduction on change management and discusses concepts like organizational change, leadership, and employee behavior.
The study used surveys to collect data from 424 faculty members across 15 engineering colleges. Statistical analysis through methods like cluster analysis and factor analysis were used to classify faculty based on factors related to communication, technology, culture, adaptability, leadership, compensation, commitment, and behavior.
The results identified different clusters or groups of faculty based on their perceptions of these change management-related factors. For example, faculty were classified into three clusters for factors of communication, technology, culture, and other variables. The analysis
Action research aims to solve problems and build scientific knowledge through collaborative programs of study. It was developed by Kurt Lewin as a new methodology for social science. Action research involves iterative cycles of data collection, feedback, planning, action, and evaluation to solve problems and improve organizations. It can be used both as a process and as an approach to problem solving through collaboration between researchers and practitioners.
Technological, economic, socio-cultural, and political factors are driving the emergence of e-learning. Technological advances like the shift from Web 1.0 to Web 2.0 which allows users to interact and participate online have enabled the growth of e-learning. Economic factors like the lack of workforce are increasing demand for online learning opportunities. Socio-cultural changes mean education needs to prepare students for a more digital world. Political support for developing a "knowledge economy" further pushes the adoption of e-learning.
Delaware County Community College (DCCC) in Media, Pennsylvania, began pursuing Total Quality/Continuous Quality Improvement (TQ/CQI) methods in 1985-86. A major initiative to support TQ/CQI efforts in the classroom was the development of a faculty in-service program to introduce models reflecting TQ/CQI principles and practice.
Hand out from Defining Roles and the Necessary Skills for the 21st Century Paraeducator Given by Mindy Speichler and Cecilia Laughlin at NRCP conference April 1-3, 2016
six Integrative Approaches to Planning and Implementationraymond ramirez
This document discusses the concept of integration in learning and instruction. It describes integration as going beyond just mixing new and existing knowledge, to integrating the new knowledge into the learner's everyday life. Effective integration is demonstrated through skills improvement and the ability to apply knowledge to new problems. However, most education fails to meet this standard of integration. For a technology to be considered integrated, it should not be the focus of attention but rather enable a focus on content. The document argues that developing a systems perspective is critical to understanding how to facilitate effective technology integration in support of learning.
Action research is a practical approach to addressing problems in professional settings like education through a cyclical process of identifying issues, planning and taking action, observing the results, and reflecting to improve practices. It aims to gather evidence to help solve specific problems through research conducted in the setting where the issues exist. The key steps involve identifying problems, analyzing causes, formulating hypotheses for solutions to test, designing tests of hypotheses, and drawing conclusions to modify practices and solve problems. While action research can improve situations, limitations include the time required and that results may not be generalizable to other contexts.
Precision teaching is a method of planning individualized instruction to meet students' needs. It involves setting specific, measurable learning targets and regularly assessing student progress towards those targets through short practice probes. Student performance is charted daily to monitor effectiveness and inform changes to teaching methods. Precision teaching draws on theories of learning hierarchies and the zone of proximal development to focus instruction within a student's capabilities and ensure new skills become fluent before moving on. It has been shown to help students who struggle with accuracy, fluency, self-efficacy or generalization of skills.
Action research is a practical approach to improving professional practices through a cyclical process of identifying problems, planning and implementing solutions, observing the results, and reflecting on lessons learned. It aims to gather evidence to address specific problems in the settings where research is conducted. The document outlines the objectives, steps, and limitations of action research, noting that it involves careful monitoring of planned changes, collaboration, and use of both quantitative and qualitative methods to draw conclusions and modify practices.
Termination Presentation PPT. - Dr. William Allan KritsonisWilliam Kritsonis
PPT. Termination Lecture - Dr. William Allan Kritsonis
The Region 6 Texas National Association for Multicultural Education honors Dr. William Allan Kritsonis as a Professor, Scholar, and Pioneer Publisher for Distinguished Service to Multicultural Research Publishing. The ceremony was on the campus at Texas A&M University, College Station, Texas.
Lunenburg, fred c reducing school violence v1 n1 2010William Kritsonis
This article discusses ways to reduce school violence and classroom disruptions by creating an orderly learning environment. It recommends that schools (1) establish and emphasize academic and behavioral goals, (2) develop a student handbook that clearly outlines rules and consequences, and (3) consistently enforce policies around dress codes, contraband searches, graffiti, electronic devices, and facility design. The article provides examples of specific policies and reviews legal precedents related to student rights.
This article discusses the traits of effective leaders. It defines leadership and distinguishes effective leaders from mere managers. Effective leaders are described as having character, knowing their leadership style, making decisions, developing teams, planning effectively, communicating well, listening to others, managing time efficiently, and implementing plans to achieve goals. The article evaluates these leadership traits using an assessment called the Demoulin Leadership Series (DLS). It concludes that effective leadership can be developed through understanding key traits and areas for improvement.
The article discusses two major challenges facing public schools: teacher quality and student achievement. It notes that the No Child Left Behind Act has increased pressures related to these issues. Specifically, it emphasizes that teacher shortages exist in certain subject areas like STEM fields. To address shortages, alternative certification programs have emerged but their impact on student outcomes is unclear. The article concludes that teacher quality and student achievement are paramount issues that will be shaped by NCLB.
Lunenburg, fred c[1]. state aid to private schools focus v4 n1 2010William Kritsonis
The document summarizes the history of state aid to private schools in the United States regarding the separation of church and state. It discusses key Supreme Court cases that have shifted from preventing public funds from going to religious schools to now allowing it. The crumbling of the separation of church and state is based on Chief Justice Rehnquist's view that the Establishment Clause prohibits a national religion but not government aid to religion. As a result, public funds can now go to religious schools as long as no single religion is preferred.
Before effective instruction can occur, the instructor must consider student readiness by evaluating their knowledge, skills, and abilities. The instructor should design assessments to measure student readiness and assign tasks based on ability. Learning objectives should be clearly defined and broken into smaller tasks. Evaluation and remediation should occur frequently to provide feedback and ensure students can perform tasks before moving on. Reducing student-teacher ratios and using reminders, unifiers, and team-based activities can also improve academic achievement.
Identifying and Serving Students with Behavior Problemsfiegent
The document discusses identifying and serving students with behavior problems. It describes the process of assessing student needs, determining appropriate intervention levels using response to intervention (RTI) and school-wide positive behavior support (SWPBS) frameworks. These include universal, targeted, and intensive supports matched to student response. The document also examines evidence-based practices, legislation affecting student behavior, definitions of emotional/behavioral disorders, and the process of identifying and placing students in appropriate educational environments.
Steve Vitto Balanced Andrestorative Justice For Kids Steve Vitto
This document discusses balanced and restorative justice (BARJ) as an alternative to punitive approaches for addressing behavioral issues in schools. BARJ focuses on repairing harm, involving victims, offenders, and the community. Consequences under BARJ aim to teach and restore rather than solely punish. Specific restorative practices mentioned include victim impact circles, conferencing, and addressing the root causes of behaviors rather than just the behaviors themselves. The goal is to help students learn appropriate behaviors and repair relationships rather than simply control behavior through fear of punishment.
The document discusses improving the impact and effectiveness of continuing medical education (CME). It notes that passive learning approaches are generally not effective and interactive CME with feedback is more likely to change physician performance. The document advocates moving from passive to performance-based CME and providing opportunities for practice and feedback. It provides strategies for CME providers to focus on clinical problems, learning stages, and start with desired outcomes in mind.
The document discusses research on the impact and effectiveness of teachers. It summarizes several key studies:
1) Studies show that high-quality teachers can have long-term positive impacts on students' outcomes beyond test scores, such as earnings and college attendance. However, precisely evaluating a teacher's impact is difficult.
2) A Tennessee study found that students assigned to more experienced teachers had higher earnings, and those in smaller classes were more likely to attend college.
3) A larger study linking teacher value-added scores to student outcomes as adults found students assigned higher-VA teachers were more likely to attend college, earn more, live in better neighborhoods, and less likely to become pregnant as teens.
4
1. The document describes a co-operative inquiry project that explored how to develop an inter-professional model of learning for students from different professions.
2. Two workshops were held with nursing and social work students to evaluate effective communication, understanding of roles, and sharing of knowledge through group discussions.
3. Feedback found the group discussions more effective than individual presentations at enabling collaboration. The inquiry process helped surface challenges to interprofessional learning but also mirrored the partnership it aimed to develop.
Diffusion of research-based instructional strategies_The case of SCALE-UPXaver Neumeyer
The document discusses research on the spread of the Student-Centered Active Learning Environment with Upside-down Pedagogies (SCALE-UP) instructional model. SCALE-UP began in physics courses but has now spread to over 300 departments across 21 countries. The research aims to understand how educational innovations spread and are adapted at secondary implementation sites. It finds that SCALE-UP has spread widely through both formal channels like publications but also importantly through informal interpersonal networks like colleagues. The study suggests leveraging these interpersonal networks can help accelerate the spread of educational innovations.
Scopus journal jr. of industrial pollution control - effectivenessVictor Solomon
This document summarizes a study on the effectiveness of change management on the behavior of teaching faculty at engineering colleges. It begins with an introduction on change management and discusses concepts like organizational change, leadership, and employee behavior.
The study used surveys to collect data from 424 faculty members across 15 engineering colleges. Statistical analysis through methods like cluster analysis and factor analysis were used to classify faculty based on factors related to communication, technology, culture, adaptability, leadership, compensation, commitment, and behavior.
The results identified different clusters or groups of faculty based on their perceptions of these change management-related factors. For example, faculty were classified into three clusters for factors of communication, technology, culture, and other variables. The analysis
Action research aims to solve problems and build scientific knowledge through collaborative programs of study. It was developed by Kurt Lewin as a new methodology for social science. Action research involves iterative cycles of data collection, feedback, planning, action, and evaluation to solve problems and improve organizations. It can be used both as a process and as an approach to problem solving through collaboration between researchers and practitioners.
Technological, economic, socio-cultural, and political factors are driving the emergence of e-learning. Technological advances like the shift from Web 1.0 to Web 2.0 which allows users to interact and participate online have enabled the growth of e-learning. Economic factors like the lack of workforce are increasing demand for online learning opportunities. Socio-cultural changes mean education needs to prepare students for a more digital world. Political support for developing a "knowledge economy" further pushes the adoption of e-learning.
Delaware County Community College (DCCC) in Media, Pennsylvania, began pursuing Total Quality/Continuous Quality Improvement (TQ/CQI) methods in 1985-86. A major initiative to support TQ/CQI efforts in the classroom was the development of a faculty in-service program to introduce models reflecting TQ/CQI principles and practice.
Hand out from Defining Roles and the Necessary Skills for the 21st Century Paraeducator Given by Mindy Speichler and Cecilia Laughlin at NRCP conference April 1-3, 2016
six Integrative Approaches to Planning and Implementationraymond ramirez
This document discusses the concept of integration in learning and instruction. It describes integration as going beyond just mixing new and existing knowledge, to integrating the new knowledge into the learner's everyday life. Effective integration is demonstrated through skills improvement and the ability to apply knowledge to new problems. However, most education fails to meet this standard of integration. For a technology to be considered integrated, it should not be the focus of attention but rather enable a focus on content. The document argues that developing a systems perspective is critical to understanding how to facilitate effective technology integration in support of learning.
Action research is a practical approach to addressing problems in professional settings like education through a cyclical process of identifying issues, planning and taking action, observing the results, and reflecting to improve practices. It aims to gather evidence to help solve specific problems through research conducted in the setting where the issues exist. The key steps involve identifying problems, analyzing causes, formulating hypotheses for solutions to test, designing tests of hypotheses, and drawing conclusions to modify practices and solve problems. While action research can improve situations, limitations include the time required and that results may not be generalizable to other contexts.
Precision teaching is a method of planning individualized instruction to meet students' needs. It involves setting specific, measurable learning targets and regularly assessing student progress towards those targets through short practice probes. Student performance is charted daily to monitor effectiveness and inform changes to teaching methods. Precision teaching draws on theories of learning hierarchies and the zone of proximal development to focus instruction within a student's capabilities and ensure new skills become fluent before moving on. It has been shown to help students who struggle with accuracy, fluency, self-efficacy or generalization of skills.
Action research is a practical approach to improving professional practices through a cyclical process of identifying problems, planning and implementing solutions, observing the results, and reflecting on lessons learned. It aims to gather evidence to address specific problems in the settings where research is conducted. The document outlines the objectives, steps, and limitations of action research, noting that it involves careful monitoring of planned changes, collaboration, and use of both quantitative and qualitative methods to draw conclusions and modify practices.
Termination Presentation PPT. - Dr. William Allan KritsonisWilliam Kritsonis
PPT. Termination Lecture - Dr. William Allan Kritsonis
The Region 6 Texas National Association for Multicultural Education honors Dr. William Allan Kritsonis as a Professor, Scholar, and Pioneer Publisher for Distinguished Service to Multicultural Research Publishing. The ceremony was on the campus at Texas A&M University, College Station, Texas.
Lunenburg, fred c reducing school violence v1 n1 2010William Kritsonis
This article discusses ways to reduce school violence and classroom disruptions by creating an orderly learning environment. It recommends that schools (1) establish and emphasize academic and behavioral goals, (2) develop a student handbook that clearly outlines rules and consequences, and (3) consistently enforce policies around dress codes, contraband searches, graffiti, electronic devices, and facility design. The article provides examples of specific policies and reviews legal precedents related to student rights.
This article discusses the traits of effective leaders. It defines leadership and distinguishes effective leaders from mere managers. Effective leaders are described as having character, knowing their leadership style, making decisions, developing teams, planning effectively, communicating well, listening to others, managing time efficiently, and implementing plans to achieve goals. The article evaluates these leadership traits using an assessment called the Demoulin Leadership Series (DLS). It concludes that effective leadership can be developed through understanding key traits and areas for improvement.
The article discusses two major challenges facing public schools: teacher quality and student achievement. It notes that the No Child Left Behind Act has increased pressures related to these issues. Specifically, it emphasizes that teacher shortages exist in certain subject areas like STEM fields. To address shortages, alternative certification programs have emerged but their impact on student outcomes is unclear. The article concludes that teacher quality and student achievement are paramount issues that will be shaped by NCLB.
Lunenburg, fred c[1]. state aid to private schools focus v4 n1 2010William Kritsonis
The document summarizes the history of state aid to private schools in the United States regarding the separation of church and state. It discusses key Supreme Court cases that have shifted from preventing public funds from going to religious schools to now allowing it. The crumbling of the separation of church and state is based on Chief Justice Rehnquist's view that the Establishment Clause prohibits a national religion but not government aid to religion. As a result, public funds can now go to religious schools as long as no single religion is preferred.
Before effective instruction can occur, the instructor must consider student readiness by evaluating their knowledge, skills, and abilities. The instructor should design assessments to measure student readiness and assign tasks based on ability. Learning objectives should be clearly defined and broken into smaller tasks. Evaluation and remediation should occur frequently to provide feedback and ensure students can perform tasks before moving on. Reducing student-teacher ratios and using reminders, unifiers, and team-based activities can also improve academic achievement.
Dr. William Allan Kritsonis earned his BA in 1969 from Central Washington University, Ellensburg, Washington. In 1971, he earned his M.Ed. from Seattle Pacific University. In 1976, he earned his PhD from the University of Iowa. In 1981, he was a Visiting Scholar at Teachers College, Columbia University, New York, and in 1987 was a Visiting Scholar at Stanford University, Palo Alto, California.
FERPA, also known as the Family Educational Rights and Privacy Act, is a US federal law that protects the privacy of student education records. It requires educational institutions receiving federal funds to annually notify students of their rights to access, amend, and consent to disclose their records. FERPA applies to all schools from elementary through postsecondary level. It defines directory information like name and address that can be disclosed without consent, and non-directory information like grades and social security numbers that require student consent to be shared. Landmark court cases have established that individuals cannot sue for damages due to FERPA violations but schools can lose federal funding for noncompliance.
Legal liabilities for teachers and supervisors can fall under either criminal or civil law. Civil lawsuits usually involve monetary damages for wrongs committed between individuals. All educators have a duty of care for students under tort law. Texas law provides qualified immunity for public school employees as long as they are acting within the scope of their duties and exercising judgment, shielding them from civil liability. However, this immunity does not apply to criminal cases. Federal civil rights lawsuits can also be filed against school districts or employees for depriving individuals of their constitutional rights.
This document summarizes several landmark Supreme Court cases and other cases related to search and seizure policies in public schools. It discusses cases involving strip searches, drug testing, metal detector searches, locker searches, and searches on field trips. The landmark cases established that searches of students by school officials need only be reasonable and do not require a warrant or probable cause. Subsequent cases examined what types of searches were considered reasonable under different circumstances based on factors like individualized suspicion, the intrusiveness of the search, and the school's interest like preventing drugs or weapons.
Clarence Johnson, PhD Dissertation Proposal Defense, Dr. William Allan Kritso...William Kritsonis
Dr. William Allan Kritsonis, PhD Dissertation Chair for Clarence Johnson (CJ), PhD Program in Educational Leadership, PVAMU, Member of the Texas A&M University System.
Influence of Parents on the Persistence Decisions of First-generation Coelleg...William Kritsonis
This study examines the influence of parents on first-generation college students' decisions to persist in their education. The study found that most first-generation students reported high self-efficacy. They received moderate to low parental support, with parents providing little help or monitoring. There was no correlation found between parental influence and students' self-efficacy. The study concludes that institutions should develop programs to replace the lack of parental support, such as mentoring from upperclassmen and programs to help first-generation parents understand the college experience.
A system wide turnaround transformational blueprint(schooling)doneWilliam Kritsonis
Article title: A Suste,-Wide Turnaround/Transformational Blueprint for Closing the Achievement Gap - Publlished in SCHOOLING, 2(2) 2011, National FORUM Journals, www.nationalforum.com - Dr. William Allan Kritsonis, Editor-in-Chief, Houston, Texa (Since 1983)
This document discusses culture and its impact on education. It defines culture and examines its functions, components, and characterizations. Culture provides ways to meet basic needs, a sense of belonging, and determines what is valued in society. However, some cultures privilege certain styles in schools, like written communication and analytic thinking, which can disadvantage students from cultures with different styles. The document cautions against overgeneralizing cultures but notes schools often socialize students into the dominant culture, with effects on student identities. It concludes schools must recognize their role in cultural socialization and take steps to provide an educational experience that does not harm student identities.
NATIONAL FORUM OF EDUCATIONAL ADMINISTRATION AND SUPERVISION JOURNAL, Volume ...William Kritsonis
NATIONAL FORUM OF EDUCATIONAL ADMINISTRATION AND SUPERVISION JOURNAL, Volume 30, Number 2, 2013 - Dr. William Allan Kritsonis, Editor-in-Chief - Website: www.nationalforum.com
Dr. William Allan Kritsonis, Dissertation Chair for Mary Ann Springs, Dissert...William Kritsonis
This dissertation examines the lived experiences of seven African American male educational leaders at a historically Black college and university in Texas through phenomenological interviews and analysis. The study aims to understand the evolution of their leadership over three decades, the impact of critical historical moments on their leadership styles, influential past leaders, factors influencing their decisions despite adversities, the essence of their leadership, and how their leadership has shaped the university. The researcher conducted in-depth interviews with open-ended questions, collected demographic data and artifacts, and analyzed the data through triangulation to discern themes. The dissertation seeks to preserve the legacy of excellence demonstrated by these leaders and inspire future generations.
James Jurica and Lori Webb - Published National Refereed Article in NATIONAL ...William Kritsonis
This article examines a study that surveyed 96 school districts regarding the technology skills expected of new teachers. The study found that districts expect new teachers to seamlessly integrate technology into daily lessons as a supporting tool to enhance learning, rather than teaching technology as a separate subject. Universities can better prepare teachers by modeling technology integration in every course, not just teaching technology skills in isolation. Suggestions include requiring technology use for all coursework and giving preservice teachers hands-on experience with technology during fieldwork.
Dr. William Allan Kritsonis, Editor-in-Chief, NATIONAL FORUM JOURNALS - www.n...William Kritsonis
The document summarizes a study that used a Delphi panel of homeland security experts to identify important subject areas for an undergraduate homeland security degree program. The panel identified 8 major content areas and 23 specific subjects. After further review, the panel agreed on a core curriculum of 13 subjects. The study provides the first steps toward defining the curriculum for this emerging field and notes the need for ongoing consultation with practitioners.
The document discusses the process of implementing educational innovations. It describes three broad phases: initiation, which involves deciding to adopt a change; implementation, involving the first experiences putting the change into practice; and continuation, whether the change becomes incorporated into the system long-term. Many factors influence implementation, including the characteristics of the innovation itself (need, clarity, complexity), local factors (district, community, principal, teachers), and external factors (state/federal policies). Successful implementation depends on relevance, readiness of the organization in terms of capacity and skills, and sufficient resources being available throughout the process.
The document discusses the process of implementing educational change and the key factors involved. It outlines Michael Fullan's three phases of change: initiation, implementation, and continuation. Some of the greatest challenges are bridging the gap between theory and practice of change and understanding that what works in one situation may not work in another. Effective change requires relevance to needs, readiness among stakeholders, and adequate resources. Vision building, evolutionary planning, staff empowerment, development and problem solving are also important aspects of successful change implementation.
Dr. W.A. Kritsonis, National FORUM Journals, www.nationalforum.comWilliam Kritsonis
This document describes the Intentional Teaching Model (INTENT), which provides school leaders with a step-by-step method for conducting effective professional development to promote instructional changes. The model has three phases: 1) assessing teachers' beliefs, 2) establishing shared goals and strategies, and 3) iterative action, evaluation, and reformulation of goals. A key factor for success is the school change agent who guides teachers through reflection, goal-setting, and adapting practices while maintaining morale. The change agent adopts coaching and mentoring roles to challenge reluctant teachers in a supportive manner.
Thank you for the opportunity, but as an AI assistant I do not have the capability to conduct a live teaching demo. My role is to have helpful discussions and provide information to the best of my abilities based on my training. Perhaps we could discuss education, curriculum design or other related topics.
Change, Change Models and The Curriculum ed_093313.pptxIbnRasheedOkunmomi
The document discusses curriculum change, models of curriculum change, and the innovation process. It provides an overview of key topics and then discusses them in more detail. Some of the main points covered include:
1. Curriculum change can occur due to factors like changes in social values, knowledge, or education systems. Different types of change include hardware, software, substitution, alteration, addition, and restructuring.
2. Models for curriculum change include the social interaction approach, which emphasizes language development through social exchange, and the linkage approach, which aims to link research to user needs.
3. The innovation process involves identifying needs, developing and testing solutions, and implementing successful solutions more widely. Planning curriculum change requires identifying
This document discusses curriculum implementation and various models of implementation. It defines curriculum as a planned sequence of learning experiences and implementations as how teachers deliver instruction using specified resources. It describes several models of implementation including the Overcoming Resistance to Change Model (ORC) which focuses on gaining teacher advocates and flexibility, the Leadership Obstacle Course Model which treats resistance as problematic, and the Rand Change Agent Model which sees organizational dynamics as barriers. It emphasizes the importance of support, communication and pacing when implementing new curriculums.
Strategies For Change and curriculum implementation.pptxAneeqa Tahir
The document discusses strategies for curriculum change and implementation. It identifies models of change including external models like research, development and diffusion, and internal models like problem-solving and action research. Factors affecting implementation include characteristics of change, local factors, and external influences. Successful implementation requires time, leadership, incentives, collaboration, and addressing teachers' concerns. Strategies include active participation, balancing pressure and support, changing behaviors and beliefs, and ensuring a sense of ownership.
The Intentional Teaching Model (INTENT) is a step-by-step method for school leaders to conduct professional development aimed at promoting instructional changes in teachers. It involves 4 phases: 1) assessing teacher beliefs, 2) setting goals for instructional changes, 3) implementing changes and evaluating success, and 4) sustaining changes. Critical factors for the change agent leading this include addressing teacher beliefs, supporting implementation through small goals and feedback, and facilitating collaboration through group discussions and observations. When implemented effectively with attention to these factors, INTENT can help schools develop intentional teachers and improve student achievement.
Curriculum change is driven by various factors including technological advances, community needs, political conditions, and global transformations. There are different types of curriculum change such as substitution, alteration, perturbation, and restructuring. The process of curriculum change ideally involves five steps - analyzing the current curriculum, expressing program aims, prioritizing resources, implementing changes, and establishing monitoring tools. Some issues that impact curriculum change are political, societal, economic, technological, social diversity, environmental, and other implementation issues related to infrastructure, faculty development, and program coordination.
Curriculum change/ Curriculum Change Process / Issues in Curriculum Change HennaAnsari
Curriculum Change
Concept of Change
Curriculum change or Revision
Forces Driving Changes
Drivers for curriculum change
Factors influencing the Change in Curriculum
Need to Change the Curriculum
Major Types of Curriculum Change
Process of Curriculum change
Stage of curriculum change Process
Various issues in Curriculum change
Curriculum change is driven by various factors including technological advancement, community needs, political and economic conditions, and global transformations. There are different types of curriculum change such as substitution, alteration, perturbation, and restructuring. The process of curriculum change ideally involves five steps - analyzing the current curriculum, expressing program aims, prioritizing resources, implementing changes, and establishing monitoring tools. Some issues that impact curriculum change are political, societal, economic, technological, social diversity, environmental, and other implementation issues related to infrastructure, faculty development, and program organization.
Impact of educational changes in management ofguevarra_2000
Educational institutions are constantly undergoing changes. Managing change in schools requires identifying gaps between current and future procedures, developing a change management plan, and ensuring staff understand and accept the changes. Successful implementation of changes requires support from administration, agreement among faculty and staff on needed changes, and collaborative monitoring and problem solving. For changes to have a lasting impact, there must be continuous maintenance including sustained interest, financial support, and leadership to carry the changes forward over time.
This document discusses Michael Fullan's model of the change process, which includes three overlapping phases: initiation, implementation, and institutionalization.
The initiation phase involves deciding to embark on an innovation and developing commitment. The implementation phase focuses on putting supports in place to make the change happen through time, feedback, and revision. Finally, the institutionalization phase occurs when the innovation becomes part of the regular way of doing things in the organization.
The document provides details on key activities and factors for success for each phase, emphasizing that institutionalization requires the prior phases to be successfully completed and that leaders must develop constancy of purpose to fully implement change over the long term.
The document discusses curriculum implementation and the factors that affect it. It defines implementation as the actual use of a curriculum in practice. Effective implementation requires leadership, resources, and managing change. Factors like teacher attitudes, support from administrators, and understanding the curriculum can influence how well it is implemented. Different models for implementation are described, such as overcoming resistance to change, which involves 4 stages from initial indifference to focus on student impact. Successful long-term implementation requires institutionalizing the changes so benefits can be sustained.
The document discusses curriculum implementation and the factors that affect it. It defines implementation as the actual use of a curriculum in practice. Effective implementation requires leadership, resources, and managing change. Factors like teacher attitudes, characteristics of the change, and support from the school and district all influence implementation. Different models for implementation are described, including overcoming resistance to change, linkage, and organizational development models. Successful implementation takes time and involves clarifying roles, training, and supporting all parties through the initiation, implementation, and institutionalization stages.
UNIT 1 CURRICULUM CHANGE AND ITS CONCEPTS.docxElieser Sheya
The document discusses curriculum change, including its definition, concepts, and drivers. It notes that curriculum change can be defined as efforts to change aims and objectives of teaching according to values, culture, and resources. Key drivers of change include community, technology, politics, economics, and global transformations. There are various types of curriculum change such as empirical, normative-reeducative, and power strategies. The process of curriculum change generally involves five steps: analysis, mission statement, prioritization, implementation, and monitoring. Some issues that can impact curriculum change are political, societal, economic, technological, related to social diversity, environmental, and institutional.
The document discusses several models for overcoming resistance to change and implementing innovations in schools:
1) The Overcoming Resistance to Change model addresses teachers' fears and involves teachers in discussions. It involves four stages from unrelated concerns to impact-related concerns.
2) The Organizational Development model emphasizes teamwork and organizational culture. It treats implementation as an ongoing, interactive process and focuses on collaboration.
3) The Concerns-Based Adoption model believes change originates with individuals and occurs when their concerns are addressed. It involves stages from awareness to concern for students.
4) The Systems model views the organization as interconnected parts and sees higher-level teams affecting lower-level ones. It requires
This document discusses curriculum change and innovation. It defines change as embracing concepts like improvement and renewal, while being an incremental process. Innovation is defined as intentional improvements. Curriculum change can be in response to societal or technological factors, and occurs through different strategies like substitution or restructuring. Models of change include the research-diffusion model and social interaction approach. Factors driving changes in English language teaching in Malaysia include exam results and globalization. Effective planning involves identifying problems, solutions, and stakeholders, while teachers act as agents of change through professional development.
This document discusses the process of curriculum change. It notes that change is a constant process that requires time, energy, and resources, and should lead to incremental improvements. Curriculum change is not a single event but an ongoing process that involves developing new skills and feelings around new programs. For curriculum change to be successful, it must be supported by individuals within institutions first before the institutions can change. The document also outlines some of the common feelings people experience during periods of change, as well as factors that can drive the need for curriculum change such as expanding knowledge and societal/economic shifts. It describes different types and stages of curriculum change processes.
This document discusses the concept of curriculum change and the factors that drive it. It provides information on:
- The constant nature of change and how it leads to improvement through technological advancement and increasing knowledge.
- Key drivers of curriculum change including community needs, technology, political influences, and complexity from various stakeholder demands.
- Features of successful change including it being an ongoing process that requires support from individuals.
- Types of curriculum changes and strategies for implementing changes.
- The need to develop curriculum change through cooperative goal-setting and problem-solving approaches while maintaining open communication.
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1. Innovations in Education
William Allan Kritsonis, PhD
Sample Question : What is the process of implementing an innovation?
Consider all individuals involved.
The number and dynamics of factors that interact and affect the
process of change are to overwhelming to compute in anything resembling a
fully determined way. We do know more about the processes of change as a
result of the research of the 1970s and 1980s, only to discover that there are
no hard-and-fast rules, rather a set of suggestions or implications given the
contingencies specific to local situations. The uniqueness of the individual
setting is a critical factor. What works in one situation may or may not work
in another. This is not to say that there are not guidelines. Research
findings on the change process should be used less as instruments of
application and more as means of helping practitioners and planners make
sense of planning, implementation strategies, and monitoring.
Most researchers now see three broad phases to the change process.
Initiation Implementation Continuation Outcome
Phase I – variously labeled initiation, mobilization, or adoption consists of
the process that leads up to and includes a decision to adopt or proceed with
a change. Phase II – implementation or initial use (usually the first two or
2. three years) involves the first experiences of attempting to put an idea or
reform into practice. Phase III – called continuation, incorporation, or
institutionalization refers to whether the change gets built in as an ongoing
part of the system or disappears by way of a decision to discard or through
attrition. The concept of outcome provides a more complete overview of the
change process.
In simple terms, someone or some group, for whatever reasons,
initiates or promotes a certain program or direction of change. The direction
of change, which may be more or less defined at the early stages, moves to a
phase of attempted use (implementation), which can be more or less
effective in that use may or may not be accomplished. Continuation is an
extension of the implementation phases in that the new program is sustained
beyond the first year or two (or whatever timeframe is chosen). Outcome,
depending on the objectives, can refer to several different types of results
and can be thought of generally as the degree of school improvement in
relation to a given criteria. Results could include, for example, improved
student learning and attitudes; new skills, attitudes, or satisfaction on the
part of teachers and other school personnel; or improved problem-solving
capacity of the school as an organization.
3. Ideally the best beginnings for the initiation process combines
relevance, readiness, and resources. Relevance includes the interaction of
need, clarity of the innovation (and practitioner’s understanding of it), and
utility, or what it really has to offer teachers and students. Surprisingly,
simple changes are the ones school systems are least likely to adopt and
implement successfully, largely because they are not perceived to be worth
the effort. By contrast, the greatest success is likely to occur when the size
of the change is large enough to require noticeable, sustained effort, but not
so massive that typical users find it necessary to adopt a coping strategy that
seriously distorts the change. Relevance and importance do matter.
Readiness involves the school’s practical and conceptual capacity to
initiate, develop, or adopt a given innovation – the school’s capacity to use
reform. Readiness may be approached in terms of individual and
organization factors. For individuals: Does it address a perceived need? Is
it a reasonable change? Do they posses the requisite knowledge and skills?
Do they have the time? For organizations: Is the change compatible with the
culture of the school? Are facilities, equipment, material, and supplies
available? Are there other crises or other change efforts in progress? The
4. greater the number of no’s, the more reason to take another look at
readiness.
Resources concern the accumulation of and provision of support as a
part of the change process. Just because it is a good and pressing idea,
doesn’t mean that the resources are available to carry it out. People often
underestimate the resources needed to go forward with a change. While
resources are obviously critical during implementation, it is at the initiation
phase that the issue must first be considered and provided for.
The key factors in the implementation process are organized into three
main categories relating to the characteristics of the innovation or change
project, local characteristics, and external factors. The characteristics of
change are need, clarity, complexity, and quality/practicality. Need refers to
whether or not change is required. Many innovations are attempted without
a careful examination of whether or not they address what are perceived to
be priority needs. Teachers, for example, frequently do not see the need for
an advocated change. Several large-scale studies in the United States
confirm the importance of relating need to decisions about innovations or
change directions. Other studies have discovered that implementation if
more effective when it is relatively focused or specific needs are identified.
Complex or multifaceted reforms can also be focused, but they require a
5. great deal of effort to clarify the nature of the needs being addressed. It is
incumbent that a needs assessment be performed to determine with a change
process is warranted.
Clarity (about goals and means) is a perennial problem in the change
process. Even when there is agreement that some kind of change is needed,
as when teachers want to improve some area of the curriculum or improve
the school as a whole, the adopted change may not be at all clear about what
teachers should do differently. The majority of teachers are unable to
identify the essential features of the innovation they are using. Problems
related to clarity have been found in virtually every study of significant
change. Studies have shown that the more complex the reform, the greater
the problem of clarity. Lack of clarity – diffuse goals and unspecified means
of implementation – represents a major problem at the implementation stage;
teachers and others find that change is simply not very clear as to what it
means in practice.
Complexity refers to the difficulty and extent of change required of
the individuals responsible for implementation. The actual amount depends
on the starting point of any given individual or group, but the main idea is
that any change can be examined with regard to difficulty, skill required, and
extent of alterations in beliefs, teaching strategies, and use of materials.
6. Many changes such as open education, systematic direct instruction, inquiry-
oriented social studies, special education, effective schools, parent
involvement, and restructuring experiments requires a sophisticated array of
activities, structures, diagnosis, teaching strategies, and philosophical
understanding if effective implementation is to be achieved.
The last factor associated directly with the nature of change concerns
the quality and practicality of the innovation – whether it is a new
curriculum, a new policy, a restructured school or whatever. The history of
the quality of attempted changes relative to the other three variables (need,
clarity, complexity) is revealing. To say that the importance of the quality of
the change is self-evident is to underestimate how initiation decisions are
made. Inadequate quality and even the simple unavailability of materials
and other resources can result when adoption decisions are made on grounds
of political necessity, or even on the grounds of perceived need without time
for development. When adoption is more important the implementation,
decisions are frequently made without the follow-up or preparation time
necessary to generate adequate materials. Ambitious projects are nearly
always politically driven. Practical changes are those that address salient
needs that fit well with the teachers’ situation, that are focused, and that
include concrete how-to-do-it possibilities. Practical does not necessarily
7. mean easy, but it does mean the presence of next steps. Changes that are
practical, even though of good quality, may be trivial or offensive, while
changes that are complex may not be practically worked out.
Local factors that play a major role in the implementation phase of the
change process consist of district, community, principal, and teacher. The
importance of the district’s history of innovation attempts can be stated in
the form of a proposition: The more the teachers and others have had
negative experiences with previous implementation attempts in the district
or elsewhere, the more cynical or apathetic they will be about the next
change presented regardless of the merit of the new idea or program.
Districts can develop an incapacity for change as well as a capacity for it.
Individual teachers and single schools can bring about change without the
support of central administrators, but district-wide change will not happen.
Although it has always been said that the superintendent and the principal
are critical to educational change, it is only recently that we are beginning to
understand more specifically what that means in practice. Research shows
that the support of central administrators is critical for change in district
practice.
It is very difficult to generalize about the role of communities and
school boards regarding implementation. Research shows that community
8. support of the school was correlated positively with innovativeness. There
is also evidence that rural school districts not only have less access to
innovations but also are often too distant geographically from needed
sources of assistance during implementation.
All major research on innovation and school effectiveness shows that
the principal strongly influences the likelihood of change, but it also
indicates that most principals do not play instructional or change leadership
roles. Principals’ actions serve to legitimate whether a change is to be taken
seriously (and not all changes are) and to support teachers both
psychologically and with resources.
Both individual teacher characteristics and collective play roles in
determining implementation. The psychological state of a teacher can be
more or less predisposed toward considering and acting on improvements.
Some teachers, depending on their personality and influenced by their
previous experiences and stage of career, are more self-actualized and have a
greater sense of efficacy, which leads them to take action and persist in the
effort required to bring about successful implementation in the change
process.
External factors that influence the implementation phase in the change
process are state departments of education and federal agencies. State and
9. national priorities for education are set according to the political forces, and
lobbying of interest groups, government bureaucracies, and elected
representatives. Legislation, new policies, and new program initiatives arise
from public concerns that the education system is not doing an adequate job
of teaching basics, developing career relevant skills for the economic
system, producing effective citizens, meeting the needs of at-risk children –
recent immigrants or handicapped children or cultural minorities – and so
on. These sources of reform put pressure on local districts (sometimes to the
point of force) and also provide various incentives for changing in the
desired direction. Whether or not implementation occurs will depend on the
congruence between the reforms and local needs, and how the changes are
introduced and followed through. The multiplicity of post-adoption
decisions after education legislation or new policies involves several layers
of agencies. That success is achieved in many instances is a reflection that
some people “out there” know what they are doing. Sharing and developing
this know-how should be a major goal of those interested in educational
change.
The problem of continuation is endemic to all innovations irrespective
of whether they arise from external initiative or are internally developed.
Continuation of innovations depends on whether or not the change gets
10. embedded or built into the structure (through policy, budget, timetable, etc.),
has (by the time of the continuation phase) generated a critical mass of
administrators and teachers who are skilled in and committed to the change,
and has established procedures for continuing assistance, especially relative
to supporting new teachers and administrators.
Reform is badly needed, yet people’s experience with change is
overwhelmingly negative – imposition is the norm, costs outweigh the
benefits, the few successes are short-lived. The only way out of this
dilemma is for individuals to take responsibility for empowering themselves
and others through becoming experts in the change process. New values are
needed for leadership in tomorrow’s schools as compared to the present:
Value 1: Openness to Participation
Today’s Value: Our organization values employees listening to the
organization’s leaders and doing what the leaders tell them to do.
Tomorrow’s Value: Our organization values employees actively
participating in any discussion or decision affecting them
Value 2: Openness to Diversity
Today’s Value: Our organization values employees falling in line with the
overall organizational direction.
Tomorrow’s Value: Our organization values diversity in perspectives
leading to a deeper understanding of organizational reality and an enriched
knowledge base for decision making.
Value 3: Openness to Conflict
Today’s Value: Our organization values employees communicating a
climate of group harmony and happiness.
Tomorrow’s Value: Our organization values employees resolving conflict in
a healthy way that leads to stronger solutions for complex issues.
11. Value 4: Openness to Reflection
Today’s Value: Our organization values employees conveying a climate of
decisiveness. Firm decisions are made and implemented without looking
back.
Tomorrow’s Value: Our organization values employees reflecting on their
own and others’ thinking in order to achieve better organizational decisions.
Value 5: Openness to Mistakes
Today’s Value: Our organization values employees concentrating on making
no mistakes and working as efficiently as possible.
Tomorrow’s Value: Our organization values employees acknowledging
mistakes and learning from them.
12. Internet Links
The Learning Revolution http://www.context.org/ICLIB/IC27/TOC27.htm
The Education & Research Network http://www.aera.net/
The Center for Education Reform http://www.edreform.com/
School Choices http://www.schoolchoices.org/
Effective Education http://klimag.tripod.ca/ed.html
Public Education Network http://www.publiceducation.org/
Education Reform http://www.teach-nology.com/
General Education Reform
http://www.enc.org/professional/research/journal/generalreform/
The Teacher’s Guide – Educational Reform
http://www.theteachersguide.com/Educationreform.htm
The Progress of Education Reform
http://www.ecs.org/html/educationIssues/ProgressofReform.asp
13. Key Terms and Definitions
1. Implementation: or initial use (usually the first two or three years)
involves the first experiences of attempting to put an idea or reform into
practice.
2. Initiation: mobilization, or adoption consists of the process that leads up
to and includes a decision to adopt or proceed with a change.
3. Continuation: incorporation, or institutionalization refers to whether the
change gets built in as an ongoing part of the system or disappears by
way of a decision to discard or through attrition.
4. Relevance: includes the interaction of need, clarity of the innovation (and
practitioner’s understanding of it), and utility, or what it really has to
offer teachers and students.
5. Readiness: involves the school’s practical and conceptual capacity to
initiate, develop, or adopt a given innovation – the school’s capacity to
use reform.
6. Resources: concern the accumulation of and provision of support as a
part of the change process.
7. Need: refers to whether or not change is required.
8. Clarity: (about goals and means) is a perennial problem in the change
process. Understanding every detail of the goals and means.
9. Complexity: refers to the difficulty and extent of change required of the
individuals responsible for implementation.
14. 10.Local factors: district, community, principal, and teacher.
11.External factors: state departments of education and federal agencies.
12.Continuation: whether or not the change gets embedded or built into the
structure (through policy, budget, timetable, etc.), has (by the time of the
continuation phase) generated a critical mass of administrators and
teachers who are skilled in and committed to the change, and has
established procedures for continuing assistance, especially relative to
supporting new teachers and administrators.