1. Change Research
Kevin Watts
When looking into research done with the focus on change, research has indicated school
districts, which have focused on district driven type successes, can be successful. The article
District-driven Success: Research and implications for large-scale reform by the University
Council for Education Administration (UCEA) in October 2009, indicates districts showed
success when employing processes that included development of shared vision which was
supported by planning and goals: the strategic allocation of resources: capacity building: and
expansion of partnerships. ("District-driven success: Research," 2009)
This study goes on to discuss the successful districts showed intentional development of
their staff. Additionally, the districts took a total approach when looking at staff members’
value. These districts deemed staff as nit just teachers, principals but included office staff as
well. The article goes on to mention that the district did not work in isolation type environment.
These districts took on a community-based approach collaborating with grassroots members of
the community such as parents and businesses to develop partnerships. This correlates with
Fullan’s thoughts on the three R’s relevance, readiness, and resources. The willingness to work
together and ensure the resources are in place and the group has a shared vision has shown itself
to be key components in facilitating change.
John Kotter, the Konosuke Matsushita professor of leadership emeritus at Harvard
Business School and author of some 15 books on leadership and change, is particularly familiar
with the problem. According to the work produced by Dr. John Kotter, there are eight steps in
the process for leading change. Interestingly, several of the steps relate back to the UCEA
findings. In Kotter’s work, he suggests you must establish a sense of urgency presenting the
problematic issue. In step two Kotter encourages the leader to find people that believe change is
necessary and build on that with a coalition. Kotter continues through the steps such as
developing a change of vision, ensuring the people understand the vision and get buy-in. These
steps are a few of the points Kotter brings out to try to help an organization effect a change.
Organizational change can be successful as long as the leader keeps the organization in
mind. Facilitating change takes constant communication and education throughout the group. In
the book Listen up leader by David Cottrell, he points out that some research has indicated that
teams spend as much as 5 and a half hours a week on unclear communications. Calculating that
over the span of a year, it equates to seven weeks per person. This calculation is based upon
regular daily duties. Now inject change or a new direction into the mix and quickly the value of
clear and understanding communications becomes important. When looking into what
encourages employees, the first point on the list was “Share your vision – what you want us to
accomplish”. (Contrell, 2000) Additionally included in the list was to tell the team how they are
doing and where they fit into the grand design of the plan. Throughout this paper, the discussion
has been focused on change and how it can be successful. Contrell would remind everyone that
a leader is “a person who leads others along a way; a guide.” Throughout the various research
and publications on change, they all require a leader to develop and ensure their success.
The concept is very important when working with those who are on my team. The need
to remember to allow them a voice when possible, even when the final decision is mine.
Additionally, keeping the team informed on the various goals that we are working on and the
expected outcome. Currently, the Phoenix Police Department is in flux with changes due to the

2. staffing and budget issues. Applying these concepts in the areas I can may assist those who work
with me in the transition.
Cottrell, D. (2000). Listen up leader. Flower Mound, TX: MultiAd.
District-driven success: Research and implications for large-scale reform. (2009,
October). the University Council for Education Administration. Retrieved October 29, 2013,
from http://files.eric.ed.gov/fulltext/ED520573.pdf
Kotter, D. (2012). The 8-step process for leading change. Retrieved from
http://www.kotterinternational.com/our-principles/changesteps