Leading organization change is complex and based heavily in human psychology to identify and change vital behaviors. I have explored different models that lead to desired outcomes, and have also learned about leadership and communication styles for success. The models explored include the golden circle, the influencer model, and the four disciplines of execution (4DX), along with learning to be a self-differentiated leader utilizing crucial conversations as a tool to communicate. Deciding which model or combination of models to use relies on knowing the group or team, and requires a tremendous amount of self-reflection and regulation to become a self-differentiated leader.
Through the golden circle, I learned the importance of knowing and clarifying my “why”. Starting with the why and moving into the how and what will pull at heartstrings to motivate change. My “why” is that I believe the children of Cleveland, Ohio deserve a joyful and personalized learning experience that is worthy of their productive struggle. The rational thoughts or reasonings are not as powerful as reaching the heart strings with our passion and purpose. The plan is always start with the “why” when desiring to lead organization change.
We learned about different change strategies, and I built out some plans for change using the influencer model with the six influences of change and another with the four disciplines of execution model. Influencing change is a strategic process that requires intentional planning.
The influencer model builds on the idea that we have a “why” or very clear desired result goal statement that is measurable. The influencer model clearly keeps the focus on the desired result(s), the influencers, and the vital behaviors that need to shift to achieve the desired result. The influencer model with the six sources of influence is one organization change model options we can use to lead us to the desired behaviors needed for organization change in our district.
Another change model is the four disciplines of execution (4DX) that can be utilized to achieve our desired goals. I created a 4DX plan using the 4DX model within the 5 stages of change to successfully implement blended learning in our district. The 4 Disciplines of Execution include a wildly important goal (WIG), lead measures, scoreboard, and cadence for accountability. Pairing these components with the 5 stages of behavior change that include getting clear, launch, adoption, optimization, and habits will ensure success. The key to the 4DX plan is key stakeholder investment in the process.
In many ways, the Influencer model and 4DX compliment each other. The Wildly important goal from 4DX is similar to the Goal statement in influencer model, but developed together verses given. The lead measures are similar to the vital behaviors, and the scoreboard is similar to the success indicators, but just made visible and public. The cadence of accountability enhances the influencer model as it empowers the team to own the short term goal setting and schedules frequent sessions to this important work. I think the biggest difference with the two strategies is the ownership piece. Influencer is a heavy planning lift on the leader, but for the 4DX model, the process is done hand-in-hand with more of the ownership on the key players. It is very important to know the audience and who would work best under more direction vs. more choice and ownership. Perhaps utilizing both models in a hybrid approach would work best in our district.
When leading this work, it is vitally important to be a self-differentiated leader. I plan to invest in self-reflection, and setting clearly defined boundaries with my team, so that I can make hard decisions without emotional ties. I also plan to use crucial conversations as a tool to open dialogue in a safe space to genuinely seek mutual purpose when needed.
References:
Chesney, C., Covey, S., Huling, J. (2021). The 4 disciplines of execution: Achieving your wildly important goals, 2nd Edition. Simon & Schuster, Inc.
Grenny, J., Patterson, K., Maxfield, D., McMillan, R., Switzler, A. (2013). Influencer: The new science of leading change, 2nd edition. Vitalsmarts.
Harapnuik, D. (2015, January). The head won’t go where the heart hasn’t been. [Video]. Retrieved October 23, 2022, from https://www.harapnuik.org/?p=5461
Kotter, J. (2011, March 23). The heart of change. [Video]. Retrieved October 23, 2022, from https://youtu.be/1NKti9MyAAw