Eric C. Sheninger's Blog, page 9

How Pace Benefits All Learners

When you think about how you learn best, what comes to mind? Your response most likely flies in the face of how you were taught, and the same could be said of students today. If all kids are doing the same thing, the same way, at the same time, the experience is more impersonal than personal. It might work for some, but definitely not all. Learning is a process, not an event. It is more about the experience as opposed to a single lesson, curriculum, or assessment. So, what does or can, this look and feel like? In Disruptive Thinking in Our Classrooms, I defined personalization as ALL learners getting what they need, when and where they need it, to succeed. Time is a critical element in this process. 

Pacing is an essential element of personalized learning because it allows all students to thrive. By enabling students to learn at their own pace, personalization ensures that all students have the opportunity to reach their full potential. Pacing is critical when it comes to personalized pedagogy because it affects a number of factors that are essential for learning, including:

Students learn at different paces. Not all students learn at the same rate. Some students may need more time to process information, while others may be able to learn more quickly. Pacing can impact engagement. When students are able to learn at their own pace, they are more likely to be invested in the learning process. This is because they are not forced to keep up with a group that is moving too quickly for them or to wait for a group that is moving too slowly.Pacing can affect understanding. When students are able to learn at their own pace, they are more likely to comprehend the material. This is because they have the time to process the information and to ask questions if they do not understand something.Pacing can increase motivation. When students see they are making progress, they are more likely to be empowered to continue learning. This is because they feel like they are in control of their own learning and capable of succeeding, which is a crucial tenant of ownership.

In addition to these reasons, pacing is also vital for personalized learning because it allows students to focus on their strengths and interests. When students can learn at their own pace, they can spend more time on concepts they are interested in while concentrating more on areas of perceived difficulty. This can help them to develop essential competencies in those areas. Overall, pace is critical to personalized learning because it allows all students to succeed. 

There are a number of ways to implement pacing in personalized learning. One way is to use a variety of learning activities that allow students to learn at different levels and at different paces. For example, some students learn best by reading, while others learn best by listening to lectures or doing hands-on activities. By providing a variety of learning activities, teachers can ensure that all students have the opportunity to learn at their own pace.

Another way to implement pacing in personalized learning is to use technology. Several software programs allow teachers to create personalized learning plans for their students. These programs can track students' progress and adjust the pace of learning accordingly.

Here are some tips for pacing in personalized learning:

Start by assessing students' individual needs. This will help you to determine how much time each student needs to learn the material. Consider common formative assessments, routine benchmarks, or the regular use of adaptive learning tools to get and then act on quality data. With useable data at their fingertips, educators can group, regroup, differentiate, target instruction, and implement Response to Intervention (RTI) with fidelity based on need. Implement a variety of learning activities. This will allow students to learn at different levels and at different paces. Sound pedagogical strategies such as station rotation, choice activities, playlists, and flipped lessons can be leveraged. Be flexible. Be willing to adjust the pace of the learning as needed. Consider using timers during tier 1 instructional activities as well as more robust pedagogical tasks.Provide regular feedback. This will help students to track their progress and to stay motivated.

Pace is a critical element of personalization because it allows students to exhibit more ownership of their learning. This is important because not all students learn at the same rate. Some students may need more time to process information, while others may be able to learn more quickly. By allowing students to learn at their own pace, personalized learning ensures that all students have the opportunity to succeed.

Keep these tips in mind so you can ensure that the pace of personalized learning is appropriate for your students and that they are able to learn effectively.

The Magnitude of Follow-Through

"It's the follow-through that makes the great difference between success and failure, because it's so easy to stop." - Charles F. Kettering

Have you ever made a commitment to do something, only to find yourself needing to follow through? How about getting motivated at a conference or professional learning, only to keep everything the same once you are back in your classroom, school, or district? What about promising students assignments would be graded within a specific timeframe only to not deliver on that promise? If so, you're not alone. While I still struggle with visualizing new ideas and how they will play out when acted upon, I have made a great deal of progress. Truth be told, many people struggle with follow-through, but it's a vital competency to develop.

There are many reasons why following through is essential. First, it shows that you're reliable and trustworthy. People expect you to keep your word and take action when you make a commitment or bold proclamation. If you don't follow through, you'll damage your reputation and make it harder for people to trust you in the future. From an individual standpoint, it helps you achieve your goals. When you establish where you want to go, you're more likely to reach it if you're able to follow through on the steps necessary to achieve it. If you keep putting things off or giving up on your goals, it becomes much harder to reach your full potential. Following through builds self-confidence. When you're able to complete a task or achieve a goal, it gives you a sense of accomplishment and makes you feel good about yourself. This can boost your self-confidence and make you more likely to take on new challenges.

Rina Koshkina shared the following advice:

There are many things in life that are out of our control, but you have full control over your ability to follow through. You are the only one who can choose to be consistent and proactive, creating the sense of accomplishment and closure for yourself and those around you.

You can do a few things to improve your willingness to follow through:

Breaking down your goals into smaller, more manageable steps is important. This will make them seem less daunting and more achievable.Set deadlines for yourself and stick to them. I can speak to how this dramatically helps me stay on track and avoid procrastination when writing, preparing presentations, and mapping out model lessons to facilitate when coaching.Find a way to stay motivated. Consider setting alarms on your phone, putting reminders into an online calendar, finding a colleague to work with, developing rewards for yourself, or simply reminding yourself why you want to achieve your goal.

Following through is a skill that takes practice, but it's worth it. When you can follow through on your commitments, you'll be more successful in both your personal and professional life. You'll also build stronger relationships and gain a reputation for being reliable and trustworthy. So, if you want to improve your follow-through skills, start by breaking down your goals into smaller steps, setting deadlines, and finding a way to stay motivated. With a bit of practice, you'll be able to follow through on your commitments and achieve your goals.

In addition to the benefits mentioned above, following through can also help you to:

Develop disciplineLearn from your mistakesBuild resilienceGain a sense of control over your professional life

If you want to be successful in life, it's crucial to be able to follow through on your goals, responsibilities, and any other commitments. By following the suggestions in this post, you can achieve your goals while improving relationships in the process.

Artificial Intelligence (AI) for Leaders

You would be hard-pressed not to have heard how AI is evolving at such a fast rate. Tools like ChatGBT and Google Bard weren’t even a thing before 2023. With any innovation, there is both excitement and fear. While there is room for caution, leaders can tap into the power of AI. As I shared in Digital Leadership, evolving technology enables and empowers leaders to seize the moment and look for ways to fundamentally improve teaching, learning, and leadership.

Peer-reviewed research

Educators want a compelling why that imparts value when it comes to change. Look no further than using AI to conduct queries on any aspect of educational practice, such as grading, pedagogy, professional learning communities, virtual learning, or the use of technology. Be sure to specify that you are looking for peer-reviewed research that supports the practice you are trying to implement or change.

Observation comment library

Writing up observations can be a tedious process. To ease the burden as a principal, I would spend my summers developing a document containing concise commentary on virtually every strategy addressed in our observation and evaluation tool. I would then reference this when it was time to write everything up before the post-conference. AI can be used to create short narratives on any practice that you are evaluating your staff on, many of which are showcased in Disruptive Thinking in Our Classrooms. For example, you can ask why cooperative learning is a sound strategy and how to implement it correctly. 

Streamline communication

Artificial intelligence (AI) can streamline communication and collaboration among leaders and their respective staff. For example, you can use it to:

Schedule meetings: AI can automatically suggest meeting times that work for building or district teams, all staff, departments, or PLCs. This saves time and hassle and helps ensure everyone is on the same page.Assign tasks: AI can automatically assign tasks within your leadership team based on their skills and availability. This helps ensure that tasks are completed on time and that everyone is contributing to the task(s) at hand.Provide updates on change efforts: AI can automatically generate progress reports related to strategic planning, implementation of initiatives, professional learning, and facilities updates. This can help all leaders stay on top of their work and identify potential problems.

Tools like Bard and Chat GBT can be invaluable as part of your leadership toolbox. They can help save time, reduce errors, and ensure everyone is working towards the same goals. AI-powered chatbots can be used to answer questions, provide information, and resolve problems. This can free up people to focus on more complex tasks. Project-management tools with embedded AI can help to track progress, manage tasks, and collaborate on documents. This can help to improve efficiency and coordination. Finally, AI can provide a boost to analytics that can be used to track communication patterns, identify areas for improvement, and make recommendations.

Personalized feedback

AI can generate human-like responses tailored to individuals' specific needs and preferences. This can lead to increased engagement and satisfaction among your leadership team and staff, leading to increased productivity and efficiency. Here are some ways it can personalize the feedback process.

Provide tailored responses: AI can analyze someone’s work and provide feedback tailored to their strengths and weaknesses. This can help people improve their performance and to feel more supported.Suggest resources: AI can suggest resources relevant to someone’s interests or needs. This can help team members learn new skills, stay current on education trends, and find solutions to problems.Resolve issues: AI can be used to resolve issues between staff members. This can improve communication and collaboration and create a more positive work environment.

By providing personalized feedback, suggesting resources, and resolving issues, AI can help educators feel more supported and valued. This can lead to increased productivity and efficiency, benefiting the entire organization.

While AI has potential pitfalls, leaders can harness its power to become more effective and efficient. It can improve communication, lead to a reduced sense of stress by taking routine tasks off your plate, and help to build trust with staff. With AI as a leadership tool, time will be freed up so you can be more human.

The Essence of Being a Leader

What is the essence of leadership? How do leaders effectively implement, sustain, and scale change? There is no shortage of responses regarding the topic, which is why questions are more important than answers. Narrowing down the most critical competencies can take time and effort. However, let’s look at it from the perspective of debunking what authentic leadership is, not to get at the heart of what it really is when it comes to agents of change.

The word "leader" is often paired with "follower." However, leadership is not about attracting others to follow. In fact, I think that this definition of leadership is outdated and limiting. Leadership is about inspiring others to take action. It's about creating a shared vision and then working together to achieve it. It's about empowering others to reach their full potential. Leadership is not about power, authority, or control. It's about collaboration, trust, and respect. It's about creating a sense of community and belonging.

The definition and perception of leadership need to change. We must move away from the traditional view of leadership as a top-down hierarchy and embrace a more collaborative and inclusive approach. We need leaders willing to listen to others, learn from their mistakes, and share power. We need leaders passionate about their vision and ready to inspire others to join them in making a difference.

Influential leaders don't tell people what to do. Instead, they take them where they need to be to succeed. They don't need to create a harem of followers or disciples because they know that their success depends on the team's success. True leaders understand that one person cannot win a war, election, or football game. It takes a team effort. Each person has an important role to play. The same principle applies to businesses, schools, and districts.

Leadership is not about position. It's about action. Great leaders are not afraid to get their hands dirty. They are willing to roll up their sleeves and work alongside their team members. They are also willing to take risks and make mistakes. Leadership is about creating a better future for everyone. It's about making a difference in the world. Great leaders are not afraid to dream big. They are also fearless in putting in the hard work necessary to make their dreams a reality.

In Learning Transformed, Tom Murray and I developed an acronym that speaks to the essence of being a leader. The best leaders do the following consistently:

Learn 

Empower

Adapt 

Delegate

Engage

Reflect

Serve

Learn

Effective leaders understand that learning is an ongoing process. They know there is no such thing as perfection and can constantly improve their skills and knowledge to develop vital competencies. They make time to learn new things daily and share their learning with others. Leaders who love their work are always learning. They are curious about the world around them and always look for ways to improve their skills and knowledge. They are also willing to take risks and try new things.

Empower

Empowering others is a key element of effective leadership. It involves giving people the freedom to take risks, promoting a mantra of failing forward and granting them autonomy to innovate. When people feel empowered, they are more likely to find greater value in their work. This leads to respect and trust, which builds powerful relationships where everyone is focused on achieving shared goals. Here are some specific ways that leaders can empower others:

Promote consensus. Give people the opportunity to influence decisions and take ownership of their work.Provide feedback. Let people know how they are doing and offer suggestions for improvement.Celebrate successes. When people do a good job, make sure to recognize their efforts.Create a safe environment. Make sure that people feel comfortable taking risks and making mistakes.

Empowering others can be challenging. It requires leaders to be willing to let go of some control and trust that their team members will often do the right thing. The benefits of empowerment are worth the effort. When people feel empowered, they are more likely to be engaged, productive, and creative. This can lead to significant improvements in the performance of any district, organization, or school.

Adapt

The world is constantly changing, and leaders must be proactive instead of reactive when it comes to these changes to succeed. This means being flexible and open to change, as well as being able to adapt to different situations, challenges, and pressures. Consider the following:

Be willing to change your plans. Things don't always go according to plan, so it's essential to be ready to pivot or shift as needed.Be open to new ideas. Feel free to try new things, listen to different perspectives, and move beyond your comfort zone.Be able to think outside the box. Sometimes the best way to solve a problem is to look at things through a different lens.Be able to learn from your mistakes. Everyone makes mistakes, but it is important to learn from them and avoid making the same mistake twice.

Adaptable leaders are more likely to be successful in the long run as they are more in tune with the ever-changing needs of their organizations. They are also more likely to be able to solve problems and overcome challenges. Adaptability is a crucial competency for leaders in today's world. Leaders who can adapt will be more likely to lead their organizations to success.

Delegate

Delegating tasks and responsibilities is not a sign of weakness. This is a common misconception. Some people think that delegating tasks means the leader is incapable of doing them themselves. It is actually a sign of strength as it shows that the leader is confident in their ability to lead others while freeing up the leader's time so that they can focus on the most critical tasks. This could include strategic planning, getting in classrooms, providing feedback, or building relationships with key stakeholders. When leaders delegate tasks, they are allowing others to develop their leadership competencies, and this, in turn, builds capacity.

Engage

Information is king in the sharing economy, which is our current reality. Leaders who understand this fact develop strategies to authentically engage their stakeholders through multi-dimensional communications, public relations, and brand building. They meet stakeholders where they are, encourage two-way communication, and become the storyteller-in-chief. 

Reflect

Great leaders always reflect on their work, which is essential for learning and growth. When leaders reflect on their work, they can identify what they did well, what they could have done better, and what they need to learn in the future. In the digital age, there are many ways to reflect, and doing so can lead to greater transparency. However, what matters most is that leaders make a consistent effort to reflect on their actions and decisions.

Serve 

Servant leaders put the needs of others first. They are not focused on their own personal goals or objectives but rather on the success of their staff or team. Those who put serving above all else are not motivated by power or prestige but rather by a desire to help others and make a difference in the world. This type of leadership style can create a more collaborative and supportive environment where employees feel valued and heard.

Leading change in any organization is a difficult task. Be true to yourself and others. When you fail (and you will), showcasing your vulnerable side will only help to strengthen the bonds with those you work with. Being human is more important than being right all the time. You will never have all the answers or solutions needed to move significant change efforts forward. Look to others for answers to questions and help you achieve your change goals. Continue to improve in ways that push you outside your comfort zone. With authenticity on your side, finding success will be much easier.

Leading for Sustainability

Leadership embodies consistent qualities and characteristics that remain unchanged while the tools, research, and societal shifts influencing the work have evolved. Leadership combines artistic and scientific elements, aiming to mobilize people toward a shared objective. Despite my extensive writing on the subject, I continuously seek additional insights to assist others, including myself, in excelling in this role.

Co-create a vision

A shared and co-created vision has the potential to transform an organization's culture. However, true leadership lies in progressing from the visioning process to developing a strategic plan that transforms the vision into reality. While a shared vision is an attribute of great leaders, the best leaders ensure the formation and meticulous implementation of a strategic plan. A vision must be accompanied by a plan that directs the change initiative, and this plan should be monitored and evaluated for sustainable, transformative outcomes.

Establish boundaries

Leaders understand that an unregulated environment will not facilitate necessary change. Establishing boundaries helps align everyone with the vision and agreed-upon actions. Setting norms, though not overly restrictive, fosters an environment where people feel comfortable taking risks. Boundaries are crucial for establishing and maintaining relationships, as trust is the foundation for effective relationships, learning, and change.

Leverage intrinsic motivators

I recommend reading Dan Pink's book, "Drive." Extrinsic rewards are problematic as they create an expectation and seldom result in lasting cultural changes. As Pink revealed, autonomy, mastery, and purpose are the keys to unlocking and sustaining intrinsic motivation. Exceptional leaders assist others in recognizing the value of their work and the transformative potential it holds for their professional growth.

Navigate

Similar to plotting a course when a ship sets sail, leaders determine the direction by establishing practical and achievable goals that are clearly communicated. Effective communication is an essential trait of a successful leader. Without a clear understanding of their current position or the desired destination, the chances of success become limited.

Be an Example

Leadership is about action, not merely position, title, or power. Effective leaders do not command others but guide them to where they need to be. Leaders must model the behavior they expect from others and be an example. 

Build Capacity

Sustainable change cannot be sustained by a single individual. Although an individual can initiate the process, it requires a collective effort to make change stick. Delegation and trust-building empower others to actively participate in the process. Leadership is a collaborative endeavor.

Own Mistakes

Mistakes are inherent to being human, and admitting and owning them is crucial for establishing a culture of trust. Own your mistakes, but do not allow them to define you. Additionally, do not dwell on the mistake but rather focus on the lessons learned.

Tackle Challenges

Challenges come in various forms, whether it's a small percentage of individuals causing the majority of problems, unpopular decisions, resource constraints, or diminishing support. Effective leaders do not shy away from addressing these challenges, recognizing that leadership is not a popularity contest.

Overcome Fear

We all have fears, but they should not hinder our professional growth. Fear of the unknown or failure often holds us back from embracing change. I can’t stress enough the importance of facing our fears rather than running away from them. Choices shape our lives, and succumbing to fear prevents us from reaching our full potential. Embracing risks may lead to failure, but it also offers valuable learning experiences through reflection, enabling improvement in practice and personal growth.

Scalability

Leaders are evaluated based on their ability to guide their organizations to achieve and sustain success at a macro level. It is a calling and responsibility to propel a culture forward for improved outcomes in ways that are scalable. Effective leaders prioritize efficacy in ideas, strategies, decisions, and programs while embracing accountability. The result is scalability. 

Patience

Leadership is not an isolated event but an ongoing process. Meaningful change seldom occurs rapidly, and transforming a culture requires time and patience. While urgency is necessary for certain aspects, system-wide results and achievements take time. Setting expectations and goals while understanding that they may take years to fully materialize is essential.

Leadership is a demanding task, and achieving effectiveness in it is more challenging than mere words suggest. It's important to recognize that perfection and constant peak performance are not required. However, the key responsibility lies in assisting others in attaining a shared objective that yields tangible outcomes. Are you ready to embrace this challenge?

The Myth of "Buy-In"

When it comes to leading change, many of us, at some point, have been made to think that we have to get others to buy into a certain strategy, initiative, or idea.  Is this really the right way to proceed? I've never been a fan of the term "buy-in" when it comes to change. It's a phrase that implies that we need to convince people to change rather than inspiring them to actually want to change. In my experience, inspiration is much more powerful than persuasion.

When we try to "sell" people on change, we're often met with resistance. People may be skeptical of the change, or they may not see the value in it. And even if we do manage to get them to "buy-in," their commitment is likely to be superficial. They're not going to be truly invested in the change, and they're not going to go the extra mile to make it happen.

So what's the alternative to "buy-in"? I believe it's embracement, something I elaborated on in Digital Leadership. When people embrace change, they're not just willing to change; they're excited about it. They see the value in the change, and they're committed to making it happen.

So how do we create embracement? Here are a few tips:

Start with a clear vision. People need to understand why the change is necessary, and they need to see a clear vision of what the future will look like after the change is implemented.Get people involved in the planning process. When people feel like they have a say in the change, they're more likely to embrace it.Empower people to take action. Don't just tell people what to do. Give them the resources and support they need to make the change happen.Celebrate successes along the way. When people see progress, they're more likely to stay motivated.

Creating embracement takes time and effort, but it's worth it. When people embrace change, they're more likely to be successful. They're also more likely to be happy and engaged in their work. So next time you're faced with a change, don't focus on "buy-in." Focus on creating embracement. It's the key to successful change.

5 Steps to Involve Students in Transformation Efforts

In my early days as an administrator, I thought that a positive school culture was one where strict rules were created and consistently enforced to keep students focused on learning. I believed that the more control I could exert over the environment, the better the results. There was not much flexibility in terms of the structure of the day and what students were “allowed” to do. The end result was either compliance or outright defiance. Those who were compliant were celebrated, while those who were defiant were disciplined accordingly.

I can look back on this early time in my administrative career and see how naïve I was. I now realize that the most significant piece to the change and transformation process is our students. This most important stakeholder group is often left out of the conversation.

So what are the secrets to transforming school culture? Below are some ideas.

Make it a student-centered process. The first step is to involve students in the process of creating a positive school culture. This means giving them a voice and a platform to share their ideas. It also means listening to their concerns and taking their feedback seriously.Give up control. This can be a difficult one for many administrators, but it is essential if we want to create a truly student-centered culture. We need to be willing to let go of some of our control and empower students to make decisions about their own learning.Respect their ideas. When students share their ideas, we need to take them seriously. We need to listen to their concerns and be open to new ways of doing things. We also need to be respectful of their opinions, even if we don't agree with them.Implement their ideas. Once we have listened to students and taken their feedback into account, we need to be willing to implement their ideas. This means making changes to our policies, procedures, and practices. It also means giving students the resources they need to make their ideas a reality.Get out of the way. Once we have implemented students' ideas, we need to get out of the way and let them take ownership of their learning. This means giving them the freedom to make mistakes and learn from them. It also means providing them with the support they need to succeed.

Transforming school culture is not easy, but it is possible. By following these steps, we can create a learning environment where students feel empowered and engaged. To gain deeper insight and strategies on how to make this a reality be sure to check out Digital Leadership and Disruptive Thinking. 

#EDvice: Entry Points for Change

As we all know, navigating change is often a tricky process.  It requires a clear vision, a sound plan for implementation, and patience. Even with all these elements and many others in place, it is rarely a smooth journey.  One of the biggest obstacles to overcome is zeroing in on compelling reasons to change that will lead to better outcomes.  I refer to these as entry points, which can serve as a catalyst for any initiative or strategic plan.  One of the most powerful can be quality research, especially peer-reviewed studies.  I shared the following on social media recently:

Entry points for change are crucial. When trying to get the ball moving, leverage quality research. It can be used to identify areas for improvement to create new and innovative learning methods that better meet the needs of ALL learners. 

In this piece of #EDvice I discuss to vital role research plays in both initiating and sustaining the change process.  

Consider using Google Scholar, which is a great, FREE resource that anyone can use to search for peer-reviewed research on any topic.  Artificial Intelligence can also be used.  I prefer Google Bard over ChatGBT. Recently I asked the following question, "What peer-reviewed research studies support 1:1 laptops in schools?".  Below you can see the response.

There are a number of peer-reviewed research studies that support the use of 1:1 laptops in schools. These studies have found that laptops can improve student achievement, engagement, and motivation. For example, a study by the Pew Research Center found that students who used laptops in the classroom were more likely to say that they were engaged in their schoolwork and that they felt like they were learning more. Additionally, a study by the National Center for Education Statistics found that students who used laptops in the classroom were more likely to say that they enjoyed school and that they were motivated to learn.

Here are some specific examples of the benefits of 1:1 laptops in schools:

Laptops can help students to learn more effectively. For example, students can use laptops to access online resources, collaborate with classmates, and create multimedia projects. Laptops can help students to be more engaged in their learning. For example, students can use laptops to take notes, participate in discussions, and complete assignments. Laptops can help students to be more motivated to learn. For example, students can use laptops to explore their interests, learn at their own pace, and get immediate feedback on their work. Of course, there are also some challenges associated with using laptops in schools. For example, laptops can be a distraction, and they can be expensive to purchase and maintain. However, the benefits of using laptops in schools generally outweigh the challenges.

Overall, the research suggests that 1:1 laptops can be a valuable tool for improving student achievement, engagement, and motivation. If you are considering implementing a 1:1 laptop program in your school, it is important to carefully consider the benefits and challenges involved.

I then asked Bard to cite specific studies.  Here is what was provided

Bebell, M., & Kay, A. (2010). Laptops and student achievement: Evidence from a large-scale, urban school district. Journal of Research on Technology in Education, 42(4), 357-377. Cheung, A. C. K., & Slavin, R. E. (2013). Effects of one-to-one computing and teacher professional development on student achievement in high school mathematics. American Educational Research Journal, 50(3), 568-596. DeWitt, S. L., & Watson, J. (2013). A review of the research on laptop computers in K-12 education. Journal of Research on Technology in Education, 45(4), 347-369. Suhr, J. L., Johnson, C. C., & Lajoie, S. P. (2010). One-to-one computing: A review of the literature. Journal of Research on Technology in Education, 42(4), 307-329. Watson, J., & DeWitt, S. L. (2010). Laptops and student achievement: A research synthesis. Journal of Research on Technology in Education, 42(4), 329-356.

Research can be a fantastic entry point, but it surely isn't the only one.  Other great options include evidence (qualitative and quantitative) as well as effective professional learning.  For more insight, check out this post.  

 

 

Tackling Roadblocks to Change

Change is hard because it requires us to step outside of our comfort zone and into the unknown. It means letting go of the familiar and embracing something new. This can be a scary and uncertain process, which is why many people resist change.

There are many reasons why people resist change. Some people are afraid of the unknown. They may worry about what will happen if they change, and they may not be confident in their ability to adapt to new situations. Others may be resistant to change because it requires them to give up something they are comfortable with. For example, a person who is used to working from home may be resistant to the idea of going back to the office.

Change can also be difficult because it requires us to learn new things. This can be a challenge, especially if we are not used to change. Learning new things takes time and effort, and it can be frustrating when we don't see results immediately. However, in a disruptive world, it is a must. 

There are many reasons why change in education is so hard. Some of the most common reasons include:

Lack of resources. Schools often lack the resources they need to implement new changes, such as funding, training, and time.Resistance to change. Teachers, administrators, and parents may be resistant to change for a variety of reasons, such as fear of the unknown, lack of trust in new approaches, or concerns about the impact of change on students.Bureaucracy. The education system is often slow to change due to its complex bureaucracy. This can make it difficult to implement new initiatives and get them off the ground.Political pressure. Schools are often under political pressure to maintain the status quo. This can make it difficult to implement changes that are seen as being too radical or controversial.The need for evidence. Schools often need to see evidence that a new approach is effective before they are willing to adopt it. This can be a challenge, as it can take time to collect and analyze data on the effectiveness of new programs.

Despite these challenges, there are many examples of successful educational change, which I have highlighted in Digital Leadership. These changes often involve a combination of factors, such as strong leadership, a clear vision, and the support of key stakeholders. By understanding the reasons why change is so hard, we can better support efforts to improve our schools.

Here are some additional tips for making change in education more successful:

Start small. Don't try to change everything at once. Start with small, achievable goals that can be implemented quickly and easily.Get embracement from stakeholders. Make sure that teachers, administrators, parents, and other stakeholders are on board with the change before you implement it.Provide training and support. Teachers and administrators need training on how to implement new changes effectively. They also need support from their colleagues and administrators as they go through the process of change.Measure the impact of change. Collect data on the impact of the change to make sure that it is having the desired effect. This data can be used to make further improvements to the change.Be patient. Change takes time. Don't expect to see results overnight. Be patient and persistent, and eventually, you will see the benefits of change.

Despite the challenges, change can be a positive thing. It can help us to grow and learn, and it can lead to new opportunities. If we can learn to embrace change, we can open ourselves up to a world of possibilities.

#EDvice: Less is More

To say that there is a great deal of pressure on educators today is a gross understatement.  It is shared with me during conversations that they feel it is difficult to catch their breath and keep up with all that is expected of them. While this has led to an increase in stress and anxiety, it is always made clear to me that they want to grow and improve. I shared the following piece of advice recently on social media:

Educators are overwhelmed and an endless array of initiatives, ideas, and strategies will do more harm than good. Meaningful change to improve learner outcomes can/will still happen with a moderated approach. Less is MORE.

As I shared in Disruptive Thinking, consistency and continuity far outweigh the sheer number of different ways to get better. The most essential element in learning is the teacher in the classroom. It is here where leaders can provide support through clarity, examples, feedback, and professional learning that focuses on concepts that can truly move the needle when implemented at scale. In this piece of #EDvice I discuss how the Rigor Relevance Framework can be used to lessen the number of balls in the air while zeroing in on just two critical aspects of learning. 

It is important to keep in mind that this framework is geared to help educators evaluate where their current practice resides and then make needed shifts to improve. This could come in the form of questioning techniques, assessment development, prioritizing standards, and creating performance tasks or projects.  
My main point here is twofold. You don’t need to throw out the baby with the bath water when it comes to improving practice and learning outcomes.  Most importantly, success relies on doing a few things really well where there is a natural alignment to what goes on in classrooms daily.