One Schoolhouse is a fast moving organization; to work with us is to embrace change! Admittedly, we have a faculty that welcomes opportunities to be stretched, but they are also masters of their craft and have strong opinions about best practice. When it’s time to make a change, we work to manage it carefully, because failure to do so has consequences for both the effectiveness of the change and the long-term climate of the school.
We have learned two important lessons: (1) people resist change because they care deeply (that’s a good thing!), and (2) equipping people with the skills to navigate the change constructively is a process (expressing emotions is also a good thing!).
These lessons don’t mean that change is all rainbows and kittens; it’s predictably stormy and stinky sometimes. How about an example? Recently we changed Learning Management Systems. Not only was this a lot of hard work, but it was also disorienting. For an online school, a new LMS is like building a new building--you’re excited to move in, but you’re not sure where the copier is.
For our faculty, who had spent years mastering our old LMS, the worry focused on losing their deep base of knowledge. They worried that the skills that they had spent years mastering in the old system wouldn’t translate, and they worried that they wouldn’t always be able to provide a swift and certain answer to any student questions. As an administrator, I could provide two reassurances. First, we would support our teachers through the process with resources, conversations, and feedback. Second, we would model growth for our students, and that might mean asking for help, sometimes making mistakes, or having a sense of humor about it all.
The sense of loss that we felt in saying goodbye to our old LMS was palpable. But because we wanted the same outcome (the best pedagogy platform for our students), we worked to maintain open communication (meetings and videos and access to information as it became available) so that teachers felt supported through the transition. By welcoming questions and doubt, we got through the uncomfortable confusion and were able to move into focused integration of the new LMS in a few short months. Are there still frustrations? Absolutely, but no one is paralyzed by their skepticism because we have the language to be pragmatic and productive.
Six months ago, we didn’t know what life inside the new LMS would be like. Of course we did all our research in advance, but research only got us so far. We had to make the move to know for sure. By communicating effectively and providing transparency, we maintained strong relationships and supported our teachers. Now that we’re here, we know we’re in the right place--the best place--for our students.
In this transition to a new LMS, it was helpful for us to gain an awareness of how people move through and experience change. So, we worked with Lorri Palko, a Change Cycle™ consultant to better understand the process. Lorri has now created On-Demand Programs that help educators and administrators understand change and communicate more effectively during times of change.
Change Cycle™ - Managing Self Through Periods of Change
Change Cycle™ - Managing Results/Leading Employees Through Change
Change Cycle™ - Communication Strategies For Leading Change
Leave a Reply.
Don't miss our weekly blog posts by joining our newsletter mailing list below:
Brad Rathgeber (he/him/his)