I read about the six secrets of change at the Leadership Daily Blog. The writer poses the question, "As a leader, do you know the six secrets of change and do you know how to use them?" Let's have a look at how the secrets of change could work in a school.
1. Love your employees
Staff should be looked after and feel happy in their work. Meetings should be reflective and staff should consider what is working well and what could be improved. Roles and responsibilities are given according to strengths. Pride and satisfaction must be felt by every colleague and each person should feel valued. Everyone should see why and how the change will work.
2. Connect peers with purpose
The senior management team should build a vision and allow every member of staff to be part of it. Promote an understanding of the big picture - why do we do what we do? Bring everything back to this question.
3. Capacity building prevails
Audit the learning and development needs of staff and then plan training, create opportunities to develop skills and share expertise to build the capacity of every person.
4. Learning is the work
Training should be practical and must always be relevant. Opportunity must be given to share ideas/expertise with each other. We often learn more when in the classroom than in a staffroom. How will our learning make a difference to the children?
5. Transparency rules
Achievement and attainment (of pupils and staff) must be shared and celebrated. It should be regularly demonstrated how staff learning and development is having its effect in the school. Good practice should be shared. Keep people informed.
6. Systems learn
Systems and processes should be based on learning and a clear understanding. We learn by making mistakes.
1. Love your employees
Staff should be looked after and feel happy in their work. Meetings should be reflective and staff should consider what is working well and what could be improved. Roles and responsibilities are given according to strengths. Pride and satisfaction must be felt by every colleague and each person should feel valued. Everyone should see why and how the change will work.
2. Connect peers with purpose
The senior management team should build a vision and allow every member of staff to be part of it. Promote an understanding of the big picture - why do we do what we do? Bring everything back to this question.
3. Capacity building prevails
Audit the learning and development needs of staff and then plan training, create opportunities to develop skills and share expertise to build the capacity of every person.
4. Learning is the work
Training should be practical and must always be relevant. Opportunity must be given to share ideas/expertise with each other. We often learn more when in the classroom than in a staffroom. How will our learning make a difference to the children?
5. Transparency rules
Achievement and attainment (of pupils and staff) must be shared and celebrated. It should be regularly demonstrated how staff learning and development is having its effect in the school. Good practice should be shared. Keep people informed.
6. Systems learn
Systems and processes should be based on learning and a clear understanding. We learn by making mistakes.
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