For our ICT Change Plan to be a living firebreathing success, we will need to consider closely the motivations of our colleagues. We'll probably show this RSA animate to them during our PL sessions. The PL sessions are interesting so far because we run them on a Tuesday morning before school and the focus is purely on teacher learning.
Yong Zhao referred to Reiss' 16 Basic Desires Theory last week, which links well with Daniel Pink's commentary. To make our ICT Change Plan (which by the way, we are considering referring to as our Learning Growth Plan :-) ) effective, we will need to be aware of and acknowledge the different motivators held by our colleagues.
Understanding the key motivators of our colleagues will help us to speed up or slow down our responses and be flexible (but still high) in our expectations. One key message Chris and I have taken on board has been to take small bites of the elephant...small steps, and testing, evaluating and reviewing along the way. High expectations, YES, but penalties for missing the mark NO!
We will need to make sure that our purpose is clear, our expectations are clear and consistent and that colleagues have support, within the ICT Change Plan.
That's why I added in 'Growth' Ange and I like the focus on learning too:) Clarity of purpose, persistence and direction re essential elements here.
ReplyDeleteLooking forward to hearing your plan in just over a week....for our last f2f :((((
I love "fire-breathing" Ange! As Nikki says the plan has to be ongoing. It can never reach a final destination as that keeps moving. So it is about keeping pace with whatever is contemporary at the time. So really then, managing change itself has to be in the plan. So I must say that the more I think about it "Growth" Plan is a more endurable way of thinking.
ReplyDeleteLast....week....coming......:((((
ReplyDeleteThe PLN is still there Ange! :)
DeleteYep! Woohoo!!
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