One: Sean McDougal: great story teller, 25 minutes of our small group time used up in a few questions, some of them well thought out, he used a remarkable small group activity much like that that we used in Portugal.
He reminded me a lot of one of my hero’s, Stephen Heppell, then when I Googled him, found he has worked with the old UltraLab.
These are superb little machines, with the physics being anything from Y5 to Y13. Saw a great video. Some videos.
Two: Mark Nicholls.
A great talk. Change. Based on his 10,000 pages of reading during his FLLinNZ year, and “Common Sense”. We had a great 8 minutes for the exercise. Really needed a little more time.
He used started with CE Beeby:
“I began to understand in depth how an educational institution can be trapped in its own history, by an action it took fifty years earlier rather than by a judgment on current events, by the things it has come to take for granted even more than by the things it consciously believes.” (in the 1930’s)
Another of his presentations from E-fest last year. Institutional Change: Oxymoron or Opportunity.
Kotter: Change is lead, and requires teamwork. (“Lead, not managed” – my comment)
Kotter’s eight step change model can be summarised as:
- Create a sense of urgency – inspire people to move, make objectives real and relevant.
- Build the guiding coalition – get the right people in place with the right emotional commitment, and the right mix of skills and levels. A strategic aliance.
- Birth a vision – create a simple vision and strategy, focus on emotional and creative aspects necessary to drive service and efficiency.
- Communicate vision for buy – in – Involve all key stakeholders, communicate the essentials, simply, and to appeal and respond to people’s needs. De-clutter communications – make technology work for you rather than against.
- Empower broad-based action – Remove obstacles, enable constructive feedback and lots of support from leaders – reward and recognise progress and achievements.
- Create short-term wins – Set aims that are easy to achieve – in bite-size chunks. Manageable numbers of initiatives. Carefully start new initiatives in the context of ld ones.
- Don’t let up: generate gains and produce more change – Foster and encourage determination and persistence – ongoing change – encourage ongoing progress reporting – highlight achieved and future milestones.
- Make change stick: anchor new approaches in the culture – Reinforce the value of successful change via recruitment, promotion and new change leaders. Weave change into culture.
- Summary of each step
- www.leadertoleader.org/knowledgecenter/L2L/fall98/kotter.htmlFull article:
# Writing a memo instead of lighting a fire
# Talking too much and saying too little.
# Declaring victory before the war is over.
# Looking for villains in all the wrong places.