How can change be enabled? With the digital landscape changing, the learning landscape is also changing, albeit potentially at a different pace. Where the foundational system remains in place a deeper change is needed.
Ownership and buy in To encourage greater ownership and shared understanding of why change is needed and what will change, a shared understanding of the vision needs to be clearly communicated and each person’s role in its implementation. Cascading messages from the the top of the organsiation whilst encouraging all managers to openly discuss how this will look with their teams is important. Reassuring staff that they are heard and can ask questions and discuss their concerns will help them feel part of what is happening.
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Changing hearts and minds It is important that staff understand what the change is and what is in it for them and for their students. Clarifying how real world and interdisciplainary projects, may engage their students and build the skills, habits and knowledge to help them thrive. Critical thinking and creative problem solving are as much about how a teacher facilitates the class as they are about the specifics of the curricula. It requires a change in mindset. Staff need to know that the changes are consistent and will remain in place going forward, that this change will be sustained.
Top down/ bottom up Sustained leadership and vision, effectively communicated, are important elements in supporting and building capacity to change. Empowering staff, championing talent, and building teams will help change the culture and system within the organisation. Each person needs to build the capacity to lead themselves, having autonomy over the design and facilitation of interdisciplinary projects and playing an active role in the creation and implementation of change.
