How can you manage change in an educational setting?

In addition, scan your stakeholders for informal leaders at each group of stakeholders. These folk are at the various levels and understand their peers and colleagues. They, too have the credibility, trust and perhaps following that may ease some of the tensions associated with change.

One thing I know is change will always come in one way or another. If you don't bring change it will find you as a disruptor. Imagine the coming in of AI. It has changed the traditional education system. With AI, some students are completing assignments and more students are trapped in plagiarism. With time, AI will be perfected and will force change in the way exams are taken. Plan for change and take note of changing environment to adapt.

What I have found, in most educational spaces, is that it can create immediate distrust if a proposed change is referred to as a "change" especially in higher education where shared governance is valued. The language used and how a "change" is characterized must be intentional. I recommend that it is proposed as a "topic of discussion" or collaboration. The issue the "change" will address should be outlined, with suggested recommendations, or characterized as a "straw proposal" that is being reviewed for communal edits (never present it as a done deal). In my experience, especially in the education space that has been the most effective approach.

Educate, educate, and educate! Education has the effect of not only identifying a compelling business imperative for change, but also for all stakeholders to understand at a fundamental level , what each can do to modify their behavior to support and embrace the initiative. Educating stakeholders answers why the change, how it will impact me, the role I can play to help facilitate the change, and the benefits of how this change will positively support my career plans or objectives.

I echo the suggestions. In an education setting no decision is made by an individual even at the executive level. Those that are impacted by a proposed change must be included and consulted (for more equitable and inclusive practice I suggest that an analysis for "who truly are the stakeholders" be conducted to ensure that there are no artificial barriers in place to input and ensure that there is access across positionality in the hierarchy of the organization). There must also be multiple ways to provide feedback e.g. surveys, town halls, anonymous emails, individual discussions, etc. again to ensure more equitable ways to engage different groups and communities.

Support comes in many ways... Begin with an open mindset: personalising training and support by recognizing the diverse learning styles, levels, and needs of staff and students can do wonders: - more engagement + more effectiveness - less resistance to change - promoting a culture of continuous learning By addressing technical skills and emotional, psychological needs, you can ensure a more inclusive, supportive, and successful adaptation to change. This strategy = facilitates smoother transitions + reinforces a positive and growth-oriented organizational culture!

As you move through the change process, look for, identify, reward and celebrate wins, regardless of their size. The goal is the plan for short term movements. Make these wins a BIG deal! For those informal leaders, recognize them; include them as part of your various teams.

Learn from the change to benefit from it. Always be on the lookout for change and adapt accordingly. Improve your change management skills.