Choosing Change
Nicholas McKie
Director and international executive coach | Persyou Ltd | Education, Leadership, Coaching
In Choosing Change, McFarland and Goldsworthy explore a new approach to leading in times of change, outlining what they call the ‘Five D framework’*:
·????? Disruption
·????? Desire
·????? Discipline
·????? Determination
·????? Development
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This framework could be applied to schools and their leaders looking to increase the effectiveness of both individual and organisational change.
Disruption
Disruption relates to an event or experience that triggers a conscious choice to change. An obvious example would be the pandemic, an unexpected jolt that caused huge discomfort and challenged schools, and indeed leaders, to think in different ways. However painful, disruption could be said to be the precursor to growth, learning and development.
Desire
An initial disruption forces leaders and organisations to ask what exactly they want to achieve. Do they believe in the possibility, and how serious are they about making that change happen? Leaders developing self-awareness can enhance this process. Working through coaching energy blocks such as limiting beliefs, interpretations and assumptions can ensure that vision and direction are understood and articulated clearly from both a personal and team-wide perspective.
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Discipline
Once the desire is clear, it takes discipline, energy and effort to keep developing. This stage is about applying those small, consistent and frequent steps required to build momentum and deliver stainable change. For leaders, it is worth thinking about what that small step looks like each day on the path to achieving your vision. This may necessitate changes in working routines and approach in order to ensure that progress is being made.
Determination
Having the resilience to focus and deliver even when faced with setbacks is key to overcoming obstacles on your path to change. Building resilience to enable you to bounce back quickly is an essential element of determination, especially among the potential discomfort brought on by change. For leaders this might encompass exploring ways of switching off from work, keeping healthy in body and energising your mind.
Development
School leaders are responsible not only for supporting teachers’ and students’ development, but also for developing themselves as proactive professionals. Cultivating continuous learning and growth can support your journey towards achieving your vision and goals. This encapsulates creating a climate of feedback, and ongoing learning, both for you the individual and for the organisation. As a leader it is important to identify trusted relationships to support, stretch and challenge you throughout this process, such as a peers or an external resource.
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The ‘Five D framework’ provides a steer for improving your ability to lead both yourself and your organisation through times of change. As with every leadership journey, the first step is to cultivate and develop self-awareness before exercising your leadership muscles through a personal, team and organisational lens.?
*McFarland, W. & Goldsworthy, S. (2014) Choosing Change, McGraw Hill, US
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