Month: November 2018

Forum 3- EDUC 638

by iTeachWorldWide

 

The six elements mentioned by Sheninger truly has potential to help evoke change professionally within a school or institution of higher learning.

Connectedness Matters is the first of the six elements.  This element has a vast punch of potential within this element.  It provides an amazing platform for networking using social media and other heavily used connectedness platforms.  Organizations that are getting on board with a more integrated use of technology to enlarger it stakeholders and network of learning will tap into a newly sought after renewable resource of sorts.

This plays into your Vision and the second element of the six.  “The seeds for change will only germinate if a coherent vision is established.” (Sheninger, 2014)  If all stakeholders and individuals involved in the daily operation of the organization are not invested and knowledgeable of the why and how the change will be implemented, change can not be effectively made.   This leads in the third element Value.

Value in this sense is connected to the value placed on the importance of the integration, use, and overall effectiveness of technology.  The value can be strengthen professionally within an organization by emphasizing and outlining how it can be used to support learning and continue to make moments of learning meaningful for students.  Then all parties can invest in the idea which will increase the value of its use.

This leads to Support, our fourth element.  Support is always a strong factor when trying to create change within an organization.  In schools this is no different.  Here, teachers and administrators need to feel supported in the learning and implementation of the use of technology, especially new software and programming.  The highly regarded value that its users hold on the use of technology will play into how “user-friendly” it will be and how support people using it feels.  The key to this support can be utilized within the fifth element, Professional Development.

Professional Development can help to increase user ease and knowledge while implementing a heavy change of any kind.  Using technology can be difficult at times especially when it is being used to teach and target learning.  There is a level of pressure associated with using the technology properly.  Training staff and students to use it properly or just helping them stay abreast on its use will help staff and students keep a high regard for its use and truly help secure the change implementation with the last element, Embracement.

Embracement is the final element found to be critical in driving change.    Motivating staff to embrace technology as oppose to securing buy-in is the key.  (Sheninger, 2014)

 

Sheninger, E. (2014). Digial Leadership; Changing Paradiams for Changing Times . Thousand Oaks, California : Corwin.

 

 

 

 

 

Blog Forum 2

by iTeachWorldWide
Hi,  my name is Derrick Hearn and we are discussing Fullen’s six secrets of change
and potential roadblocks that may come when faced with change.  When I think
about my the institution I work at, which is an elementary school ,go Bobcats, I actually think about my principal.  She really really really possesses Fullen’s number-one secret of the 6 secretes to change and it is the love of your employees.  This is actually something that is not always the case. Surprisingly some principals and employers don’t always show that a mobility, that connectivity with their employees or just anyone in the building but, my principal just strives hard to do that but furthermore the quote that I
took from this passage really stood out to me.  I can see this this present in
my workplace the quote states that, “the key is enabling staff to learn
continuously while giving them a certain amount of autonomy to take a risk and be
innovative.”  (Sheninger, 2014).  My principle is continuously doing this.  She always gives us risk to take and allows us to take those risk while educating our students.  When it comes towards the end of the year particularly, you will always hear her say, “change the schedule how you need I give you their flexibility.” We can literally
teach each other’s classes we can do a whole group for the entire fourth grade
level for course.  If we were reviewing on something or whatever we need to do, we can do.  Even this year she’s even mentioned allowing us to go to other schools and
see how they are teaching certain concepts just to get ideas into
brainstorm. That kind of flexibility and freedom as an educator is extremely,
extremely important. It’s just knowing that we have freedom to branch out and
do all that we need to do to reach our students that is so imperative.
Yes you will come to roadblocks with change, as mentioned in the book but,  I believe just being positive and optimistic will always keep us there and ultimately these six
secrets will help promote change within our school.  Thanks!

Sheninger, E. (2014). Digital Leadership; Changing Paradigms for Changing Times. Thousand Oaks : Corwin.