Leading Organizational Change
This course has taught me the importance of explaining "my why" to my organization. I must explain the why because people need to feel it in their hearts to truly understand the innovation plan and my passion for building a blended learning culture. Once the innovation plan takes their hearts, it's time to introduce the influencer strategy to change the organization. The course also taught me how to develop a 4DX plan which enables organizations to close implementation issues. Blended learning is the goal for our classrooms, so as I get my organization on board, I need to use crucial conversation strategies and be a self-differentiated leader. This course has taught me how to be a change agent in my organization with the material I have learned.
As I wrote down my "Why," "How," and "What" statements, I followed Dr. Kotter's advice of "Win over hearts and minds" (Kotter, 2011). As I continue to advocate for my students to have a blended learning environment, I will bring along others who see the need for the change. Learn more about the why plan and the innovation plan I bring to my workplace.
As I developed the "why" to building a blended learning culture for my organization, I also developed an influencer strategy. An influencer strategy is required to bring about change in our organization. Influencer: The New Science of Leading Change (Granny et al., 2013) points out six sources of Influence vital to bringing forth change within our organization. Let's look into the influence strategy I plan to bring forth to my organization.
According to Covey (2018), the 4DX is a technique that enables firms to close implementation issues. When I developed my influencer strategy, I used the influencer model that would help encourage the vital behaviors needed to implement my innovation plan in my organizational setting. Let's look at my 4DX plan for blended learning in my organization.
I am closer to getting my innovation plan implemented by my organization. Still, I am also aware I need to prove and be a role model for blended learning to get others to support my passion. Let's see how I will use crucial conversation strategies and be a self-differentiated leader when things distract me from accomplishing my goal of building a blended learning culture for my organization.
References:
Covey, S., McChesney, C., & Huling, J. (2012). The 4 Disciplines of Execution: Achieving your wildly important goals. Simon and Schuster.
Grenny, J., Patterson, K., Maxfield, D., McMillan, R., & Switzler, A. (2013). Influencer: The New Science of Leading Change, second edition (2nd ed.). McGraw-Hill.
Kotter, J. (n.d.-a). John Kotter – The heart of change. Retrieved from https://www.youtube.com/watch?v=1NKti9MyAAw