Implementing Change

    

     Forbes magazine quotes, " 70% of change fails because it is hard." Leaders must be so committed to the purpose for the change that the energy required to implement and keep the system in place the change is seen as valuable. It must be worth it. Meaningful and lasting change endured requires a cheerleader that pushes the group through the challenge.  Communicating the "why" is essential as well as clarifying the purpose of the change. Repetition of the reasoning is valuable and encouraged to sustain the time involved.  too many give up before the change results occur because they miss the balance of the implementation dip and fear the results will not manifest. There is a true change burnout that must be combatted overcoming the , "Is it worth it?" question. The leader must be cognizant of the 5 actors of the organization when change occurs. Saboteurs can derail any potential success while trailblazers are required to move the whole group. 

    Change is hard for me. As a leader, my first objective when change is to occur, it to show commitment to the change recognizing the time involved in the implementation dip. I have struggled with saboteurs who have created fear in the "stay at homers" who partner with the settlers to overcome the trailblazers and those willing to be pioneers. This is disheartening and saps the energy out of the team.  Leading change for the good of students is time well spent and energy well spent. The focus must be on the good of the child.