Assignment 1: Essay 1 – Keys to Effective Change
In this module we read about effective change and the pedagogy that must occur to create optimal performers that exceed expectations. From the 6 Key ideas discussed, Fullan (2016) I will take a deeper look in to the following 3 principles:
1. Recognized that All Successful Strategies Are Socially Based and Action Oriented
2. Build Internal Accountability Linked to External Accountability
3. Establish Conditions for Evolution of Positive Pressure
Of the remaining principles I feel our viewpoints are similar in conceptually however from the lens of an instructional designer involved in every stage of innovation to ensure the end-user is successful we agree. I’ll elaborate further on the 3 selected …show more content…
The ‘front-end analysis’ approach is the starting point to collaborative change. Imagine the shape of a Chinese Checker Board with students or learner being represented in the middle section gaining something from each capacity involved in the process. This organizational shift in pedagogies (method of teaching) where the benefits of the end user is the focus and all parties across the board find motivation in seeing positive results. (Illustration A) A solid plan doesn’t have to be rush but monitored to ensure it is being carried out most effective to validate the new innovation being introduced. “When relationships develop, trust increases, as do other measures of social capital and social cohesion.” (Fullan, pg. …show more content…
In Training Needs Assessments, Rosset (1987) summarizing, “if you ask 100 training development professionals to recommend how to carry out a needs assessment for a given problem, you will receive 100 different suggestions. The words will be similar… but the definition and context behind the words will vary.” The Who, What, When and Why is decided behind closed doors, then communicated to the staff to enforced upon and the change for positive now becomes a fear consequence if underperforming students don’t score well on standardized assessments not rather on not they know how to transfer the skill and apply it. The viewpoints of the Staff get overlooked when in actuality they are the true drivers of change in our society because they are placed in the position to educate our children. If the beginning stages is flawed by not incorporating the environment of the learner, change will not be implemented successfully if the teachers don’t believe in the why nor do they find value in the innovation if time is wasted on something they don’t agree with. This tug of war will lead to poor performance ultimately effecting the quality of learning for the
In this module we read about effective change and the pedagogy that must occur to create optimal performers that exceed expectations. From the 6 Key ideas discussed, Fullan (2016) I will take a deeper look in to the following 3 principles:
1. Recognized that All Successful Strategies Are Socially Based and Action Oriented
2. Build Internal Accountability Linked to External Accountability
3. Establish Conditions for Evolution of Positive Pressure
Of the remaining principles I feel our viewpoints are similar in conceptually however from the lens of an instructional designer involved in every stage of innovation to ensure the end-user is successful we agree. I’ll elaborate further on the 3 selected …show more content…
The ‘front-end analysis’ approach is the starting point to collaborative change. Imagine the shape of a Chinese Checker Board with students or learner being represented in the middle section gaining something from each capacity involved in the process. This organizational shift in pedagogies (method of teaching) where the benefits of the end user is the focus and all parties across the board find motivation in seeing positive results. (Illustration A) A solid plan doesn’t have to be rush but monitored to ensure it is being carried out most effective to validate the new innovation being introduced. “When relationships develop, trust increases, as do other measures of social capital and social cohesion.” (Fullan, pg. …show more content…
In Training Needs Assessments, Rosset (1987) summarizing, “if you ask 100 training development professionals to recommend how to carry out a needs assessment for a given problem, you will receive 100 different suggestions. The words will be similar… but the definition and context behind the words will vary.” The Who, What, When and Why is decided behind closed doors, then communicated to the staff to enforced upon and the change for positive now becomes a fear consequence if underperforming students don’t score well on standardized assessments not rather on not they know how to transfer the skill and apply it. The viewpoints of the Staff get overlooked when in actuality they are the true drivers of change in our society because they are placed in the position to educate our children. If the beginning stages is flawed by not incorporating the environment of the learner, change will not be implemented successfully if the teachers don’t believe in the why nor do they find value in the innovation if time is wasted on something they don’t agree with. This tug of war will lead to poor performance ultimately effecting the quality of learning for the