Beckhard (as cited by Gallos, 2006) explained that organizational development (OD) is a strategic and coordinated intent directed by key leaders to improve the productivity and performance of the organization. Within the OD process there will be continuous formative assessments that will guide the developmental process and require needed changes to be implemented Schmuck, Bell and Bell (2012). Burke (2004) described seven key aspects of the OD process of which I have selected the element of change leadership to appraise and apply to my school organization where I currently teach. The high school where I teach currently serves 2500 students and has implemented new initiatives to develop innovative instructional that utilize web 2.0 technologies.
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I found three of the list of mistakes practiced by change leaders that have a negative impact on the OD process and create disconnect among teachers at our school. First, our school leaders do not invest enough quality time to prepare our teachers in developing a feeling of necessity in the implementation of new technologies into their instructional methods (Gallos, 2006). Kotter (as cited by Gallos, 2006) stated, "Sometimes executives underestimate how hard it can be to drive people out of their comfort zones" (p. 240). Consequently, if motivation does not exist on behalf of the leadership team, most efforts of implementing change in the OD process will be halted or slowed in pace. Second, Kotter (as cited by Gallos, 2006), discovered that along with cultivating a strong sense of immediacy among workers involved in the OD process, there must also be a priority to develop key teams of employees that will motivate through their behavior and attitude. The leadership team at our school, unfortunately, is perceived by teachers as evaluators more than supporters. Our recent evaluations, recently demonstrate how school leaders have lose sight of what is truly important in the OD process. Kotter (as cited by Gallos, 2006) recommended the due to how …show more content…
The OD processes can only succeed when effective leadership skills are implemented throughout its formative process. Consequently, there are key factors that include effective communication of change purpose and necessity within an appropriate modeling and projection of how change initiatives will serve the overall organizational mission (Burke,
I found three of the list of mistakes practiced by change leaders that have a negative impact on the OD process and create disconnect among teachers at our school. First, our school leaders do not invest enough quality time to prepare our teachers in developing a feeling of necessity in the implementation of new technologies into their instructional methods (Gallos, 2006). Kotter (as cited by Gallos, 2006) stated, "Sometimes executives underestimate how hard it can be to drive people out of their comfort zones" (p. 240). Consequently, if motivation does not exist on behalf of the leadership team, most efforts of implementing change in the OD process will be halted or slowed in pace. Second, Kotter (as cited by Gallos, 2006), discovered that along with cultivating a strong sense of immediacy among workers involved in the OD process, there must also be a priority to develop key teams of employees that will motivate through their behavior and attitude. The leadership team at our school, unfortunately, is perceived by teachers as evaluators more than supporters. Our recent evaluations, recently demonstrate how school leaders have lose sight of what is truly important in the OD process. Kotter (as cited by Gallos, 2006) recommended the due to how …show more content…
The OD processes can only succeed when effective leadership skills are implemented throughout its formative process. Consequently, there are key factors that include effective communication of change purpose and necessity within an appropriate modeling and projection of how change initiatives will serve the overall organizational mission (Burke,