4DX and Stages of Change
Stage 1 - Getting Clear
​There is a shortage of special education personnel in schools across the United States. This shortage is amplified as the needs of students continue to grow in regards to special education services. Due to the increase in special education referrals, seen since the COVID-19 pandemic, there is a need for special education evaluators. The overwhelming demand of assessment personnel has created a need for mentoring and support of novice educational diagnosticians. Utilizing district data and input from leaders, one of the greatest needs is to increase the number of evaluations that are in compliance with federal timelines. Based on the identified area of need a WIG, as well as lead and lag measures will be developed. These develops will pilot the way for implementing 4DX.
Stage 2 - Launch
Now the team is at the starting line.
The Launch phase will require me to be heavily invested in reiterating our WIG, lead measures we will focus on, and emphasize accountability. As an educational diagnostician mentor, during this stage I would model expectations through my own evaluations I am conducting. I will also meet individually with program participants to discuss individual goals that will support the WIG. During these meetings I plan to engage in discussions surrounding not being impacted by the inevitable world wind, and actions and activities in place to remain focused on the WIG. Individual meetings, conversations, and observations during the launch stage will provide me with the opportunity to identify models, potentials, and resisters.
Stage 3 - Adoption
You can expect resistance to fade and enthusiasm to increase as 4DX beings to work.
During the adoption stage there is an expectation that new behaviors developed through implementing 4DX will guide process towards the WIG. Accountability through weekly meetings will occur, with not only the leader but also program participants holding everyone accountable. Accountability will also be promoted through the scoreboards, which will offer visual progress towards the WIG. Resisters will be held accountable and support will be offered to aide them with reaching individual goals that will positively impact the WIG. Moreover, potentials will be offered additional support with a goal of moving them towards models.
Stage 4 - Optimization
At this stage the team shifts to a 4DX mindset.
The organization stage is where 4DX has been engrained in the actions and activities of program participants. Not only are team members holding one another accountable, but they are also excited about the progress and are developing innovative ways to support the WIG. As a leader I will welcome feedback and reward program participants based on progress.
Stage 5 - Habits
When 4DX becomes habitual, you can expect not only to reach the goal but also to see a permanent rise in the level of your team’s performance.
Stage 5 will allow for celebrating the accomplishment of the WIG. This also provides the team members the opportunity to determine additional WIGs and lead measures. Developing a new WIG will allow for the continuation of 4DX implementation and maintain new behaviors that have led to success and accomplishments. During this time, it is also important to continue to grow models to serve as leaders to support ongoing WIGs.
Comparing 4DX and The Influencer
I believe that 4DX and the Influencer can go hand in hand when implementing my innovation plan. 4DX offers guidance, actions, and steps when implementing change. There are specific steps and explanations on what to expect through the implementation steps and changes of change. The Influencer is useful in identifying areas of motivation for individuals and causes the leader to consider what drives behavior and vital aspects of behavior change. The influencer in my opinion is important when considering change and the group of individuals essential to the change. Whereas 4DX is helpful with implementing change, coupled with the Influencer on motivating others to change behaviors.
References
Grenny, J., Patterson, K., Maxfield, D., McMillan, R., & Switzler, A. (2013). Influencer: The new science of leading change. New York: McGraw-Hill Education.
​
McChesney, C., Covey, S., & Huling, J. (2012). The 4 disciplines of execution: Achieving your wildly important goals. New York, NY: Free Press