The unknown for individuals is often a little nerve wrecking, at least I know it is for me. The nervous feeling surrounding change I often attribute to being concerned about the unknown. With my innovation plan I felt the most important aspect with having individuals change was being able to articulate the necessary information to counteract the unknown. However, through readings and videos I have come to quickly learning implementing and facilitating change is going to take more than just sharing information. Cross (2013) shares that simply getting out information is not enough to change the minds and behaviors of individuals. While information is important, it should tangible, meaningful, and personalized for your target group (Cross, 2013). Grenny (2013) further explains that change also requires new skills and individuals often do what they know how to do. The purpose of my innovation plan is to increase the knowledge and skills of educational diagnosticians to fulfill their roles with fidelity. Offering opportunities for relevant and meaningful new skills will help with changing behaviors.
A component of making information meaningful and impactful is also explaining what is being loss opposed to what is being gained (Cross, 2013). As a component of implementing my innovation I am now planning to facilitate a discussion surrounding loss when there are insufficient or ineffective educational diagnosticians. Having this discussion could also serve as a motivational tool and establish social norms which are beneficial in changing behavior (Cross, 2013).
Three key factors to influence change include having a clear focus that is measurable, finding vital behaviors, and engaging in sources of influence (Patterson and Grenny, 2013). Working in the special education field and as an educational diagnostician I understand the importance of having clearly articulate goals. Patterson and Grenny (2013) detail the importance of having a clear and compelling goal. The key takeaway for me to incorporate within my innovation plan was the frequency of measurement necessary to really drive change. Measuring of goals should occur on a continuous basis to allow opportunity for refocus and realignment where necessary. Finding vital behaviors to orchestrate change is also essential when looking to facilitate a plan that requires change. Factors such as personal motivation, ability, social motivation, social ability, structural motivation, and structural ability are essential factors to consider when changing behaviors (Patterson & Grenny, 2013). Through team building activities, discussion, and when the work begins, I will pay special attention to determine what behaviors to focus on for participants, with an effort to change vital behaviors. Through the text and weeks videos vital information was shared that will assist me with changing behaviors, which is not something I had previously considered as a component when implementing my innovation plan.
References
Cross, J. (2013, January 20). Three Myths of Behavior Change – What You Think You Know That You Don’t. [Youtube. [Video]. https://www.youtube.com/watch?v=l5d8GW6GdR0
Grenny, J. (2013, April 26). Change the World. YouTube. [Video].
Patterson, K., & Grenny, J. (2013). Influencer: The New Science of Leading Change, Second Edition. McGraw-Hill Education.
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