Blackboard groups 3 and 7 will contribute to this page

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Michael Fullan has focused his work on educational change. His model focused on "the human participants taking part in the change process" (Ellsworth, 2001). Ellsworth (2001) commented that Fullan and Stiegelbauer's (1991) The New Meaning of Educational Change presents guidelines for resisting, coping, or leading change efforts from perspective ranging from the student to the national government. Different from Rogers, whose work focused more on the characteristics of the innovation and the adopters, Fullan (1982, 1991) focuses on the roles and strategies of various types of change agents.
Ellsworth (2001) pointed out that the issues that Fullan's model helps the change agent to deal with include:
  • What are the implications of change for people or organizations promoting or opposing it at particular levels?
  • What can different stakeholders to do promote change that addresses their needs and priorities?
According to Rogers (1996), a change agent is an individual who influences clients' innovation-decisions in a direction desirable by a change agency. Rogers' Diffusion of Innovation seems to have a clear cut between the change agent and its client system. On the contrary, Fullan views every stakeholder in the educational change as a change agent. Fullan and Stiegerlbauer (1991) have given a promise for the change agent that "there is enormous potential for true, meaningful change simply in building coalition with other change agents, both within one's own group and across all group." (Ellsworth, 2001)
Fullan (1982, 1991) proposed that there are four broad phases in the change process: initiation, implementation, continuation, and outcome.
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Image from Sarah Fitzpatrick's site

.EDUCATIONAL CHANGE

They must often change, who would be constant in happiness or wisdom. ~Confucius

In order to provide a well rounded education for our students and embrace the change, staff needs to be willing and ready for the challenge.

First, we need to aware of the facts around us before attempting any change. In other words we should not be like this:

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To be able to do successful changes, we should be able to see around us and ourselves.


And we should be on the same page when talking about change:
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New Paradigm for Educational Change



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Yes, many times we spend money on changes



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But the QUESTION IS
ARE WE USING OUR RESOURCES EFFECTIVELY (e.g. School Library, Media Center, Computer labs etc.)




**Barack Obama on Educational Change**

Vision - the end goal that you want to accomplish, how you want to impact society
Mission - the who, what, when, where, and how you will reach that end goal, more specific, what you're going to do on a daily basis to reach the end goal
Key Points about Mission/Vision Statements
  • Everyone in the building shoud be familiar with the mission and vision statements
  • Should be the driving force for change in that particular environment
  • Everyone must work toward these goals if they want change to occur
  • Reflect things that those following these statements need to know (academic, social, etc.)
  • Most include a phrase about students reaching their maximum potential
  • All places should have mission and vision statements to serve as a reminder of why we are here and where we intend to be in the future

Key Points about Educational Change
  • Principal needs to serve as a role model for the staff and students in a school.
  • There need to be leaders at all levels in order for change to occur.
  • Teachers should be encouraged to work collaboratively in professional learning communities.
  • School culture must be understood if change is going to occur.

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