Organizational Change NOW?!

Why would I want to change what works? That is just one of the questions you might hear from teachers that do not believe that we need to change anything in the classroom. Most people avoid change because it is not easy and requires a lot of commitment. I have always been on the side that asks, “Is our current way of doing things the best we can do for our students?” During this course, I have come to the conclusion that there is so much more we can accomplish and change for our students. Change that will allow them to feel prepared and ready for the world that awaits them.

The response from many teachers usually begins with ‘why’? Why should I do that? Why can’t we do it the way it has always been done? This is the reason we must always start with our ‘why’ when attempting to make true, organizational change. Sinek (2009) tells us that many people and companies do not know ‘why’ they do what they do. Without my ‘why’ statement the attempt at change could fail miserably.

Although I believe that my students will benefit from my blended learning innovation plan; I still must be able to motivate those that I want to influence. Applying the model to my classroom alone will not provide true lasting change. My influencer strategy does just that while using the 6 sources of influence to provide the most effective ways to provide the motivation and ability needed to implement the plan successfully.

My 4DX plan has really gotten me excited about the possibilities of change at my school. This plan along with my influencer strategy can provide a learner-centered atmosphere that will provide my students with the learning opportunities they need to be successful. One of the weaknesses with my colleagues and myself is true accountability. This plan can provide the assistance needed to allow us to hold each other accountable on a weekly basis.

Crucial conversations can occur anytime and anywhere. It is not limited to business or the classroom but can be used with a loved one or your spouse. After reading the book, I have come to the realization how many times, I myself, have retreated into silence instead of having that crucial conversation. I look forward to breaking my silence as I work toward the end goal of creating a blended learning rotation model in my classroom.

Crucial conversations are the glue that holds all of the other aspects together. Well, it should if they are handled well using the steps to allow for a mutual purpose and candid, respectful dialogue. In order to truly influence people and implement the 4DX plan, you must have some crucial conversations even if you do not want to. That can be one of the main obstacles of true organizational change. If you are a true leader, you will always start with yourself and allow for growth from within before expecting others to do the same. The willingness to not make the fools’ choice and revert to silence or violence, is the difference between change for the betterment of our students or continuing the factory model that is our school system currently.


Grenny, J., Patterson, K., Maxfield, D., McMillan, R., & Switzler, A. (2013). Influencer: The new science of leading change: 2nd ed. New York, NY: McGraw-Hill Education.

McChesney, C., Covey, S. & Huling, J. (2012).  The 4 disciplines of execution.  New York, NY:  Franklin Covey Co.

Patterson, K., Grenny, J., McMillan, R., & Switzler, A. (2012). Crucial Conversations: Tools for talking when stakes are high (2nd ed). New York, NY: McGraw-Hill Education.​

Sinek, S. (2009, September). Start with why: Simon Sinek TED talk. . Retrieved from

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