Change in Education - Essay Example

?Running head: Successful leadership strategies Executive summary This paper aims at looking at an intelligible way to describe the means by which change that is occurring in our schools can be well adapted and succeed. The paper seeks to find out how good leadership can stew the change that is needed in the right direction. Moreover, the paper illustrates how a leader can go on in managing the school and implementing change if the chances of the changes noted are to be successfully implemented. In this way, it shows that the leaders who are involved need to have support from all angles so that they can form a solid structure. From their fellow leaders and other staffs, to their family and friends and lastly to the peer counselors and social workers. Introduction Many are the times that we have been told that a change is as good as a rest. When majority of us hear about change, we are relaxed. Change means uncertainty; it means new trends and having to start all over again. However, as soon as reality hits us hard and change begins to creep in, we secure ourselves some mechanisms and new strategies as to how we can adapt. The real reason as to why we succeed is by installing habitual patterns and behaviors. In these patterns, that we install consists of assumptions. These assumptions guide us on how we should handle things. In addition to that, as a means of curbing change, there are institutions set up for this. However, as time goes by, we find ourselves in the same process all over again and change becomes an integral part of our lives. If we possess intentions at heart to become effective leaders, then we have to find a suitable way of controlling and installing change (Mulford & Silns 2003). This is especially in our schools now that the education system proves that it needs revision every now and then. If the institution has to meet the set goals, then there has to be constant review of the environments surrounding it whether internally or externally. Since we can never evade change, this means that good leadership has to be integrated to assist individuals in managing change. Change in the institution In this era that we live in, change has proved to occur rapidly as we find ourselves in situations that require change. Many factors have contributed to this. Instances of the factors that have contributed to change include globalization, women empowerment, technological advancements, ecological change, and rate of reported suicide going up and over dependency on our parents for economical support. This means that education has to change. In addition to that if education is to change, then change has to be administered in our schools. Different from the manner in which things used to operate long ago, the needs of every one keep changing. This is starting with the parents, to their children who are the students then lastly, to the staff. The changes occurring in the environment have to be addressed (Congregation for Catholic Education, 1997). As the needs keep changing, then it is evident that change must also be installed. This means that schools have to change the environment that surrounds them whether internally or externally to meet the needs of the end user. If schools review their structure to meet the needs of individuals involved, then it means that they are meeting the needs of the 21st century people and moreover, a wider society. If our schools are to install change successfully, then they must look at the things that are needed to bring about the change. If it is changing the curricula system, the way in which the teachers address their students, what kind of relationship they have, installing change in to students and assisting them to cope with the changes. The administration must first understand what type of change they want to install and why they want to install it. In doing this, there will be a smooth running in the change transaction. They will be able to administer the change effectively since they understand what is going on. From the administrators, parents are next in line. Since they form an integral part of the school, they have to be called and explained what change will be implemented. They must be told why change is necessary and how it will be installed. Parents will assist their children who are the students to adapt to change. From the parents, the teachers form an integral part of the change since they will assist the students in administering change. The teachers must understand what change they are installing and what the change consists of if they are to effectively install change. Whether it is the curriculum setup or the way of teaching, the teachers must understand it well. From the teachers, the next people will be the students. The students are the people in which change will affect immensely. They have to be informed what changes will occur and why the changes have to be implemented. In understanding change, this will help the students administer change positively. They must understand that the change being installed is for their benefit. Leading educational change Individuals who are involved in the change must be given the first priority if any major change is to occur. If schools are to be what they were designed to be in the first place-learning institutions, then change must be recurrent. Individuals, involved in the school must be in a position to adapt change and quickly learn from it. They must be in a position to understand that the change that is to occur will benefit all of them in so many ways. They must take it as a stepping-stone to greater heights. It must be understood that one of the reasons as to why change is not sufficiently embraced is because the individuals who are involved in it feel that they are not benefiting anything from the change. This mostly happens to the staff involved. Sometimes the feeling of gaining nothing can narrow down to individuals and at times the individuals who are involved in the management. The management has to carry the weight of their staff and individuals who do fail to acknowledge the change thus being stressed over it (Norris et al, 2002). If change has to be administered correctly, the first step that the management needs to understand is the psychological processes that every individual undergoes in order to cope with changes. These psychological changes can be termed as transitional management. Transitional change has three stages. The denial stage, the neutral stage, and the acceptance stage consist of changes in the transitional change. The denial or the ending stage is where the individuals grief for what is lost and sometimes they even refuse to accept change. They waste time denying it while they should just accept the change and move on. The next stage is the neutral stage. The neutral stage is where the individuals are not sure of their feelings. They do not know if they should accept change or continue to deny that it exists. The acceptance stage marks the beginning of new things. They accept change and what comes along with it. It should be noted that these stages do not have to occur in order or occur all of them at the same time. If the framework developed will be fair to all the individuals participating in the change, then the chances of it failing will be minimal. The strategy, which should be developed, should give room for improvements. It should enable people to view their views and analyze the new changes. If people feel ineffective, then perhaps more time should be assigned to the participants. The process itself is never easy. The process involves a lot of time involved. The time involves tasks such as numerous meetings to analyze how the change is coming up. It involves using countless reviews and documents and strategizing the correct ways, which should be involved in the change. This means that as change continued to be installed, the process was becoming cumbersome. This is a sign that when people tend to get tired due to the numerous things to do that are involved; they risked forgetting some crucial parts of the procedure. What assists this is distributing the required tasks to team leaders. These team leaders are responsible for all the tasks involved since the duty is divided amongst them. The different sectors that are developed should have leaders who are accountable. If the leaders are responsible and accountable for their work, this eliminates the chances of forgetting the important things needed or being overweighed by the issue. While developing a good matrix is a good way of curbing change and adapting to it, what will assist individuals who are involved in the change is by asking themselves the questions why the change is being administered. As noted earlier change cannot be administered effectively if people do not understand the reason why change is being implemented and what consists of the change. The guideline that will assist individuals in managing change is by constantly reminding them the reason as to why change is being administered. People need to understand that the small things cannot continue being ignored. At some point, they will see the reasons as to why there was need of preventing catastrophes even before they happened. This helps a lot in administering change. By forecasting and predicting the feature, this helps a lot by seeing what the students will need. When the needs of the students are seen, then the environment of the school comes next. The environment of the school whether internally or externally will change so that the needs of the students are accommodated (Riley, 2000). It has to be noted that the individuals involved have to keep reminding themselves the reason as to why change is needed in the school. In order for change to be effective, good leadership must be present. Good leadership means that the individual who is appointed as the leader should have the best interest for the schools at heart. If the leader has the best interest of the school at heart and has matured emotionally, then he is in a position to be an effective leader since he will create mutual relationships that will be productive. It should not be forgotten that the leaders that we look up to also have needs. In order to meet their needs, they have to create a supportive structure that will assist them in dealing with the needs of the other staffs. The leaders should have a support structure based on support from each other and a mutual solidarity. Although the solidarity that exists at times will be viewed as the stumbling block, it is essential that solidarity exist (Connolly et al, 2000). In addition to that it has been mentioned severally that people are nothing without their friends. These leaders need the emotional support from their family members and their friends. Moreover, the leaders must also have professional support. In this case, professional support means that the leader has counselors and social workers who will assist him in making sound decisions that seem too difficult for him. If a leader has support from these three groups, then it is with no doubt that a strong structure bond will be formed. Values as an integral part of change The mission of the school should be the leading light in the organization of the school. The mission statement and the goal of the school should provide what the values of the school consist of. These values should be the guiding light to change all the time. They should inspire the school as a whole starting with the management of the school, to the staff and the students themselves. There are symbols that exist that should be a guiding light in the school. For example if the school badge consist of a mountain and an arrow, the whole school should remind itself the reason as to why the mountain exist. The mountain in this case can symbolize the task, which is an uphill but in the end the school is going to benefit. The leaders who are involved need to inspire the institution as a whole. By inspiration this means that they should be of good example in assisting the school to adapt to the changes which have been set (Degenhardt, 2004). Recommendations It should be noted that although in order for change to be effective leaders have to play a key role in administering it, it should not be forgotten that it takes the effort of all the individuals involved so that change can be administered effectively. This means that the combination effort of the fellow managers, staff, supporting staff and the students must each play their role so that change can be administered effectively. However, it must be noted that without the support from their friends and families, together with counselors, effective change cannot be administered. In addition to that, by appointing team leaders who will assist them in administering the change and making sure that the important parts of the change are not left out and in avoiding workload. Conclusion The real reason as to why we succeed in installing change is by installing habitual patterns and behaviors. These patterns, that we install consists of assumptions. These assumptions guide us on how we should handle things. In addition to that as a means of curbing change, there are institutions set up for this. However, as time goes by, we find ourselves in the same process all over again and change becomes an integral part of our lives. If we possess intentions at heart to become effective leaders, then we have to find a suitable way of controlling and installing change. This is especially in our schools now that the education system proves that it needs revision every now and then. If the institution has to meet the set goals, then there has to be constant review of the environments surrounding it whether internally or externally. Since we can never evade change, it means that good leadership has to be integrated to assist individuals in managing change. The leaders should have a support structure based on support from each other and a mutual solidarity. Although the solidarity that exists at times will be viewed as the obstacle, it is essential that solidarity exist. In addition, it has been mentioned that people are nothing without their friends. These leaders need the emotional support from their family members and their friends. Moreover, the leaders must also have professional support. In this case, professional support means that the leader has counselors and social workers who will assist him in making sound decisions that seem too difficult for him. If a leader has support from these three groups, then it is with no doubt that a strong structure bond will be formed. References Congregation for Catholic Education (1997). The Catholic school on the threshold of the third Millennium. Retrieved 7 April 2012 from the Vatican web site: http://www.vatican.va/roman_curia/congregations. Connolly, M., Connolly, U., & James, C. (2000). Leadership in educational change. British Journal of Management, 11, 61-70. Retrieved on 7 April 2012 from http://ezproxy.acu.edu.au/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=3107608&site=ehost-live Degenhardt, L. (2004). Leadership for change. iNet Online Conference, December. Retrieved on 7 April 2012 from http://www.ssat-inet.net/en-gb/resources/Pages/olc/papers/leadershipforchange.aspx Mulford, B. & Silns, H. (2003). Leadership for organizational learning and improved student outcomes – What do we know? Cambridge journal of education. 33(2), 175-195. Retrieved on 7 April 2012 from http://ezproxy.acu.edu.au/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=9756276&site=ehost-live Norris, C; Barnett, B; Basom, M. and Yerks, D. (2002). Developing educational leaders: a working model: the learning community in action. (pp. 75-90) New York: Teachers College Press. Retrieved on 7 April 2012, http://ezproxy.acu.edu.au/login?url=http://dlibrary.acu.edu.au/ereserve/copyright/documents/Norris5419.pdf Riley, K. (2000). Leadership, learning and systemic reform. Journal of educational change. 1, 29- 55. Retrieved on 7 April 2012 from http://ezproxy.acu.edu.au/login?url=http://dx.doi.org/10.1023/A:1010025020624 Read More