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Posts Tagged ‘Change management’

ICT in Education and Five Stages of Grief

Monday, February 20th, 2012

150x101 ICT in Education and Five Stages of Grief
Image by Getty Images via @daylife

Those of us involved in counselling or in change management will be familiar with the five stages of grief. These constitute the Kubler-Ross theory or model of change and adjustment. It is not uncommon to see people go through these stages as part of the grieving process following the death of another person. It is also recognised that people involved in organisations or companies can go through a similar process when the company is changed following, say, a takeover or a closure.

The five stages of the Kubler-Ross model are;

Denial, Anger, Bargaining (or negotiation), Despair (or Depression), and Acceptance

I bring this up here because it appears to me that many people and organisations involved in education technology, or ICT, in the UK have recently been going (or are still going) through this process.

This has been brought about, I feel certain, by the recent government announcement of the closure of Becta, the early termination of BSF programmes and a lack of clear government policy toward the use of technology in education. This has led to many people being made redundant or, at the least, uncertain about their future, it has also led to many groups, schools and professionals feeling uncertain about their position and the continuing role of ICT in schools.

It is hardly surprising that many individuals will have been experiencing these stages of grief, or change, what may be less clear is how organisations may also be experiencing these stages as they try to reposition themselves for the future.

I shall not here go through a description of each of the stages but I feel it has been understandable how some people have at first expressed some disbelief at the decisions that have been made by the new government and also some anger. I feel the protests seen outside parliament on July 19th were conceived out of both disbelief and anger. Other groups have tried to approach the government minister to try to bargain or negotiate on their position, with very little success it would appear. Perhaps now we are at the stage of despair moving into acceptance.

It is important that we all, individuals and organisations, come to the point of acceptance, for it is only when we reach that point that we can start to move forward again.

Moving forward is what we really need to be doing at this time. It seems to ne that the new government has given us two issues to tackle;

Firstly,  ICT in education is not important

and,

Secondly that central government shall have no role to play in the decision making as to how schools use ICT, such decisions shall be made by schools themselves, parents their communities and ‘big’ society.

It is my belief that the first issue is NOT the one we should be addressing. The message that ICT is not important has been put across as a result of decisions to axe BSF (Building Schools for the Future), the lack of any ‘policy’ toward education technology (either before or since the election) and a rather ill-informed speech on education given by a minister. At worst this is just an inference of the government’s failure to understand the role and importance of ICT. People failing to understand the significance of ICT in education is something we have probably all had to face for years from colleagues and sceptics, while it is disappointing that the government has appeared to side with the sceptics, our task here is simply to continue with vigour the training and promoting of ICT that we have all been doing for so long.

It is the second issue that we need to address with more urgency and import. This government is set upon a course of reducing or removing the role of central government in many aspects of our lives and giving power to a more local level. In the case of education, this appears to be to schools and parents. For those of us in ICT and education ,this would appear to mean that instead of dealing, as had previously been the case, with central government via its agency, Becta, we shall have to deal with schools more directly. It may also mean that schools, who may previously have relied upon Becta or their Local Authority for support and guidance may have to become more self-reliant or rely upon each other.

I feel that there is a future need for structures or mechanisms of support and guidance to be put in place for schools in terms of ICT progression. Such structures would not just be for schools but also for parents, communities, education suppliers and individuals. I do not believe that they need to be rigid structures but flexible structures that can be utilised to meet the needs of schools etc. as and when required. I do not believe, therefore, that we need a new body to replace Becta, which may always have been too far distant from schools, but for new organisations or groups and new ways of working to be brought into play.

I do believe at the present that the organisation, NAACE, could be in the best position  to start fulfilling some of those roles. Its membership not only includes local authority advisors but also independent ICT consultants, schools and teachers, it also has links within the industry and suppliers. There is certainly the knowledge and skills within the organisation to take on new roles if its constitution, budgets and membership decisions allow.

So we need not despair about the future, we should accept the situation and begin to build for the future.

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Change Management in Schools

Saturday, July 31st, 2010

320161805 4ac230895c m Change Management in Schools

Why is Change Management necessary in education?

We find ourselves in a time when the organisations and institutions in which we work are changing dramatically in terms of their structure, their strategies, their systems and, not least, their expectations of their staff. The rate of change and discovery often outpaces our individual ability to keep up with it. These statements I have paraphrased from the book ‘Making Sense of Change Management:  Change Management in Schools’ by Cameron and Green, as they seem to ring true in our schools, especially those involved in capital build projects such as BSF or PCP.

What is Change Management?

Change Management seems to cover a wide brief; you may come across it in business or commerce where a new system or way of working is being proposed or implemented, you may come across it in project management where a change or amendment is being considered within the project, and you may come across it in coaching or counselling where individuals or teams are being better prepared to cope a change and its effects.

For me, effective change management in schools should have elements from all three of these examples, with an emphasis upon the third example. I like to see the emphasis upon the third example, where individuals or teams are being better prepared for the change and its effects, because in schools we are principally concerned with the outcomes of our teaching and learning, for which we rely upon our staff and our learners.

CPD and Change Management

Sometimes we see Change Management combined with CPD or training and there is little doubt that elements of training are important in successful change management. Change Management, though, requires more than just one day’s INSET or time in staff meetings to be effective. Change Management needs to be planned, it needs to be ongoing and it needs to be geared to the levels of the individual or teams affected. It requires time and finance, two things we are often short of in schools especially with all the other ongoing demands on resources. Additionally, effective change management needs to be able to respond in ‘emergencies’ where an individual is having difficulty coping with new ideas, aproaches, systems or just the thought or prospect of their introduction or, indeed, where a particular new system is misfunctioning or having unforseen adverse effects.

Change Management and Financial Control

Effective change management may also have an effect upon finacial controls or budgetting. I daresay we can all think of a project, an initiative or piece of equipment which has been introduced at great expense but which has subsequently failed to live up to expectations or lain idle or rarely been used to its full potential. Such situations will often give rise to thoughts, or even accusations, of money and time having been wasted. My thinking here is that where a new project or initiative is combined with a process of change management, then the potential benefits of the project are more likely to be realised and there would be a lower likelihood of accusations of misspent money.

Let’s not go overboard here. I am not saying that we need a full blown Change management implementation every time a school acquires an additional piece of equipment, especially where that piece of equipment is just an augmentation of what already exists. However, where a complete new system or a new way of working is being considered, then I believe that change management should be implemented to ensure its effective introduction and subsequent use.

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Transforming Learning

Saturday, June 26th, 2010

300px Global Teenager Project Zambia2 Transforming Learning
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My approach to transforming learning (Learning Transformation) is a combination of three elements;

  1. CPD/training
  2. Change Management
  3. Project Management

First, though, we have to establish why learning transformation is important. The current capital build programmes are placing a lot of ICT and technical resources into schools;

  • if those resources are unused, we will have failed,
  • if those resources are only used in the ways such resources are currently used, we will have failed,
  • if those resources are used by learners, staff and the community in innovative ways, we will have been partially successful,
  • will we have been successful only if those resources are used by learners, staff and the community in innovative ways that lead to improved achievement, experiences and opportunities.

CPD/training

I believe that training is fundamental to learning transformation. If we want the resources to be utilised in new and engaging ways then users need to be both trained in using the resources and allowed to explore the potential of those resources. The training, however, needs to go beyond operating the hardware or software and focus on the usage with different learners. After all, why have expensive face-to-face ‘instruction manual’ sessions when we can read the instruction manual?

I feel that the CPD needs to be balanced between ensuring that all software and hardware are effectively covered or explored and that each trainee is able to draw up and follow their own ‘learning path’. We have to remember that not all users will be starting from the same point and that not all we be able to adapt or adopt the new ways of working with technology. Each one, however, is a valued member and should be allowed to proceed at their own pace and toward their own defined goals.

For me, the focus of learning transformation is about the learner using the technology. So the training is not so much focused upon getting the staff to use the technology as much as on getting the staff to allow and facilitate the learners to make use of technology. We are moving away from the learner being a consumer or passive recipient of technology and moving toward the learner becoming the active and creative user of that technology.

Change Management

There is obviously a lot of change going on around the whole capital build programmes in education; new construction, new resources, new facilities and new ways of working. All these changes need to be managed in order to avoid them getting out of hand or failing to materialise. What I am concerned with in change management, though is slightly different. I am not principally concerned with changing systems, changing services, changing specifications etc.; these aspects are more usually covered by protocols such as ITIL, FITS or project management procedures.

What I am much more concerned with is change management of people. Staff in a school are the most important and the most expensive resource available. They need to be valued and treasured. If we are going to involve them in a lot of change, they need to feel part of that change and to understand that change. Few people really like change and welcome it, most of us like to be able to control the change in our life or to feel that the change is going to be of benefit to us. If people do not understand the change and its benefits, then they can become resentful and entrenched in existing ways. If that is allowed to happen then we are only creating a barrier to learning transformation.

So my approach to change management involves skills taken from counselling and coaching, which allows people to express their concerns or fears while empowering them to move forward and benefit from the changes around them.

Project Management

It occurred to me that soon after becoming a consultant, that a lot of my work involved project management and working with project managers. This is why I studied for my project management qualification, so that I could better work in such environments.

Learning transformation, along with building design, ICT specification etc., does not exist in isolation from the rest of the capital build programme. It is a project that is part of a much bigger set of projects or programmes. As such, it needs to be carried out in alignment with these other projects or programmes, some of which may be on-going, some completed and some yet to start. In order for it to be successfully implemented, learning transformation, needs to follow the project management procedures in place across the rest of the programme. It is important, therefore, that those in charge of the learning transformation are also skilled in the ways of project management.

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