1. Changing schools Reasons, Roles & the Human Factor Maria Sachpazian RSA dip TEFL

2. Change is different depending on where we stand Ministry of Education Exam boards Upper Management Teachers Students

7. Why does change need to be a common goal? Management Staff Administrative staff Parents Teaching staff Students

8. Change issues How does the need for change emerge? Who inspires it? Is the change commonly agreed upon? How much time is there to plan the change? (training?) How will the change be implemented? (clear roles?)

9. Change issues When will the the outcomes of change be reviewed? How will they be reviewed? What are our back-up plans?

10. Change seen as a common goal

11. The problem with change is... held accountable for whatever goes wrong. well plannedpro-active The problem is not well planned, pro-active change BUT haphazard Its haphazard change

12. Haphazard change is brought on only when it is imperative. the need for change has not been identified proactively. is introduced to keep up with the competition.

13. Haphazard change... lacks change management fails to take resistance to change into consideration lacks People Centered Implementation There is not enough time to invest on understanding & implementing it properly

14. So naturally... People dont resist change. They resist being changed.

15. Re-inventing myself Organisations Organisations = puzzles Staff Staff = pieces of the puzzle Pieces adjust themselves to fit into the puzzle Suggested change means that they have to re-adjust themselves: not easy

16. Reasons behind resistance to change School Owners: Change = investment Teachers / Staff Change = a lot of extra (unpaid) work work

17. Reasons behind resistance to change Lack of role models for the new situation. comfort zone T. feel they overloaded and overwhelmed Fear of stepping out of comfort zone

18. Examples of resistance to change Self talk and rationalisation to avoid change Idolisation of practices which are not effective

19. Well planned, meaningful change Need for change is noticed Need for change is discussed. Staff (T and A) present their findings. Decisions are made Action plans are drafted

20. Well planned, meaningful change is structured

21. Change Management A structural approach to transitioning individuals, organisations and teams A structural approach to transitioning individuals, organisations and teams

22. PCI: People Centered Implementation The 6 crucial success factors 1.Shared / meaningful purpose of change. 2.Effective leadership/ scuffolding. 3.Takes the needs of individuals into consideration. 4.Engagement of team and comitted individuals. 5.Sustained personal performance. 6.Clear understanding of change.

23. Change by Deepta Protik Osman Change not mean perfect. Change just change. Not a perfect, there is. But always a change. After the change, after the change. Few a change from the past. And also, new change, vast. Reminding future of a past. Back change, unvast past. Future change, full of vast.

24. Webliography www.PoemHunter.com for the poem of Deepta Protik Osman www.PoemHunter.com Understanding why education must change from www.newhorizons.orgwww.newhorizons.org Performance matters from www.ktsprocess.com www.ktsprocess.com Resistance to change: Overcoming resistance to change: Top Ten reasons for change resistance by A.J. Schuler, www.schulersolutions.comwww.schulersolutions.com www.emeraldinsinght.com for a variety of interesting ideas and articles www.whomovedmycheese.com the official site of Spencer Johnsons book. www.whomovedmycheese.com

25. Bibliography Day Christopher, Harris Alma, Hadfield Mark, Tolley Harry, Beresford John, (2000), Leading schools in times of change,Open University Press, McGraw Hill Education, England Fullan Michael, (2007), The New Meaning of Educational Change, Teachers College Press, New York

26. If you want to chat about change inputoneducation@gmail.com sachpazian@input.edu.gr sachpazian@input.edu.gr sachpazian@input.edu.gr Facebook: Maria-Araxi Sachpazian Facebook: Maria-Araxi Sachpazian