Organizations often have a paradoxical challenge when trying to implement change: their aspirations are too small and their implementation plans are too big. Through work I’m doing with the Alia Innovation Cohort, I was introduced to a model that addresses both ends of the spectrum.

The Change Framework, developed by School Retool, starts with the identification of a big Aspiration – an inspiring, clear vision of why you are doing the work of change. Next, a short list of Behaviors are identified –if you achieved the aspiration what behaviors would you see. It is easy to have a lofty aspiration, but making it concrete by specifying what it would look like in action helps to design a few Big Ideas toward achieving the desired behaviors. Big Ideas are evidence-informed ideas that could be game-changers – if accomplished they would lead to the behaviors that would achieve the aspiration. Finally, implementation occurs through Hacks – small pilot projects or experiments to learn what achieves movement toward the Big Idea and what doesn’t.

Examples from School Retool help to illustrate the framework in action. The project adopted an aspiration to create “Deeper Learning”. Behaviors that illustrate Deeper Learning included seeing more students engaged in projects and an increase in student voice. Some of the Big Ideas include peer-to-peer learning programs, making learning relevant and making student work public. From there, you can imagine the hundreds of hacks that could move a school closer to achieving its Big Idea. For Alia’s work in reimagining the child welfare system, the aspiration is “Family connections are always preserved and strengthened” with behaviors of fewer children in out-of-home placements, increased community involvement and a shift in the mindset of staff.

If you are engaged in transformation efforts – and who isn’t these days – give the Change Framework a try. Articulating the model’s components in a concise manner will go a long way toward helping you actually achieve the change you desire. [More on hacks and levers of change tomorrow.]

For a copy of the framework, click here.

 

 

 

 

About the Author leadership dots by dr. beth triplett

I'm the chief connector at leadership dots where I serve as "the string" for individuals and organizations. Like stringing pearls together to make a necklace, "being the string" is an intentional way of thinking and behaving – making linkages between things that otherwise appear random or unconnected – whether that be supervising a staff, completing a dissertation or advancing a project in the workplace. I share daily leadership dots on my blog to provide examples of “the string” in action. I use the string philosophy through coaching, consulting and teaching to help others build capacity in themselves and their organizations. I craft analogies and metaphors that help people comprehend complex topics and understand their role in the system. My favorite work involves helping those new to supervision or newly promoted supervisors build confidence and learn the skills necessary to effectively lead their team.

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

This site uses Akismet to reduce spam. Learn how your comment data is processed.

%d bloggers like this: