I really like this post, Julian has explained the level of change resistant, and I think that most of what he say it can be applied to the teacher resistant to change their old skills and learn some digital skill to face the educational paradigm.
I invited you to read the article and comment about it.
Here is the summary
“So: there are four ‘resistors’ that relate to behavior. Habit, Elasticity, Performance and Reward. We need to identify individuals and organizational triggers and the habits that they bring about that resist change, then modify them, bring them back into the conscious space, and rehearse new behaviors, develop new habits. To do that, we need performance and rehearsal spaces, clearly defined. If the organization only has performance spaces, we need to carve out new rehearsal ones. We need to discover how elastic the organization is and use our project to be a soft space, a space that gives to change and works with other more flexible parts of the organization. And finally, we need to understand the reward map and utilize it’s power to embed the changing community and develop it’s shared purpose and values.”
I’ve been exploring the 16 Resistors of change in more details as we look at how to segment and overcome the inertia. Today i’m looking at four aspects of resistance that sit under the heading of ‘Behaviour’. These are ‘habit’, habitual responses triggered by familiar situations, ‘elasticity’, which is about understanding where the flex is within an organisation and where the rigidity sits, ‘reward’, which is about understanding the reward and reputation environment, and finally ‘performance’, which is where we discover where the rehearsal spaces sit. This is part of the wide body of work i’m pulling together into the new book, which will be about Organisational Change in the Social Age.
It’s a cognitively efficient behaviour to evolve habits: habitual responses to triggers in the environment or our communities. Habit lets us respond having done the thinking…
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