To improve is to change; to be perfect is to change often. – Winston Churchill
This quote is relevant as we talk about education, schools and best practice for learning. We know that there are great things happening in our schools every day and it’s important to celebrate these successes; but it is equally important to embrace the notion that we can always make things better moving forward.
I’ve written previously about change and the inherent challenges. What’s interesting is how a completely different form of change I’m currently experiencing is so vastly different from my previous experiences and yet the process hasn’t gotten much easier – it feels the same. Perhaps what’s emerged for me then, is a better understanding of the emotional stages that change brings.
There are likely hundreds of theories on change and I certainly don’t think what I have here is anything new or earth shattering. My editor/critic (wife) assures me of this! My observation is that there appears to be four main stages that people move through during change. These four stages seem to occur no matter how much lead-time or pre planning is put into place.
1) The Introduction – the idea is introduced and there are two groups who emerge: early embracers, and a group in denial wanting to protect “the way we have always done it”. Sometimes in this latter category are those who verbalize support, but cling to old ideas and ways through their actions.
2) Reality of Change – the reality of change pushes people into a state of active resistance or acceptance. In my experience those resisting are far more visible and vocal than those who are waiting out this phase of disruption. The longer in this stage the less likely it is that change will stick.
3) Acceptance – people realize that change is happening and they begin to stop thinking of the old ways and what is lost. This could be the longest stage and may not have everyone 100% on board.
4) Production – Once the majority of people have accepted change, we can begin to see the positive gains that were envisioned back during the introduction stage (and usually some unintended gains as well!).
The process can be rocky. During, conversations can be difficult. My current Principal has taught me that as Administrators, if we can’t hear the word “no” then the word “yes” is meaningless. She is very wise and this is a meaningful phrase. So I’ll repeat and hope some of you pause for thought – ‘if we can’t hear the word “no”, then the word “yes” is meaningless’.
When working through conversations that begin with “No”, “I can’t” or “I won’t” and even the non-verbal cues that are telling us ‘no’, it’s important to remember that someone is working through one of the stages above and we need to work with them wherever they may be along that continuum, not necessarily where we want them to be.
To improve is to change; to be perfect is to change often. – Winston Churchill
John Tyler 
