Growth Mindset - How will you change your mind?
As New Zealand educators we are going through some significant changes. Change is scary sometimes - we all know that. We also know of the idiom ‘what doesn’t kill you makes you stronger’ - the truth is that any area of significant change can feel like a big challenge. Change challenges us at our core and can leave us feeling vulnerable. So how can we adapt?
As New Zealand educators we are going through some significant changes. Change is scary sometimes - we all know that. We also know of the idiom ‘what doesn’t kill you makes you stronger’ - the truth is that any area of significant change can feel like a big challenge. Change challenges us at our core and can leave us feeling vulnerable. So how can we adapt?
We expect our students to be immersed in change and often our students are far more equipped for change than we are. We could learn a thing or two about adaptability and embracing challenges from our students. What is the best way to encourage growth and adaptability? With a growth mindset. And we need to model it ourselves too.
In a masterclass with Carol Dweck, American Psychologist and professor at Stanford University, one quote really resonated:
““Mindsets are just beliefs. They’re powerful beliefs, but they’re just something in your mind, and you can change your mind.””
This is an empowering thought. Changes are challenging - however we get to change our minds about how we respond to change. Change is necessary and, when addressing the fact that our education system has not served all of our students, it is actually urgent. With a growth mindset we can support the kids - because they are the heartbeat in our schools.
Let’s make a conscious choice to change our minds. Let us, as Brene Brown would say ‘embrace the suck’ and move forwards together. We can walk through vulnerability to get to courage. We can face our challenges - with a growth mindset. It might not be easy (or comfortable) but we must do it in order to best serve the heartbeats of our schools - our students.
Change Models - Cohesion to make the change stick
When it comes to meaningful change and making change stick, there are some key aspects that need to be kept in mind. Firstly, without a clear vision for change the journey will be unclear. Without collaboration and a united approach, the vision for change and the path to get there will not be clear. Without cohesion, the change is unlikely to stick.
When it comes to meaningful change and making change stick, there are some key aspects that need to be kept in mind. Firstly, without a clear vision for change the journey will be unclear. Without collaboration and a united approach, the vision for change and the path to get there will not be clear. Without cohesion, the change is unlikely to stick.
The image below superimposes two leading change models on top of each other. John Kotter’s 8 steps of change (in blue) and the ADKAR model for change.
What do you notice?
We have taken the 5 step ADKAR model and put it beside Kotter’s 8 step model. Awareness stands beside a vision for change. Where Kotter recommends building a team and communicating a vision, ADKAR indicates awareness and a common desire.
We say Captivation and Collaboration.
Kotter indicates that the removal of obstacles and the celebration of short term wins is next on the steps towards change. ADKAR indicates knowledge and ability being key.
We say Collaboration and Communication. (Perhaps celebration could go in there too?) We can use the combined strengths of our people to keep making meaningful progress towards the vision.
Kotter says, ‘keep the momentum’ through communicating the vision and celebrating small wins. ADKAR says “tautoko” with Reinforcement.
We say Cohesion.
The four Cs go together to weave the two leading change models together.
Paint the vision clearly to get buy in - Captivation. Design the path to get there with Collaboration. Keep the momentum with regular korero - Communication and unite in reaching your vision with Cohesion.
What do you think? How can we help you to make the change stick in your context?
