27 AprImplementing change positively

Posted on 27 Apr 2022

As funded three-year-old continues to roll out in Victoria, organisations have been reviewing their current program and timetable. Through this review services may have identified the need to alter the existing timetable or alternatively to introduce a new program model to accommodate the increase of three-year-old funded program hours.

When introducing change, services may notice varying responses and reactions from the early childhood teachers and educators. These responses and reactions may include excitement and enthusiasm and a willingness to trial something new and different. Others may demonstrate resistance, fearfulness and anxiousness about the change. For many, the program model and timetable that they are currently working with is all that they have known.

How to reduce resistance

Cole (2019) outlines seven steps to introducing change and suggests that through following these steps resistance and barriers to change can be reduced. These steps are outlined in Figure 1.

Figure 1: Seven Steps to introducing change

Step 1: Think it through

The first step is to ‘think it through’ and consider what is best for your organisation when deciding when and how to increase the three- year-old hours.

  • Where are we now?
  • Where do we want to be?
  • How will we get there?

Step 2: Create common vision that defines the change exactly

In the second step, determine and explain why the change is necessary. Decide what it will achieve which will assist in the team in understanding the benefits of the change. It is important to be personal and inclusive and use terms such as ‘we and you’. Have a clear vision on what the organisation is aiming for, for example, to ensure all three-year-old children have access to a government funded kindergarten program.

Step 3: Communicate, communicate, communicate.

When change isn’t communicated effectively, it creates a lot of uncertainty for the team. It is important to not leave them guessing about what is happening, how the change will impact them or for them to hear it from others. In the third step it is important to communicate with all stakeholders. Strategies to ensure communication is effective include:

  • Being clear and honest. This includes discussing the challenges and the benefits of the change. It is important that trust is developed and maintained,
  • Sharing how the change will affect each person involved,
  • Outlining the role of each staff member, and
  • Encouraging questions and contributions.

Step 4: Address people’s concerns

When introducing change, it is important to balance both the needs of the organisation and the needs of the team. In the fourth step, involving the team as well as listening to and acknowledging any concerns, can assist in reducing any potential barriers. Encourage the team to be involved in the discussions in an open, honest, and professional manner.

Step 5: Develop a clear action plan

Step five involves providing a clear plan and timeline of when and how the new program model or timetable is to be implemented. By undertaking this process, the team will feel empowered to be involved in the process.

Step 6: Create a climate of certainty

Step six involves implementing strategies that provide the team with a sense of security. This will enable the change to be a positive experience for all involved. It will also assist in reducing any anxiety within the team and support the team to be open to new ways.

Step 7: Follow up/monitor your progress

Continuing to engage with the team throughout the process ensures that they can share what is working well and what needs altering. This final step provides the opportunity to acknowledge success, celebrate achievements and to keep the enthusiasm and interest high.

Introducing change is approached and received differently by everyone, therefore it is important that organisations develop a plan that is suitable to both their organisation and their team.

Additional resources

References

Cole, K. (2019). Leadership and management: Theory and practice (7th ed.). Cengage Learning Australia.

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