Change Management in Education: Myths vs. Reality

In this conversation, Dr. Whitley Dozier and Larissa discuss the complexities of change management in education, addressing common misconceptions, the role of leadership, and the importance of communication. They emphasize that change is a continuous process that requires ongoing support and understanding of the people involved. The discussion highlights the need for a shared vision, the significance of recognizing resistance as a signal for support, and the necessity of embedding change into the culture of educational institutions.

Resources:

Article: MTSS From Buy-in to Implementation: 8 Steps for Change

Administrators Guide to Supporting Teachers

Capacity Building for MTSS Article

Guide for Sustainable MTSS Implementation

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2025 Branching Minds MTSS Summit

Takeaways:

• Change management has three components: people-focused, process-driven, and outcome-oriented.
• Misconceptions about change often lead to ineffective communication strategies.
• Strong leadership is important, but change must be a collective effort.
• Ongoing communication and feedback are essential for successful change implementation.
• Resistance to change can stem from overload and lack of clarity.
• Change is a continuous process, not a one-time event.
• Celebrating small wins can help maintain momentum in change initiatives.
• Understanding the context and experiences of educators is crucial for effective change management.
• Change management should involve co-creation and shared vision among stakeholders.
• Effective change management requires a focus on both quantitative and qualitative outcomes.

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