2.  See- Help those around you visualize the problem that you are looking to change  Feel- Allow for an emotional impact. Your team needs to feel the change at a deeper level. Even if the emotions are negative it will help gain understanding  Change- Now that your team can see and feel the change that is needed you can work toward your goal

3. 1. Increase urgency 2. Build a guiding team 3. Get the vision right 4. Communicate for buy-in 5. Empower action 6. Create short-term wins 7. Don’t let up 8. Make change stick

4.  By the time you realize change is needed it is too late  Assessment  Who is impacted: other department, students, parents, employees, etc.  Define the change you are making  Make certain those you are working with know why change is needed.  Break complacency  Empower your team

5.  The Vision does not have to be dramatic  Most people are already aware of what needs do be done but they cannot put it in words.  The Vision does not necessarily have to come from the leader  Make the vision clear  If it’s written it should be no longer than a page, if it is spoken it should be less than a minute.

6. “The plan is nothing, planning is everything.” -Dwight D. Eisehower  The plan can and will change but your vision should stay the same  Be clear on the vision and the plan  Use clear language  Take small steps when you can  Be flexible

7.  Walk the talk  Set the tone by practicing what you preach.  Communication should be heartfelt and simple  Do your homework  Know what your team is feeling

8.  Remove barriers that block action  Allow for possibilities outside of the norm  Create an even playing field for all employees  Do not remove all barriers at once. Allow for some structure to remain  Build self-confidence  Build optimism  Do not give into your own fears!

9. What wins do: 1. Wins provide feedback to leaders 2. Wins give those working on the project an emotional uplift 3. Wins build faith 4. Wins take away power from those who are against change

10.  Create an early win  Do not be lofty with early goals  Eliminate ambiguity  The more clearly your goals are communicated the easier it will be to obtain them  Keep the wins visible  Bulletin boards, emails, weekly updates, etc.  Never stretch the truth when communicating wins. Most feedback that you will get as a leader is coming from those implementing the change

11.  Don’t declare the first victory as the final victory  Progress is being made but be aware of exhaustion  Change can be mentally taxing on the leader as well as the team  Lighten the workload  SHOW RESULTS  Your team will want to see where they are and where they have come from

12.  Update documents  Tell others in your organization about your success  Make sure everyone feels that they have played a part in the success  Embrace any cultural changes that have been made

13. Beach (2006). Leadership & Art of Change. Sage Publishing. Kotter, J. & Cohen, D. (2002). The Heart of Change. Harvard Business School Press.