6 thoughts on “Creating successful change”

  1. I am confused. Isn’t your blog entry, “The art of being an unreasonable educator,” in direct conflict with what you are saying in, “Creating successful change?” Please clarify. 😕

  2. Hi Al,
    I don’t think so. I think part of being unreasonable means that you can maintain a stronger vision. In my head, unreasonable is different than authoritarian. I think being unreasonable pushes you up higher on the vertical control axis in this diagram.

    And like I said, this drawing is just a thought. I’m happy to listen to ideas about adjusting it.

  3. I really liked the visual and think it was right on target. When we start seeing things in this way, it makes it easier to see which direction we need to go in, kind of like a road map.

  4. Well thought out, Sylvia. I find myself in on the lines of your drawing. Not authoritarian, but sometimes too far ahead in “vision” from the staff I am trying to get consensus among. Maybe I am unreasonable. 🙂

  5. Noel Wilson developed a stages of group development model in the 80s which went:
    dependence -> rebellion -> cohesion -> autonomy

    He made some interesting points along the way. Cohesion feels great but may not be great. Everyone is happy with the leader and the leader is good at keeping people happy.

    Some of the features of autonomy are similar to some of the features of rebellion. In both, people speak their minds. If a group has reached autonomy (rare) then the speaking out leads to discussion where differing views are listened to and respected but argued with.

    So, I’m agreeing with Al and arguing that authoritarian / consensus does not cover the full range of collaborative states.

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