We are entering another difficult period in the story of Education Leeds, where we need to carefully manage another complex and difficult change...

I have been talking to my colleague Dirk Gilleard about how we do it and we agreed that these are the approaches we should use:

1. We need to educate and work with all the colleagues involved.
2. We need to use a "systems" approach to ensure that all aspects are considered when planning and implementing the necessary changes.
3. We need to use a team approach that involves as many stakeholders and partners as possible in the change process.
4. We need to share power to encourage the implementation of the change.
5. We need to make plans, but "hold our plans loosely." Develop plans, but know that they will have to be adapted to change as opportunities arise and needs change.
6. We need to realize that there is a tension between establishing readiness for change and the need to get people implementing new approaches quickly.
7. We need to provide considerable amounts of training and staff development for everyone involved.
8. We need to choose innovative practices that are research-based and "organisation friendly."
9. We need to recognize that change happens through people; understanding colleagues resistance to change and working with it to build consensus and engagement.
10. We need to be prepared for "implementation dip"; things often get worse temporarily before improvement begins to appear.
11. We need to help colleagues develop an "intellectual understanding" of the change process we are engaged in.
12. We need to seek out "enablers" and "champions" who are interested in and supportive of the substantial changes we are making.
13. We need to take the long view; realizing that change takes time and should not be forced to occur too quickly.

I hope this helps.

Chris