Change Behavior

To enhance professional learning experiences for educators, I have been exploring the concepts from the Influencer and the Influencer Worksheet and insights from the TEDx talks by Jeni Cross and Joseph Grenny. These resources have helped me understand the complexities of behavior change and how we can effectively influence it.

 Common Sense and the Myths of Behavior Change 

Common sense often misguides us regarding changing behavior, as Jeni Cross points out in her talk, "Three Myths of Behavior Change." One myth is that simply giving people more information will change their behavior. While that seems logical, it does not always work. Another myth is that fear is a strong motivator but can cause people to resist change. Lastly, there is the idea that people act rationally, ignoring the social and emotional factors that influence decisions. These myths stick around because they fit our intuitive understanding of human behavior, but they overlook the complexities revealed by research.

 Connections to the Influencer Model 

Dr. Cross’s ideas align well with the Influencer Model’s Six Sources of Influence. Her focus on the social context of behavior change ties into the model’s social motivation and social ability sources. We can drive real change by using peer influence and creating supportive environments. Her emphasis on structural changes also aligns with the structural motivation and structural ability sources in the Influencer Model, highlighting the crucial need for systemic changes to support desired behaviors.

 Desired Results for Professional Learning Experiences 

As part of my plan to improve teachers' professional development, I want to make the educational environment a more collaborative and interesting place that encourages teachers to keep learning and improves the efficiency of their lessons. One important goal is to get more people to take part in professional development classes since being actively involved is key to learning. I also want to make it easier for teachers to work together and make sure that new ways of teaching are used in real classes which will improve student learning.

 Critical Strategies for Identifying Vital Behaviors 

To identify the vital behaviors needed to achieve these goals, use these four key strategies:

1.  Notice the Obvious:  observe current practices and behaviors of educators that impact their professional development. This means focusing on daily interactions and pinpointing behaviors that help or hinder compelling learning experiences.

2.  Look for Crucial Moments: Identify key moments when behavior changes can have the biggest impact. For example, the start of a new school year or the rollout of new teaching methods could be crucial for implementing changes.

3.  Learn from Positive Deviants: Study educators already excelling in their professional development. By understanding what sets them apart, we can identify behaviors that others can replicate.

4.  Spot Culture Busters: Recognize and address cultural norms and practices that may block change. This might involve challenging traditional hierarchies or outdated teaching methods that resist innovation.

 Utilizing the Six Sources of Influence 

To drive the desired change, use the Six Sources of Influence:

1.  Personal Motivation: highlight the personal benefits of professional development, like personal growth and better student outcomes, to inspire educators to engage willingly.

2.  Personal Ability: provide training and resources to build educators’ skills and confidence in new teaching strategies and collaborative practices.

3.  Social Motivation: Foster a culture of collaboration and peer support where educators encourage and motivate each other to participate in professional development activities.

4.  Social Ability:  create mentorship and peer learning opportunities, enabling educators to learn from one another and share best practices.

5.  Structural Motivation:  implement incentives like recognition programs or career advancement opportunities tied to active participation in professional development.

6.  Structural Ability: ensure that adequate resources, time, and infrastructure support ongoing professional development, making it easier for educators to engage in these activities without feeling overburdened.

I want to include these strategies and sources of impact in our professional learning to build a strong framework that helps people change their behavior and maintain it over time. The goal is to create a place where all teachers can grow professionally at all times.

References:

Grenny, J., Patterson, K., Maxfield, D., McMillan, R., Switzler, A. (2013). Influencer: The New Science of Leading Change. McGraw Hill.

TEDx, T. (2011). Three Myths of Behavior Change - What You Think You Know That You Do not: Jeni Cross at TEDxCSU. Youtube.https://www.youtube.com/watch?v=l5d8GW6GdR0