Leading Organizational Change

Here you will find details about my innovation plan. A passion project where I am working toward implementing a blended learning station rotation model into my school’s curriculum. Below is the methodologies that I will use to effectively implement that change. Using all of these tactics in tandem with one another, I will be able to create the most impactful change. Starting with my why…

Why, How, What

I am proposing the implementation of a blended learning station rotation model into math and science curriculum at Kuleana Education Academy. Students already have an apt for technology and events of 2020 made the necessity for use of technology in education even more clear. This will be a first step in making foundational change in our education system.


We believe providing students with lessons that meet them where they are will empower their learning and give them confidence in the classroom to foster a life-long love of learning.


To accomplish this, we will provide an environment where students are encouraged to choose an activity that will best support them, giving students authority over their learning.


We give all students an even platform so they are all able to succeed academically through a program that supports all learning styles.

Why it Works

The why statement mentions one of my school’s core values “meet students where they are.” This why statement is effective because I am basing my project around the very beliefs that the school was founded on. This will bring administration back to the roots of the school and bring their hearts into the decision. It is easy to get into a routine everyday and forget why you even started, but this outline of why, what, how will remind teachers and administration why we work at such an inspiring school. Even though how and why are the ways we will actually accomplish this goal, they still draw from the heart. As a teacher, it is our goal to make sure that all students feel capable of succeeding in education and feel confident in their ability to learn. These are the very premises that I was preaching about when I became a new teacher and will continue to preach these ideas to administration so that we are able to bring this idea to reality.

Influencer Strategy

In order to effectively create organizational change, a person needs to implement 6 tools of influence that appeal to first the heart, mindset, and head. These Six Sources of Influence are personal motivation and ability, social motivation and ability, and structural motivation and ability. The personal aspect will influence the individual. Social will influence how others perceive the decisions made by the individual. Structural will influence the role of non-human factors like technology, space, and compensation systemsBy incorporating all of these strategies, the influencer is 10x more impactful in their desire to change the organization (Grenny, Maxfield, & Shimberg, 2013). As an influencer, I will use these techniques to implement a blended learning station rotation model into my school’s curriculum. 


I plan to implement a blended learning station rotation model, which will allow my blended grade classes to work on curriculum for their grade-level at their own pace and their own learning style (Innovation Plan). My goal is to create an environment where students feel empowered in their learning and are able to take ownership and responsibility for their learning. I will work with school administration and other teachers to create a school-wide cohesive plan for all classes to be able to use this plan in their curriculum.

Measuring Results

 I will be able to measure these results through weekly staff meetings where we will touch base about student attitudes, effectiveness in the classroom, and overall success school-wide. By focusing on teacher involvement, I will be able to create a more impactful change at my organization. Results will be measured in terms of teacher buy-in and involvement. Successful implementation will be all teachers using technology in the classroom to reinforce state standards. 

Vital Behaviors

Consistency: All teachers integrate blended learning into their curriculum.

Implementation: By the end of 2022-2023, all classes will have a set blended learning curriculum as a model. 

Permanence: Blended learning continues to be a pillar of the education model at Kuleana Education Academy

Organizational Influencers



Teachers will be influencers of change at my organization. By creating a curriculum based around blended learning, this will create a model for the school for years to come. Teachers will have to take the initiative to create long term and effective change. With consistent teacher buy-in, students and parents will follow. 

Six Sources of Influence

Below are the ways that I will use the Six Sources of Influence to create meaningful change at my organization.

Using the 4DX Model

In order to effectively implement change, you need to include a detailed execution strategy. In the book, “The 4 Disciplines of Execution,” authors Chris McChesney, Sean Covey, and Jim Huling outline the exact methodology to effectively create change and “close the education gap.” Based on human effectiveness, the 4DX model uses four differenct disciplines to attain goals whether it be professionally or personally. 

The Four Disciplines

Discipline 1: Focus on the Wildly Important

This step is where you identify you or your organization’s WIG, Wildly Important Goal. Set a clear goal so that when your project starts taking off, the goal is the same and the end result is clear.

WIG: By the end of 2022-2023 all classes at Kuleana Education will have a blended learning curriculum. 

Discipline 2: Act on the Lead Measures

In this step, you are directed to work on lead measures vs lag measures. A lag measure tells you if you have achieved a goal. A lead measure tells you if you are likely to achieve a goal. Lag measures are called this because by the time you are observing the measurement, the actions behind the result have already occurred. Lead measures follow the actions that drive the lag measures. It is important to follow lead measures so that you have control over the lag measures.

In this model, the lead measures are short term. Meaning they are a daily or weekly check-in working toward the goal. This is so that a person or a team can quickly adapt and change with varying circumstances. Over time, lead measures may change as myself along with my team learn what becomes most effective in working toward the WIG.

Lag measure:

  • A measure of how many teachers have actually set up a blended learning environment in their classroom. 

Lead measures: 

  • Teachers will be given training and resources during teacher week before the 2021-22 school year. 
  • Teachers will be expected to create at least one blended learning based unit to try during the first trimester. 
  • Continual check-ins about the blended learning curriculum and troubleshooting to encourage teachers to set up more blended learning units.

Discipline 3: Keep a Compelling Scoreboard

Keeping a meaningful score of effectiveness of the lead measures will help keep staff involved and invested in the WIG. Making sure that the score is effective is just as important as the execution of the WIG, without meaningful scorekeeping, the execution will fall apart. 

In order to keep track of teacher’s progress, there will be a shared document where teachers can log new curriculum introduced, new online resources they have found, give shout-outs to students doing exceptionally well with blended learning, and give kudos to one another. This positive feedback/ way to document success will keep teachers involved in the WIG and feel accomplished in moving forward with blended learning. 

Discipline 4: Create a Cadence of Accountability

It is important to follow through with accountability for teachers. Without the follow-up, execution will once again fall apart. Each step of the 4DX model ensures success. The fourth and final step is accountability. There will be weekly meetings discussing the WIG. Staff members will be given opportunities to share their successes and share ways they think the WIG may need to be altered. This weekly check-in will hold teachers and staff accountable to the WIG and keep it an ongoing project, not just lost in the wind

The Five Stages of Change

Stage One: Getting Clear

During this stage, everyone involved works on getting on the same page. Each part of the process needs to be definitively outlined and defined. This is arguably one of the most important stages of change. This stage will set the tone for the entire phase of change. Involved members define their WIG, lag and lead measures, and determine a scoreboard. This is an opportunity for everyone to contribute their voice so that everyone is deeply committed to the WIG. After this stage, everyone will have the same ideas and expectations going forward.

Stage Two: Launch

At this point, the entire team is involved and knows the goals and expectations. This is the point where the leader needs to inspire the team to take action. It can be through an event or a simple pep talk from the leader but the team needs to feel the inspiration from the leader. In my case, this will take place during teacher work week. All teachers and staff will be well rested from summer and feel inspired for the coming year. I, serving as the leader for this movement, will do a presentation where I appeal to the heart and then to the mind so that teachers feel prepared to create radical change in their curriculum over the coming year. Change will not come all at once but getting the team ready to rumble going forward is a very important step.

Stage Three: Adoption

Teachers and leaders fully adopt and commit to the 4DX model. Everyone is committed to the WIG and change vital behaviors that compliment lead measures. Teachers become accountable to one another and begin to increase their enthusiasm toward the WIG and toward the 4DX model. This is a period of growth for the team as the project begins to take off!

Stage Four: Optimization 

In this stage, as teachers (or team members) begin to get the hang of the 4DX model, they begin to change behaviors and working in the most efficient way to attain best results. Team members are accountable to one another and fully buy in to the 4DX model, creating a positive and efficient work place where all members are on the same page working toward the same goal. Basically, the 4DX model is in full swing and the team is completely involved optimizing their behavior for the better.

Stage Five: Habits

At this stage, the 4DX model is completely assimilated into the culture of the work place. It becomes habit almost second nature. You can see change happening and see a higher level of work performance all around. This is where the model really takes effect to make a more positive work place along with a more effective work place. 

The Influencer vs. 4DX

After developing both the 4DX model and the Influencer Strategy, there is a large correlation between the two. While they both focus on creating meaningful organizational change, there are a few key differences between them. The Influencer model focuses on the individual. There is an appeal to individual motives such as the heart, the head, and the individual mindset. This is important in creating individual support which ultimately leads to widespread support (this is also mentioned in the influencer strategy). The 4DX model focuses on team support and team cooperation. Personally, I feel these strategies will be most effective when used in tandem with one another. After the influencer strategy is posed and individual support begins to turn into team support, the 4DX model will then follow. While neither strategy is ever really over as you want to continue to inspire to keep the team involved, implementing both strategies together will create the most effective and most meaningful change.

Crucial Conversations

Crucial conversations is a method for effectively inciting change within your organization through something as simple as conversation. I will use this tool to face challenges head on and create a more healthy work environment. The steps to more effective conversations are

  • Get Unstuck: Remove yourself from the rut you have been in that does not lead to effective conversation
  • Start with heart: Start with your own pure intentions. What is it that you are trying to achieve and how can you achieve these results?
  • Learn to Look: Look out for signs of people retreating from the conversation, this will make it no longer an effective conversation.
  • Make it Safe: Be sure that the conversation is a safe place where all people feel free to share ideas and contribute without fear of backlash.
  • Master my Stories: Be confident and firm in your own truth and be ready to share your truth with others.
  • State my Path: Clearly and firmly state the outcome that you are wishing for from the conversation.
  • Explore Other Paths: Be open to the outcomes that others wish to achieve.
  • Move to Action: Come to a mutual conclusion and move forward with the decided plan.

Patterson, K., Grenny, J., McMillan, R., & Switzler, A. (2011). Crucial conversations tools for talking when stakes are high, Second Edition (2nd ed.). McGraw-Hill Education.

Grenny, J., Patterson, K., Maxfield, D., McMillan, R., & Switzler, A.. (2013). Influencer: The new science of leading change. New York, NY: McGraw-Hill Education.

Grenny, D. Maxfield, A. Shimberg. (2013). How to 10X your influence. Vital Smarts, 1-13. Retrieved from https://www.vitalsmarts.com/resource/10x-your-influence/

Kotter, J. [Dr. John Kotter]. (2011, March 23). John Kotter – The Heart of Change. Retrieved from https://www.youtube.com/watch?v=1NKti9MyAAw

Kotter, J. [Dr. John Kotter]. (2013, August 15). Leading change: Establish a sense of urgency [Video file]. Retrieved from https://www.youtube.com/watch?v=2Yfrj2Y9IlI

McChesney, C., Covey, S., Huling, J., (2012). The 4 disciplines of execution. New York, NY: Free Press.

Sinek, S. [TEDx Talks]. (2013, September 29). Start with why — how great leaders inspire action | Simon Sinek | TEDxPugetSound. Retrieved from https://www.youtube.com/watch?v=u4ZoJKF_VuA&t=164s

 Video Review for Crucial Conversations by Kerry Patterson. (2015, August 20). [Video]. YouTube. https://www.youtube.com/watch?v=EFaXx3pgaxM

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