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Implementing the Organizational Change 

     Implementing a change initiative is never easy even in the best of  circumstances. I can think of many changes and transitions that I have endured in every area of my life. Most of the changes turned out to be for the better but I can not name a single one that I was happy to change. I think if you poll anyone, they will likely tell you the exact same thing.  My innovation plan proposes to connect the content in 3 separate procedure courses using blended-learning so that the students can stay in the information until they have mastery.  Here is why I would like to make this upgrade.  Dallas College Radiologic Science Program has great outcomes already but since we implemented some changes, the faculty have noticed that content mastery has fallen off of our high standard. The question I pose is- "Do we consider good, good enough?" My answer is no.










 Archilochus understands that as aspirational as you may be that  in times of emotion and you are put to the test that you will fall to the level of your training. We must choose the plan that will help us reach our goal so that our students will maintain that high standard we are striving for. If that isn't in the training then they won't ever get there. We can't reach the expectation unless they are trained to that expectation

     This course has explored different strategies for creating a plan to  implement these changes. We first created a plan using the Influencer Strategy which I found to be quite fascinating. This plan considers both the personal, social, and structural motivation and ability when designing your plan. I was certain that this would be the strategy that I chose because I am an emotional person and typically use emotional influence to achieve almost everything. I have heard this called manipulation in the past but I believe manipulation has a negative connotation so I don't like to use that word. This is a great strategy for leaders that have good follow-thru. I know that my team and myself require more than emotion and desire to get to the end even when we have resources. 

     The next methodology we explored was The 4 Disciplines of Execution. This strategy uses accountability to get you to the end goal. It seems much easier although the authors caution that even though it sounds easy to understand that it is a process and to get to completion can be a bit more complicated. This plan demands accountability and repetition. It does have an emotional element included also.  I think this works better for the changes I am implementing in my program with blended-learning. We need structure, accountability and repetition to be successful. 

     As always, good communication and the ability to not become emotional when you are presenting a plan and working towards implementation requires a self-differentiated leader. I am blessed to work with a self-differentiated leader which I discuss in this blog post. I am working to elevate myself to this same level by using the Crucial Conversations strategy and by not letting the emotions of change influence myself or others. I feel confident using the 4DX plan and understanding how to have those conversations will aid me in getting to the finish line. 

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