Invites the EI-EC PD CoP to join a discussion as we work on 

"Getting To A Change In Practice: One EQ Point At A Time"

Read on to learn more and engage in ongoing discussion by sharing resources, tips, challenges and solutions!

For more information on EI-EC PD CoP discussions around this topic visit our 2019 meetings page.

The Managing Complex Change Model (D. Ambrose, 1987; M. Lippitt, 1987) suggests there are five elements or components to creating, managing, and/or sustaining change. Though variations do exist. Click here for another example.

The five elements commonly stated as needed to achieve a change in practice include:

1. Vision

2. Skills

3. Incentives

4. Resources

5. Action plan

Despite our best efforts to attend to these elements, however, we often find ourselves struggling to see a change in practice. We find ourselves instead, facing resistance and searching for ways to increase engagement, achieve fidelity, and get more buy-in. 

Why is it that despite our use of evidence-based adult learning practices, and our commitment to quality professional development that we struggle to achieve change? 

Here are at least two reasons why our professional development falls short:

1. We haven’t considered the impact of age as a variable in the change process 

2. We need to address the emotional intelligence (EQ) of adult professionals in equal part as their IQ

Briefly stated, age slows the process down because the older the learner is, the more effort it takes to achieve a desired change. EQ on the other hand is dynamic and fluid...making the trajectory toward change a bit blurry. When our EQ is strong, the path is clear and our ability to manage change is highly likely. When EQ is low, it creates barriers to learning and slows any effort to take action. See adapted image of managing complex change for an illustration of how age and EQ have an impact.

Image adapted and expanded from: 

Ambrose, D. (1987). Managing complex change. Pittsburgh, PA: The Enterprise Group, Ltd.

Lippitt, M. (1987). The managing complex change model. Enterprise Management, Ltd.

SOLUTIONS

The following table was created by Dr. Kristie Pretti-Frontczak as a means of sharing her resources for increasing EQ. The practical tips shared in the table are designed to help those who deliver professional development, leverage and achieve sustainable change by attending to the EQ of adult professionals. Specifically, the table includes her EQ-based solutions for strengthening each element of the change process: Vision, Skills, Incentives, Resources, and an Action Plan. 

Element	Resources/Solutions/Tips	Discussion (Click "edit" to add your thoughts, questions, tips, challenges, additional resources, etc. and click "save" when finished.  Please include your name and contact info too!)
Vision	Core Values Need a personal vision before a shared vision - Without personal visions there isn’t a shared vision Shared visions are expressions of individual visions What matters to me; What am I really passionate about and wanting to contribute to? Goal is to nurture and create an environment where people can grow and accomplish (personal mastery) “That which is most personal is most universal.” ~ Carl R. Rogers   Why Striving For Balance Shouldn’t Be Your Goal	Know Your Why - Video from Michael Jr - inspirational    --  from Aimee Smookler (aimee.smookler@state.co.us) https://www.youtube.com/watch?v=1ytFB8TrkTo    I too love to think about "why" - here are a few more resources:   Activity where you watch Simon Sinek's video on what a "why" sounds like. It can be a good way to then then have individuals create their own why statement. You can also use this image/sentence starter to have participants fill in the blanks to create their sentence. In general, why statements should be: simple and clear actionable focused on how you’ll contribute to others, and expressed in affirmative language that resonates with you     Then people can come together to merge and create a team/project why. Here's a PDF with an activity that I used at a retreat I facilitated where several projects were coming together to form a collective.
Skills	What Before How: Significant Learning Outcomes   Case Example   Mindset Before Methods Using Affirmative Vocabulary 3 Things Successful Leaders Do Strategies For Supporting Staff Through Change Seeing The Adult Behind The Behavior	I found these resources super helpful as I am in the process of developing a CoP for EI providers in Colorado, especially the 3 Things Successful Leaders Do.  Thank you!  -- Aimee Smookler
Incentives	The Role of Incentives Three things successful leaders do to move from resistance to resilience Uncovering hopes and dreams is the key that unlocks positive emotions and intrinsic motivation If you believe you have less choice, you feel feel less safe and this leads to no brain behaviors
Resources	Triggering the PEA; NEW (11-24-19) - blog with sample questions that trigger the PEA Turning Down The Shark Music Setting Boundaries
Action Plan	Supporting Staff Through Change   Coaching With Compassion A guide to asking great questions to ensure great conversations   Is Your To Do List Getting In The Way Of Your Success?   Are you Where You Want to Be?
Age	Consider the changes in the brain as we age   Andragogy and associated principles
EQ (General)	Blog series starter on EQ Dr. KPF’s Manifesto on Transformative PD Is your EQ high enough to support complex change? Find out here.
Green Zone	A change in practice is not possible unless adult professionals remain in the green zone for extended periods of time.   We can trigger the PEA to help keep adults in the green zone...and we also need to be very aware of the triggers and stressors that put them outside the green zone. Here are a few resources that may help: Podcast on what we mean by the green zone  Blog on how to reduce stressors for adult professionals Blog on how to reduce stressors for children

To view/download the information shared on this page (minus the discussion) visit this google doc.