Engaging district and building leadership team members in discussions using a series of questions developed from the common mistakes and why employees resist change provides a strategy for anticipating areas of resistance, and planning together a strategy for involving the wider education community in any change process. Examples of such questions include:

  1. When undertaking a change initiative, what happens if those leading the change fail to create a strong sense of urgency for the change?
  2. What happens to the change initiative if the leader fails to create a guiding coalition with the necessary skills to successfully carry out the change?
  3. What skills should members of the team possess?
  4. Why is it important to develop a shared sense of a desirable future?
  5. What would an excellent communications plan for the change initiative include?
  6. What obstacles are we likely to encounter with any change initiative?
  7. What is the importance of achieving short-term wins early in the change initiative?
  8. What happens when employees are fearful of a change? What can be done to reduce/eliminate fear?
  9. How can we avoid employees feeling as if change is being forced upon them?
  10. If a climate of mistrust exists, how do we overcome this?
  11. What other questions do you think need to be added?


Preparing for Change: Engage district leadership team (DLT) members in responding to the questions listed above in preparation for launching a change initiative. During the discussion, provide opportunities for team members to reflect individually and as a group, thinking through how to best lead conversations about change with others.