Pursuing high-quality education

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Pursuing high-quality education

Pursuing high-quality education requires constant change and adaptation to human complexity, as well as applying experimentally proven methods. Hence, it is imperative to explore various change models to identify the best fit for the current school situation and the standards set. Several models have been introduced, but this essay compares Kotter’s change model and Lewin`s model. It argues that Kotter’s model is a better choice for educational institutions.

Kotter’s model focuses on both practical and emotional aspects of the change process. First, it encourages education leaders to infuse a sense of urgency among stakeholders needed to take action. Second, a coalition has to be formed among the personnel, which creates mutual support and guidance among them. It stresses the need for a clear vision to guide staff through the process. Leaders not only have to consistently communicate the vision and goals to all the stakeholders but also prepare them with the training and resources needed for this change. The small achievements of staff should be appreciated by the leaders to sustain this change. The step-by-step nature of this model makes it easy to follow. However, the limitations of Kotter's model lie in resistance that happens in any change. Leaders not only have to convince people of the vision but also make them commit to it. Furthermore, the 8-step process of this model takes a long time, especially in schools where taking decisions should be immediate. (MSG Team, n.d.).

Lewin’s model addresses change through three main stages. The first stage is unfreezing. It’s all about conveying the desire for change. Leaders have to communicate the vision of the institution and the demands of the current situation. Transparency is necessary in this stage to involve the team. The second stage is change, where action is taken through training programs designed for the team. The goal of this stage is to make the change permanent through consistent supervising, empowering members to lead, and establishing a reward system for small wins. The final stage is refreezing, where the team moves from the transition phase of recognizing and being trained for the change to a more stable state. People now live the change and can sense the outcomes, and it is time to gather feedback from the team to understand how this change is reflected in their work. Limitations may arise in the oversimplification of the model when dealing with more complex situations that require additional processes to make the change successful. Change requires acceptance and the ability to adapt to it. Resources must be adequate for the desired change. That’s why allocating sufficient time, money, and any other necessary resources would make a difference. (Frontline Education, n.d.).

In conclusion, among the two discussed models, Kotter’s 8-step model appears to be the most effective in establishing well-rounded change in an educational setting. Kotter’s model stands out for the balance it creates between emotions and practicality. Educational settings require this balance. However, each model provides a framework to follow, and no single model can address all aspects of change.

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kennyfrequency

Pursuing high-quality education

Pursuing high-quality education requires constant change and adaptation to human complexity, as well as applying experimentally proven methods.

Hence, it is imperative to explore various change models to identify the best fit for the current school situation and the standards set.

Several models have been introduced, but this essay compares Kotter’s change model and Lewin`s model.

It argues that Kotter’s model is a better choice for educational institutions.

Kotter’s model focuses on both practical and emotional aspects of the change process.

First, it encourages education leaders to infuse a sense of urgency among stakeholders needed to take action.

Second, a coalition has to be formed among the personnel, which creates mutual support and guidance among them.

It stresses the need for a clear vision to guide staff through the process.

Leaders not only have to consistently communicate the vision and goals to all the stakeholders but also prepare them with the training and resources needed for this change.

The small achievements of staff should be appreciated by the leaders to sustain this change.

The step-by-step nature of this model makes it easy to follow.

However, the limitations of Kotter's model lie in resistance that happens in any change.

Leaders not only have to convince people of the vision but also make them commit to it.

Furthermore, the 8-step process of this model takes a long time, especially in schools where taking decisions should be immediate.

(MSG Team, n.d.).

Lewin’s model addresses change through three main stages.

The first stage is unfreezing.

It’s all about conveying the desire for change.

Leaders have to communicate the vision of the institution and the demands of the current situation.

Transparency is necessary in this stage to involve the team.

The second stage is change, where action is taken through training programs designed for the team.

The goal of this stage is to make the change permanent through consistent supervising, empowering members to lead, and establishing a reward system for small wins.

The final stage is refreezing, where the team moves from the transition phase of recognizing and being trained for the change to a more stable state.

People now live the change and can sense the outcomes, and it is time to gather feedback from the team to understand how this change is reflected in their work.

Limitations may arise in the oversimplification of the model when dealing with more complex situations that require additional processes to make the change successful.

Change requires acceptance and the ability to adapt to it.

Resources must be adequate for the desired change.

That’s why allocating sufficient time, money, and any other necessary resources would make a difference.

(Frontline Education, n.d.).

In conclusion, among the two discussed models, Kotter’s 8-step model appears to be the most effective in establishing well-rounded change in an educational setting.

Kotter’s model stands out for the balance it creates between emotions and practicality.

Educational settings require this balance.

However, each model provides a framework to follow, and no single model can address all aspects of change.

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Honestly didn't have any crit. This is just excellent work! Looks like you've hit the nail on the head with your learning, great to see :D

Pursuing high-quality education