Since we’re in the business of change I thought I would share what I have used as a formula for changing kids and teachers reluctant to change. I have identified four elements that are essential for people to change.

K = Knowledge

Awareness precedes our choices. Share what works by telling your own stories of success and achievement. Often it’s our enthusiasm and confidence that wins people over to believing there may be another way besides their current practices. If one really examines the payoffs and benefits it may only be marginal at best.

A = Attitude

Attitudes can be positive or negative. Attitudes that are neutral are often only negative attitudes disguised by silence. You will find there are more people on planet Earth that will tell you it can’t be done than people who believe it can.

P= Practice

Practice, Practice, Practice. Nothing improves performance like practice. Anytime you attempt something new it requires patience and practice. Often people will introduce a new strategy or solution but don’t use it enough or fall short of implementing it long enough to really test its merit.

F = Feedback

We all require information about our new attempts. No one lives in a vacuum. Both positive and negative feedback impact us. The best feedback gives us concrete and specific information about the benefits and payoffs for our efforts.

As I mention in our seminar, sometimes you have to study the opposite of a concept to recognize the benefit of the new strategy. If you fail to get the sustained meaningful change you’re after the following principles may very well be the reason.

V= Vagueness

Vagueness is the enemy of change. It’s not just the goals we set but it’s the steps that enable us to accomplish the goals that make the difference. Generalities are the refuge of a weak mind.

H= Hovering

Nothing destroys initiative and implementation of a new idea than a person who is judgmental. Give people time and space to implement the new idea before you offer recommended adaptations.

R = Rescuing

Avoid bailing people out before they experience the results of their behavior. Learning occurs when people experience first hand the cause and effect of their behavior. While you can always make yourself available for advice it’s best if you are asked the questions before attempting to answer the assumed questions.

T = Telling

One miscalculates that the quickest way to realize a change is to tell people to change. It ‘s probably the worst strategy one can use for it leaves out ownership. People must experience ownership from their investment of time. They must feel their ideas are valued and that they have a large stake in implementing the new idea or strategy.

– Gene Bedley