| How might we engender a culture of change amongst our colleagues? |
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Research taster
Changing existing cultures or mind-sets can take time. CPD co-ordinators have used metaphors such as ‘bubbling away’, ‘slow simmering’, and ‘a little beat pulsing away’ to describe a process which involves intermittent or regular reinforcement of key messages. One co-ordinator commented how the concept of learning how to learn was embedded through lodging ‘it in the back of their minds’. Another, by contrast, commented how it was embedded through keeping the notion of learning constantly in the foreground. If you have leadership responsibility in your school for a subject or department, leading by example, modelling behaviour and encouraging ideas to permeate through developing and shared understandings helps to embed cultural change amongst your colleagues. 
Your evidence
Developing a new mind set means connecting with and building out from existing ideas and beliefs. You might like to increase your understanding of your colleagues’ current views by choosing particular changes to practice and discussing with your colleagues possible barriers to change, such as:
During your discussion, you might like to try to identify how you could support your colleagues in overcoming such blocks.
Moving forward
Once you have a clear insight into some current perceptions about obstacles, you might like to identify, with the support of other members of the leadership team, a range of different opportunities over the coming few months when you can reinforce each other’s attempts at introducing new ideas about learning and help to unpack the obstacles. Find out more  You can find out more about bringing about change on the TLRP Learning how to learn project website at: http://www.tlrp.org/proj/phase11/phase2f.htmlYou can find out more about how working collaboratively with colleagues can help you to change your practice on the GTC’s Research of the Month website at: http://www.gtce.org.uk/policyandresearch/research/ROMtopics/cpdrom/ |
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