In the midst of rapidly declining enrollment, more and more Iowa school districts are entering conversations with others about sharing and reorganization. In response, the district’s internal climate can begin to go through some predictable stages. As a school administrator, being aware and managing these climate shifts is important work. Helping the system move through the process without getting bogged down can ensures the best odds of keeping the system focused on student achievement.
Stage |
Sounds Like |
Feels Like |
Looks Like |
|---|---|---|---|
Stage 1: Disbelief |
“Surely they are not taking this seriously. It will never happen.” |
Minor uncertainty |
Some staff members are more “tuned in” to the idea than others. Some staff completely unaware. |
Stage 2: Blind opposition |
“This is going to be horrible!” Why would we ever want to do this?” |
Considerable uncertainty |
Increased potential for rumors. Staff members look to “opinion leaders” in the group in the absence of strong internal communication. |
Stage 3: What does it mean for me? |
“Am I going to have a job?” What if they move the whole building to “X” town? Who will be my boss?” |
Individual insecurity about position. Perceived need to “jockey” for positions. |
Lots of speculation about what new leadership will look like. |
Stage 4: Optimistic planning |
“Hey, this might not be so bad after all.” We could work together and create something even better than what we had before.” |
Some skepticism, but new hope for the future. Heightened curiosity about how the “other” district has been doing things. |
Considerable amount of time devoted to internal staff meetings to build relationships and internal capacity |
Stage 5: Second guessing |
“This is harder than I thought it would be.” If it weren’t for the reorganization…!” |
Change. Change. Change. |
All changes (whether related or not) are blamed on the reorganization. |
Stage 6: Establishment of a new culture |
“As crazy as it has been, I am beginning to think that this might work.” I can honestly say that I have seen some benefits.” |
Sense of hope restored. Belief that the change can/has brought about positive results. |
New norms, shared values and beliefs. Healthy, positive relationships. |
Source: Dr. Dean Meier/Beth Strike, AEA 267
