School Leader’s Role in Supporting Teachers and Staff

Solution Implementation Dip

When solutions are identified, it generates a mix of anxiety and excitement. But the real work starts when that solution is implemented. As you move forward, you need to analyze what changes happen during implementation. After some time into the process, excitement will have subsided. 

During this moment, how would you feel if the solution is not making the progress you hoped for? 

Michael Fullan, in Leading in Culture of Change (2007), defines the implementation dip as “a dip in performance and confidence as one encounters an innovation that requires new skills and new understandings.”

“Appreciate the implementation dip. Leaders can’t avoid the inevitable early difficulties of trying something new. They should know, for example, that no matter how much they plan for the change, the first six months or so of implementation will be bumpy.”  Michael Fullan, Leading in a Culture of Change.

If you are going to improve your achievement results, you are going to need to make changes. While in the process of adjustment, performance may go down. This is a very common occurrence and I’ve seen this happen in every school I’ve worked with. But this is also something that can be improved through proper support.

The amount of time a school spends in the implementation dip is largely dependent on the support of school and district leadership during this time. When focus is maintained and support is continued, staff can push past this dip and advance to real change and results. 

A school leader’s role is important in helping teachers embrace change and push past their frustrations to a new level. 

“Leaders are the key to communicating Enthusiasm, Energy and Hope.”  Michael Fullan’s Leading in a Culture of Change.

It is your support for teachers to push past the challenges and make an impact that will make all the difference! Realize that this dip will happen, expect it, and be prepared to help people understand what is happening. When it does happen, it is recommended to use data as the basis of what your next steps will be.

Overseeing the Implementation Dip

When a solution is identified, an implementation or action plan will need to be created. Many districts and states have a format to write your plan. There is no need to exert more effort than necessary by reinventing the wheel.

Follow the components of your School Improvement (SIP) template so that all work is aligned and moving in the same direction. Your SIP should be an active document that guides your solution implementation. It is important to note that these implementations may look different from the plan due to adjustments.

When creating change and implementing a new solution, there are three critical areas for a leader and/or leadership team to monitor.

• Implementation Plan (or School Improvement Plan)
• Implementation Feedback: Success and Challenges
• Progress Data

The following questions are offered to help you predict or pinpoint deficiencies in implementation. This will help you support your staff quickly through the implementation dip. When deficiencies are identified, work quickly to solve them and move forward. Sometimes, an outside facilitator can be helpful in problem-solving issues and helping you determine where important changes should and can be made. 

• Implementation Plan Questions: Does your plan include basic details of what, when, how, and by whom will conduct the work?
• Implementation Feedback: Success - How will you provide implementation success feedback to staff during the plan implementation?
• Implementation Feedback: Challenges - What is problematic with your solution implementation? 
• How will you provide implementation feedback for problems during implementation?
• Progress Data: What are your performance indicators?  Are they specific enough to measure change in key areas?  Are they aligned with your SMART Goals?

“Whether you think you can or think you can’t, you’re right.”  Henry Ford

When making organizational changes and establishing new patterns, mindset is everything. Teachers will not keep devoting time and energy without proof that it is moving in the right direction. Evidence of progress is needed to celebrate and rejuvenate momentum. 

As you implement new solutions and changes, it is important to acknowledge incremental success along the way. Use your data to celebrate successes and help your staff believe they can make a difference in student achievement results. 

If you are interested in more information or would like assistance analyzing your data and identifying leadership strategies to push through the solution implementation dip, request a FREE consultation call. Fill in the Contact Form: 

https://debradurma.com/contact-us Type in "Request a FREE Consultation" in the "Additional Questions or Information Needed" box. You will receive a follow-up email with the next step to schedule a phone call to discuss your needs and questions.