Implementation-phase supports: staff engagement, communication and action plans, thought partnership, and self-assessment rubrics¶

Strategy · All strategies
Evidence · no claims cited

Description¶

During implementation, R15CC co-designs all-staff meetings and helps leaders connect authentically with staff; provides communication and action plan templates capturing "the intended audience, key timelines, necessary steps, roles and responsibilities, and strategic messages"; acts as thought partner and critical friend to directors and managers through regular one-on-one and group meetings; establishes divisionwide implementation working agreements (strong culture of collaboration, robust open communication, trusting and effective teams); and monitors progress with a self-assessment rubric during regular check-ins and meetings.

Design Implications¶

Context¶

Requirements¶

• Planned and structured feedback mechanisms so constant feedback flows into the system as new ideas and implementation realities emerge
• A clear transition plan and strategic communications, since transitions begin with an ending that can create strong staff reactions

Constraints¶

• Change efforts can stumble due to lack of implementation planning with clear progress milestones, overfocus on objectives rather than process, or failure to monitor progress

Target Learners¶

• SEA division directors, managers, and full staff

Target Learning Goals¶

• Developing leaders' capacity to manage change and sustain continuous improvement

Related Strategies¶

• Change-effort development tools: process maps, impact effort matrices, core competencies identification, and structure revision
• Discovery-phase data collection: surveys, listening sessions, and project inventories to map the current system
• Recommendations for state education agencies and districts implementing formative assessment at scale
• Facilitate a multi-session collaborative workgroup to co-develop state guidance
• Pilot guidance documents with a small set of schools and iterate before wide dissemination
• Phased LEA and SEA recommendations for adopting Opportunity Culture staffing redesign
• Build community-wide foundations before implementation through knowledge exchanges and planning meetings across sites

Examples¶

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Key Sources¶

• Mattson, H., Zoffel, J., & McCormick, M. (2023). Systems Reviews: An Approach to Building Coherence, Increasing Efficiency, and Improving Workflow at State Education Agencies. WestEd. https://eric.ed.gov/?id=ED628329