of data for action)
• Establishing leadership development for all (informal and formal processes for leading and learning at all levels)
• Managing the tough stuff within a caring climate (being accountable internally at the district level and externally at the state or province level)
These six factors in concert framed the shift in culture at MGSD. Constant reflective dialogue in which staff routinely asked questions like “How is the work going?” and “What are we learning?” provided everyone with a shared feeling and purpose of their role in authoring the transformation story. By applying these guidelines and key factors in a way that addresses your district’s unique needs, you can begin the process of establishing a cultural transformation that achieves measurable results for your entire student body.
Cultural Transformation
A successful change process involves developing a culture where everyone models and expects visibility; practice and results are transparent; action is precise; problem solving is innovative, but disciplined; and everyone is engaged each day. At MGSD, everyone means students, parents, janitors, clerical staff, teachers, and administrators at all levels. One effective way of developing and reinforcing this kind of culture is to expect that everyone becomes a teacher for everyone else, inside and outside of the district. This is a win-win proposition that helps everyone get better as they develop “a shared understanding about the nature of the work” (Fullan & Quinn, 2016, p. 2).
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