Content area
Abstract
This dissertation is the product and process of my reflection on a recent renewal project of a school's administrative system. I evaluated how I led the change process and why I led it the way I did. The purpose of the study was to investigate how my mindset influenced the change process and then was reconstructed through reflection on the change process.
To achieve this, I defined three analytical categories or dimensions for a mindset corresponding to the three levels of change: personal, interpersonal, and organizational. I conducted my dissertation as a qualitative case study developed through a reflective practice. To nurture this reflection, I used the theories and reflective activities of a renewed organization development framework.
In the section on the organizational level, I looked into how my mindset influenced the way I viewed school and change. I analyzed this from five perspectives: the nature of the change; the change process model; assumptions about change; the approach to leading change; and the foundation of the change in school.
In the section on the interpersonal level, I analyzed how my mindset shaped the nature of my relationships within the context. I showed how establishing relationship of collaboration instead of cooperation between client and consultants fosters client ownership of the project, creates a shared meaning for the change, and generates synergy. Then I concluded that instead of aiming to change others, change leaders should start by changing themselves and modelling the process of change and learning. I also challenged my assumptions about communication, and concluded that the consultants should adapt to the communication style and preferred language of the clients.
In the section on the personal level, I inquired into the personal knowledge, beliefs, and attitudes that I brought to the project. Through analysis, I found new metaphors to deal with dilemmas of change and reconstructed my assumptions about learning based on sociocultural theories. At the conclusion, I reviewed my theories of action and presented an organic model of change leadership.
