This 3-month pilot study explores the techniques to be used in a year-long research effort for documenting the interventions made by principals as change facilitators in improvement programs. Two frameworks--a taxonomy and an anatomy of intervention--provide a means of describing and analyzing the interventions of the two principals studied. The…

The change process as it affects program implementation is the topic of this paper, which presents an overview of current knowledge about this process, discusses the methodology appropriate to future research on and evaluations of program implementation, and considers several areas in which new knowledge must be developed if the success of future…

An overview of recent trends in research on educational innovation contributes to a framework for further analysis. Two basic assumptions made are that innovation depends on multiple factors and that innovation itself is a three-stage process involving initiation, implementation, and incorporation into an organizational structure. The most…

A comparison of the similar economic but different political outcomes of retrenchment strategies at McGill University and the University of Montreal suggests that the key to success is matching the content of the strategy with an implementation process consistent with the particular institutional context. (Author/MSE)

Offers suggestions and strategies designed to enhance skills for planning, motivating, and implementing organizational change for librarians assuming the role of change agent. Highlights include the human side of change, including fear and anxiety; and a process model of change that includes three stages: endings, transitions, and new beginnings.…

Discusses a case study involving organizational change and its effect on employees. Presents three responses to the case study: "Paradox of Ordering Change: I Insist That We Work as a Team" (Paaige K. Turner); "Managing Change Is Managing Meaning" (Greg Hearn and Abraham Ninan); and "The Psychodynamics of an Organizational Change Initiative"…

The Delaware experience shows that staff development can be a positive force for change in schools, that principals can be effective facilitators for staff development, and that teacher involvement in training, discussion, and observation will help foster collegiality and acceptance of change. Includes 13 references. (MLH)

For beginning principals, delegation is an important skill and an effective way to learn about staff members. After defining the school's strengths and weaknesses, a principal can set concise, realistic goals and communicate them to the school community. A general blueprint for action (including communication, assessment, planning, and…

Describes Prince George's County Department of Social Services foster home recruitment and retention program. Identifies elements necessary for the success of the program. (RJC)

When a well-conceived combination of innovative learning strategies is used, the results are generally more favorable than those attained using any single strategy. Broadening the scope of planning and implementation will not only help integrate innovations, but will enhance opportunities for collegial sharing. Integration guidelines are provided.…

Examines eight reasons why Total Quality Management cannot succeed in education and shows how one Florida elementary school surmounted these obstacles and implemented Deming's quality principles. Principal Nancy Duden overcame resistance to change, leadership misconceptions, reliance on external motivators (promotions and grades), increased…

Quality Implementation in Transition is a framework designed to guide transition specialists and administrators in the implementation of total quality management. The framework uses the tenets set forth by W. Edwards Deming and is intended to help professionals facilitate change within transition programs. (Author/JOW)

In 1985, the Medicine Hat School District in southern Alberta, Canada, initiated the Model for Teacher Supervision and Evaluation to change school district culture and promote teachers' professional development and empowerment. The change mechanism was clinical supervision--a process allowing teachers to determine and achieve their own goals. The…

Presents a matrix-continuum of systemic change defining six developmental stages (old system maintenance, awareness, exploration, transition, emerging new infrastructure, and predominating new system) and six key change elements (vision, public and political support, networking, teaching and learning changes, administrative roles and…

Examines the benefits and the limitations of educational reform literature as applied to implementing collaborative services. A practical, research-based strategy for developing collaborative relationships includes getting started, developing a community collaborative council, identifying a shared vision and goals, conducting a needs assessment,…