When I am facilitating professional learning days or facilitating a conference workshop, one of the questions that I get asked most often is,

“How do we get “the other teachers” on board?

Basically, this question is asking how to move people forward. There is an increasing desire to shift practices to create more learner-centered experiences and learning environments so that all kids in their school or district to have similar opportunities. It’s encouraging to see this movement, and while I feel an incredible sense of urgency as I know many of you do too, when we label people as resistant to change, veterans, stuck in their ways etc. we isolate people and create more barriers to the change we want to see.

I was reminded of why we often struggle to change behavior in education (and in many areas of life) when I was reading Melinda Gates new book, The Moment of Lift. She describes how she realized that to make the impact she wanted, it was less about the technological advances that were being made, although they were groundbreaking, and that instead it is more about “the delivery system.” What she acknowledges and is important for all of us to remember, is that just because something might be better, and even life saving, doesn’t mean that people will automatically change their behaviors. 

“You have to understand human needs in order to effectively deliver services and solutions to people.” 

Melinda Gates- The Moment of Lift

Creating the new innovations is great but if you can’t encourage people to use them in ways that can improve lives, it won’t matter.  The lesson for all of us looking to change the practices or behaviors of others is this:

“Their cup is not empty; you can’t just pour your ideas into it. Their cup is already full, so you have to understand what is in their cup. If you don’t understand the meaning and beliefs behind a communities practices, you won’t present your ideas in the context of their values and concerns, and people won’t hear you.”

Melinda Gates- The Moment of Lift

If we really want to move people forward, first we have to understand them. 

Given this, here are five practices that I often encourage people to consider when connecting with colleagues after coming back after a conference and want to share new ideas or when they are encouraging others to try shift practices.

1.Be clear on what your goals are

Too often when you go to a conference or see a cool idea on Twitter or Instagram, we can jump in without really knowing the goal or how it will impact learners. Make sure that the idea you are spreading is really worthy of time spent with kids and learning and not just the latest and greatest trend on social media.

2. Connect to their goals and beliefs

I have yet to meet an educator who isn’t committed to the success of the learners they serve.  However, our practices and beliefs are deeply connected to our experiences. Uncovering their goals and beliefs can help you better understand them and the path forward. 

3. Engage others in the learning process

Remember that if you just spent 3 days at a conference immersed in learning opportunities and connecting with others that most people that you are working with have not had the luxury of this time. Be mindful about coming back and telling others what to do (or even asking) without providing opportunities for learning, conversation, and growth that you benefitted from as a learner. 

4. Share your process

If you are one that is typically willing to try new things first and are often leading the way, share your process. The majority of people are not “Early adopters” and need more time, models, and support to try new ideas.  When you share the process, including the challenges, successes, and thinking along the way, you can create the breadcrumb trail that will help others be more willing and able to try something new. To create a culture of learning, we need to make the learning process more transparent.

5. Celebrate the positive

The educational system is inherently deficit based. Too often we focus on what is wrong with someone and how to fix them rather that starting with what is working well. Instead, when we seek out ways to celebrate others and show what is working, we validate people and can build off of their strengths.

What I was reminded of reading The Moment of Lift is that behaviors are hard to change, and in education, just like all other human endeavors, it’s not about the program, it’s the delivery method that matters. To shift practices, we need to be clear about our goals and why they matter, understand and honor people’s beliefs, provide opportunities for connection, learning and new experiences, and ensure that we celebrate what is working. The reality is that you can’t make other people change, but you can create the conditions and provide examples to inspire and encourage people to shift practices and work together toward a common goal.