Force Field Analysis and The Delphi Method

This week's reading gave me a better direction for some of my research. 
On pages 94-96 of, Examining What We Do To Improve Our Schools: 8 Steps from Analysis to Action By: Sandra Harris, Stacey Edmonson, and Julie Combs, we find the following model ideologies that can help as we research and search for solutions on our campuses:

Force Field Analysis

This theory derives from Kurt Lewin who thought that, “there are forces that drive change and forces that resist change,” (94).  As educators, we have all witnessed the pockets of teachers, faculty, and staff that resist change, but in order to insure that we are doing what is best for our students we have to identify these forces in order to best facilitate real change within our schools.  In conducting Force Field Analysis there are 8 steps to take which include:

1. Describe the current situation.

2. Describe the proposed change.

3. Identify what will happen if no change occurs.

4. Identify the forces driving the proposed change.

5. Identify forces resisting change.

6. Determine whether the change is viable.

7. If change is viable, what is needed for implementation?  Will you need to reduce the strength of the forces opposing the change, or increase the forces driving the change?

 

I think that Force Field Analysis is something that most educators run into when making change, and this analysis allows you to note this and continue on toward change not being discouraged by the negative forces wanting to keep the status quo. 

I think that in my action research I will be able to see these forces right from the start.  While I understand that the administration and I see the benefits of implementing the PLC mentality into our planning, I hope to find that others on campus embrace this tough change so that further work is viable.

 

Delphi Method

This method is used in order for a group of people to develop a deeper understanding in a specific area.  This method requires usage of experts or those who would be affected by the change at hand.  This is done mostly through email so that people feel they can speak freely, and time is less of an issue.  The format is as follows (pg. 96):

1. Send a problem statement to the staff asking them to write down what he or she believe needs to be done.

2. Retrieve these comments from the staff, and reproduce everyone’s comments.

3. Return all comments to the participants, and write a synthesis of the various ideas (optional).

4. Collect the synthesis statements and make a list of these ideas.

5. Send the new list back to participants, and ask them to rank them in order of priority.

6. Collect and compute an average and frequency of ratings; returning the tallies to the participants to re-rank.

 

This should help the staff to come to a consensus on an issue in an easier less confrontational manner while immediately creating solutions.

I can consider using this method with my project, because what I am researching is something that is required of all staff, and is something that I assume we all have a difference of opinion upon.  This may be an effective way to come up with a solution.