Digital Learning & Leading Journey Synthesis
The Goal of My Journey
I embarked on this journey to become a digital leader that could apply technology to enhance learning for me, educators, students and parents. But I also wanted to lead organizational change in different school districts and shape the future of digital learning. The DLL Program at Lamar University assisted me in accomplishing this goal with the assistance of their intelligent and motivational professors.
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4DX Strategy
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Plan
The 4DX strategy/pan must address:.
The 4 Disciplines of Execution within the 5 stages of change. Refer to and use the What to Expect section of Section 2 Installing 4DX With Your Team as a starting point or guideline for your strategy/plan.
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How you will address the key actions in implementing 4DX identified at the end of each stage.
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How the Influencer Model and 4DX complement/supplement each other.
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Bree is a spirited and standout font that takes its inspiration from handwriting. It’s sure to grab your reader’s attention, especially in short paragraphs.
After reading this book, I was able to install and apply the 4 disciplines of execution (4DX) to bring about lasting change in people's behavior in my team/immediate learning environment.
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The authors offer a simple yet effective four-step formula for execution, from goal setting to application and accountability. Although the concepts are basic, the clear instructions for implementation make this book a standout.
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After being in the workforce in various roles, I have been involved in developing countless strategy plans. But never did even one of my bosses recommend that we research how to approach executing goals and strategies. Therefore, I would like to express that everyone that is assigned to develop goals and strategies within their work system, engage people's hearts and minds toward a common goal/vision. Click below on the button to view the 4Disciplines of Execution in a nutshell before approaching to develop your strategy plan.
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The 4 Disciplines in a Nutshell
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4DX Strategy
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Plan
The 4DX strategy/pan must address:.
The 4 Disciplines of Execution within the 5 stages of change. Refer to and use the What to Expect section of Section 2 Installing 4DX With Your Team as a starting point or guideline for your strategy/plan.
​
How you will address the key actions in implementing 4DX identified at the end of each stage.
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How the Influencer Model and 4DX complement/supplement each other.
​
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​
Bree is a spirited and standout font that takes its inspiration from handwriting. It’s sure to grab your reader’s attention, especially in short paragraphs.
After reading this book, I was able to install and apply the 4 disciplines of execution (4DX) to bring about lasting change in people's behavior in my team/immediate learning environment.
​
The authors offer a simple yet effective four-step formula for execution, from goal setting to application and accountability. Although the concepts are basic, the clear instructions for implementation make this book a standout.
​
After being in the workforce in various roles, I have been involved in developing countless strategy plans. But never did even one of my bosses recommend that we research how to approach executing goals and strategies. Therefore, I would like to express that everyone that is assigned to develop goals and strategies within their work system, engage people's hearts and minds toward a common goal/vision. Click below on the button to view the 4Disciplines of Execution in a nutshell before approaching to develop your strategy plan.
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Discipline 1
Focus on the
Wildly Important Goal (WIG)
A goal that makes all the difference. Failure to achieve this goal renders any other achievements in consequential.
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Rules:
1. No team focuses on more than to WIGs (wildly important goals) at the same time.
2. The battle you choose must win the war.
3. Senior leaders can veto, but not dictate.
4. All WIGs must have a finish line in the form of ‘from X to Y by when.
Discipline 2
Act on the Lead Measures
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This discipline applies disproportionate energy to the activities that drive our lead measures. This discipline is the discipline of leverage. Lead measures ar the "measures" of the activities most connected to achieving the goal.
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A lag measure tells you if you've achieved the goal, a lead measure tells you if you are likely to achieve the goal. While a lag measure is hard to do anything about, a lead measure is virtually within your control.
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Keep A Compelling Scoreboard
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The discipline of engagement
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A compelling scoreboard tells you where you are and where you should be. People play differently when they know the score and disengage when they don't know the score.
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Characteristics of a compelling scoreboard:
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1. It has to be simple.
2. It has to be visible.
3. It should show both the lead and lag
measures.
4. It has to tell you immediately if you
are winning or losing.
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Once you see the lag measure is moving because of your efforts on the lead measures, you'll become more engaged knowing you have a direct impact on results.
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Discipline 4
Create a Cadence of Accountability
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Big Question: What can we do this
week to impact the lead measures?
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Each weekly commitment must meet three
(3) standards:
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1. Represent a specific deliverable: commit
to exactly what you will do, when you will do
it, and what you expect the outcome will be.
The more specific the commitment, the
higher the accountability for it.
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2. Must influence a lead measure.
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3. Timely: If the real impact of your
commitment is too far in the future, it
won't help to build the weekly rhythm or
winning.
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Discipline 3
Bree is a spirited and standout font that takes its inspiration from handwriting. It’s sure to grab your reader’s attention, especially in short paragraphs.
Most teams go through five stages of behavior change. People usually deal with change in one of three ways:
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Models: These models are the top performers and the most engaged. They embrace 4DX with enthusiasm and take it to the higher level.
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Resisters: They are the opposite. When one introduces 4DX, some will immediately say that it won's work and that it
will be impossible to implement.
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Potentials: They are the ones with the capacity to be top performers but who are not there yet. Some lack the focus on goals or the specific knowledge to improve. Others may need the added pressure of accountability to motivate them.
Stage 1: Getting Clear
The leader and the team commit to a new level of performance. They are oriented to 4DX and develop crystal-clear WIGs, lag and lead measures and a compelling scoreboard. They commit to regular WIG sessions. Although you can naturally expect varying levels of commitment, team members will be more motivated if they are closely involved in the 4DX work session.
Key Actions
Confirm that all team members are gearing towards the same vision: At the end of the school year, Science grades/test scores will increase to 80% or higher. (Discipline 1)
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Develop and implement intervention strategies to improve grades. (Discipline 3)
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Team will identify strategies that have been successful at other campuses. (discipline 1)
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Team will identify lag and lead measures to be tracked on their designed scoreboard. (Discipline 2 and 3)
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Meetings will be scheduled weekly/monthly for continuous progress. (Discipline 4)
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Stage 2: Launch
Now the team is at the starting line. Whether you hold a formal kickoff meeting or gather your team in a brief huddle, you launch the team into action on the WIG. But just as a rocket requires tremendous highly focused energy to escape the earth's gravity, the team needs intense involvement from the leader at this point of launch.
Key Actions
Identify the staff that are the models, potentials and resisters. The leader can act on the lag and lead measures by working with each group as needed.
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The models can assist by mentoring the potentials and resisters on a regular basis. Hold brief weekly which should last no longer than 30 minutes. (Discipline 4)
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Review and modify the lead measures during the weekly meetings. (Discipline 2)
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Keep track of scoreboard to determine if team is winning. (Discipline 3)
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The Influencer Model
and
4DX
Complement Each Other
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The Influencer Model and the 4DX both want to the find the expected results including positive vital behaviors. They both focus on implementing a strategy/goal. They both gather data for their results. The 4DX gathers the lead and lag measures' results which focuses on the performance of team members. As for the Influencer Model results, they will be measured by teachers' surveys and students' grades. Both require teachers' input such as sharing ideas and assisting each other. The Influencer Model goals depends on the vital behaviors where the 4DX focuses on using the 4 disciplines.
I strongly feel that both go hand in hand and should be used together when developing strategies/goals. Once results are studied from both, one can apply them into the design of the
References
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McChesney, C. (2012). The 4 Disciplines of Execution in a Nutshell.
Covey, S. (2012). Executive Overview of the Disciplines of Execution.
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Covey, S., McChesney, C., & Huling, J. (2012). The 4 Disciplines of Execution:
Achieving your wildly important goals.
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Grenny, J., Patterson, K., Maxfield, D., McMillan, R., & Switzler, A. (2013).
Influencer: The new science of leading change. New York, NY: McGraw-Hill.
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Stage 3:
Adoption
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Team members adopt the 4DX process and new behaviors drive the achievement of the WIG. You can expect resistance to fade and enthusiasm to increase as 4DX begins to work for them, They become accountable to each other for the new level of performance despite the demands of the whirlwind.
Key Actions
Keep track of weekly grades, six weeks grades and benchmarks on scoreboard to view if everyone is on the road to success.
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If the lag measures are not improving, the lead measures need to be modify. If certain students' grades are not improving, these students' will need more assistance.(Discipline 2)
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Meetings have to occur to design additional strategies for these students. (Discipline 4)
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Keep track of scoreboard to determine if team is winning. (Discipline 3)
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Stage 4:
Optimization
At this stage, the team shifts to a 4DX mindset. You can expect them to become more purposeful and more engaged in their work as they produce results that make a difference. They will start looking for ways to optimize their performance--they now know what "playing to win" feels like.
Key Actions
If your team is consistent about 4DX, one can expect team members to began optimizing it on their own.
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Encourage ideas/recommendations from teachers for lead measures to continue moving towards success. (Discipline 2)
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Recognize and celebrate when potentials start performing like models and when resisters start performing at any level above theirs. (Discipline 3)
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Celebrate when scoreboard displays that team is winning. (Discipline 3)
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Stage 5: Habits
When 4DX becomes habitual, you can expect not only to reach the goal but also to see a permanent rise in the level of your team's performance. The ultimate aim of 4DX is not just to get results, but to create a culture of excellent execution.
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Key Actions
Once the new behaviors become ingrained in the day-to-day operation, one can set new goals and still execute with excellence again and again.
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Celebrate with praise and small incentives the accomplishment of the WIG/s.(Disciplines 1 and 2)
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Move on to a second WIG as soon as the first WIG is accomplished. (Discipline 1)
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Continue assisting team members that need to become models. (Disciplines 3 and 4)
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Emphasize that our new operating standard is sustained superior performance on lead measures. (Disciplines 1, 2, 3 and 4)