Erika+APP2.1


 * Formal and Informal Change**

A change agent is an individual who influences an alternation in behavior, method, or strategy to either prevent a problem from occurring or find a solution. Hall and Hord's (2011, p. 13) seventh Change Principle states "a central theme for advocates for bottom up change is that those nearest the action have the best ideas of how to accomplish the change." An important role as a change agent is to be aware of your goals and your organization's vision and mission. These observation and knowledge skills play a part in knowing what is working, what isn't and where the potential pitfalls have the potential to occur. Influence on change is not determined by size, location, or position, but the desire to be a positive force for the organization and those being served.

Informal change can be switched up frequently without a lot of effort or hassle. These types of changes do not influence a wide spectrum but can be very influential. Hall and Hord (2011) point out that leaders often forget about the minor changes, but when combined together the sum is great than their parts. A classroom teacher can influence change by suggesting a newsletter to inform 5th grade parents of units being taught, up coming events, and special notices. In this manner the group of three teachers efficiently inform 48 families, plus divide the workload by third, only writing a newsletter every third week by sharing the task. Leadership can come from a variety of angles and perspectives as explained by Hall and Hord (2011) it is the individual that can either start or stop the change from occurring.

A formal change is one that makes a longstanding alteration to a procedure that will not likely change for some time. Influencing a formal change, using the example of the newsletters, could be taking the work and successes by the 5th grade team to the administration. By presenting how deeper communication with parents, the students are more successful in their homework, participation by families in school events increases, and overall understanding of the curriculum strengthens the home and school link. The positive influence shown by the 5th grade team influences the administration to require newsletters from each grade. As well as, initiates a monthly school newsletter that showcases student excellence, praise to outstanding individuals in the school community and upcoming functions. **Benefits of Change Agents**

An organization with multiple change facilitators, as opposed to an individual, means that there are more opportunities for positive influence. "Everyone who is engaged in change has a responsibility to assist in facilitating the process (Hall & Hord, 2011, p. "8). No one person can be in the same place at the same time, nor do all people pursue actions in situations in the same light. Having the ability to draw upon a variety of strengths and skill sets can boost the overall chances for positive change.

The overlapping of leadership roles provides consistency throughout the organization creating a stable environment (Mendez-Morse, 1992). ***needs work*** Realizing that by forming alliances within the organization will be more productive than attempting to have the same power or results apart (Bolman & Deal, 2008). Sharing can be a difficult task for anyone to do, especially when individuals do not see eye to eye. "Too often leaders do not lead until they figure out which way the troops are moving (Hall & Hord, 2011, p. 119).” The notion of sharing leadership can be a struggle with distinct personalities or when a prompt decision is necessary. A consensus from larger groups can be hard to come by when there is no room for maneuvering on compromise. If directions or decisions are coming from several people this leaves room for crossed wires and misinterpretation to occur. Collaboration takes time and effort in order to be successful. Recognition and management of conflicts between levels that will allow the organization to be productive (Bolman & Deal, 2008). The effort or willingness to work together in an all for one type effort means that all individuals need to be willing to give and take. A team should celebrate not only the successes but also the disappointments. For some, it can be difficult to hand over the control or have the project go exactly according to plan or how they want it to be done. Falling under the notion that their way is the only way and no one else can do it the way they can. Developing an understanding regarding members resistance can aide in understanding the hesitation, fear, comfort zone, miscommunication, lack of training (Hall & Hord, 2011).
 * Challenges of Shared Leadership**