4 Disciplines of Execution Strategy
The 4DX model will help teachers work towards important wildly goals all year long. Along the way, to track our lag and lead measures and celebrate our victories, would be a huge motivator to see growth. Implementing my blended learning initiative using the 4DX can help guide us towards success. By following these disciplines, we can learn how to effectively execute our work plan and stay focused on our objectives. With determination and discipline, we can achieve our goals and turn our dreams into reality. Here is the individual disciplines that will lead to the 5 stages of change in any organization.
Discipline 1 – Focus on the Wildly Important Goal
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Team will meet to discuss and agree to our WIG.
Discipline 2 – Act on Lead Measures
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Lead measures- effort and work you are putting into the goal to work.
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Lag measures - is the actual results you get from the lead measures.
Discipline 3 – Keep a Compelling Scoreboard
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Keeping a Compelling Scoreboard that shows the progress of the team toward the WIGs and the lead measures will helps us track our growth.
Discipline 4 – Create a Cadence of Accountability
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By holding regular meetings where teams review their commitments and make new commitments for the next period. These meetings help drive the process of execution by asking four key questions that promote ownership and accountability within all members. It basically shifts organizational goals from being professional to being personal.
5 Stages of Change
Stage 1: Getting Clear
WIG: All grade levels and all subject areas at San Jacinto Elementary will use blended learning as standard instruction in their classrooms by May of 2025.
Lag Measure: Implement blended learning daily.
Lead Measure: Teachers will meet weekly to collaborate and share and compare how they implement a blended learning environment.
Stage 2: Launch
Launching can be tricky due to the whirlwind of day to day duties. In the beginning, some will push back and others will be more willing to change. For this to be successful the administrators will need to stay focused. Continue to implement the process and identify our resisters as well as our motivators.
Stage 3: Adoption
In the beginning, we will focus more on the process and not the results yet. We will work on accountability during our weekly staff meetings. We will discuss progress during this period as well. We will pair a motivator with a resister to ensure growth. We will us digital growth charts to keep track of growth.
Stage4: Optimization
This stage to me is mostly about celebrating. On our campus, we celebrate the milestones along the way towards meeting our goal. We will continue to work towards our goals and celebrate our successes by providing team collaboration and growth incentives.
Stage 5: Habits
Eventually, this all will become a habit. When we do reach our goal, we will set a new goal to continue our growth. This means celebrate WIG accomplishments, proceed to new WIG, lead measures sustained by superior performance and support individual team members.
Making Connections
I found the 4DX model is very similar to the Influencer model because both require accountability and the social aspect of team work. The 4DX model emphasizes regular measurement and tracking of goal progress, whereas the Influencer model can help ensure that teams are held accountable for their actions. Also, the lead measures in the 4DX model relate a lot to the vital behaviors in the Influencer model. The Influencer model and 4DX can complement each other by providing collaboration and accountability of each team members on achieving goals while addressing the behavioral aspects necessary for growth in any organization.
Reference
McChesney, Chris., Covey, Sean.Huling, Jim. (2012) The 4 disciplines of execution :achieving your wildly important goals New York : Free Press.
