The Six Secrets of Change, by Michael Fullan

Fullan advocates for purposeful peer interaction and learning in relation to results:

  • purposeful reminds us that everything is grounded in mission, and that time spent clarifying why our organizations exist comes back later to save us time and spare us confusion.
  • peer interaction can’t happen unless organizational structures, habits, schedules, and physical space allow it to happen; all these are choices available to us.
  • learning in relation to results can’t happen unless we have figured out what results matter to us. Here is the case for a focus on formative assessment practices designed to improve the work not judge it.

All of you have visions of results to strive for: in assessment practices; in Board policies and practices of all kinds; in strategic planning and financial management; in the relationship between Board Chair and Executive Director; in fund-raising.  What Fullan’s phrase does is put those results where they belong – not as vague hopes but as specific goals, not as things to talk and think about when we pause from our work but as the concepts that should animate our daily work.  As Fullan further comments, “Successful organizations see working and learning to work better as one and the same.”