From Struggle to Success: Mastering the Stages of Innovative Change

Recently, on my podcast Unpacking the Backpack, I revisited a 2019 blog post outlining the stages of innovative change.  Take a listen on Spotify or wherever you access your favorite podcasts. You can also read the blog post HERE.  I have found great value in using the podcast to expand on ideas, concepts, and frameworks I have developed over the years. An unintended outcome has also materialized, which is using my blog to delve a little bit deeper by providing additional insight and thoughts.  Let’s dive into the intricacies of innovative change! 

Change is an inevitable part of growth, yet it is often accompanied by discomfort and resistance. When it comes to innovation in education or leadership, the process of transitioning from the familiar to the unknown can feel daunting. The Change Process resource I created for Digital Leadership (2nd Edition) offers a powerful visual and conceptual tool to help individuals and organizations understand and navigate the stages of transformation.

At its core, the Change Process is cyclical, illustrating how ideas evolve over time before becoming part of a new status quo. It begins with the status quo, the comfortable, familiar baseline from which we operate. Innovative ideas challenge this baseline, introducing a sense of disruption. This initial phase is exciting, but it often meets resistance as the idea tests the limits of established norms. 

The next phase is struggle, where implementation begins. As new practices are introduced, the process often feels messy and overwhelming. Mistakes are made, challenges arise, and the temptation to revert to the old ways can be strong. However, this is the tipping point of the process. Resilience, persistence, and support are critical to navigating this stage. Leaders and teams must stay focused on the long-term vision, knowing that meaningful change is rarely linear or smooth.

As the change progresses, individuals and teams may enter the stage of dissonance. Here, doubt, fear, and uncertainty emerge as the gap between the old and the new becomes apparent. This stage is crucial—it forces reflection and lays the foundation for growth. While uncomfortable, dissonance encourages us to confront the barriers preventing progress. Leaders should view this phase as an opportunity to foster open dialogue, address concerns, and build trust.

The development of an innovative idea begins as a spark of possibility—a bold vision that challenges the status quo and offers a solution to existing problems or unmet needs. However, an idea alone isn’t enough; it requires nurturing to evolve into a practical and actionable concept. This involves collaboration, brainstorming, and testing to refine the idea into something feasible and scalable. During this phase, leaders must foster an environment that encourages creative thinking and risk-taking, allowing team members to experiment and explore without fear of failure. As the idea takes shape, early adopters and champions play a critical role in validating its potential, providing feedback, and building momentum for broader acceptance. These steps are crucial for transforming a fleeting concept into a robust initiative that can survive the challenges ahead.

Finally, through sustained effort, the process reaches assimilation. The new idea begins to take root, becoming a natural part of the organization’s culture and practice. Over time, what was once innovative becomes the new status quo, paving the way for future cycles of growth and change. Keep in mind that the key to innovation is a willingness to innovate and the inherent change this has brought to our learning. 

The Change Process is a reminder that transformation is not an overnight journey—it requires time, patience, and adaptability. Always remember that innovation is more than an idea or tool. It also behooves us to know when to innovate or not. By understanding and embracing the stages of change, educators and leaders can navigate the challenges of innovation with confidence and clarity. As you reflect on your own change journey, remember that struggle and discomfort are not signs of failure but essential steps toward progress.

Leading with Versatility: The Swiss Army Knife Mindset

Recently, on my podcast Unpacking the Backpack, I discussed the Swiss Army Knife as an analogy for effective leadership.  Take a listen on Spotify or wherever you access your favorite podcasts.  Inspiration for this episode came from a past blog post, which you can read HERE. I thought it might be a good idea to expand on the topic a bit more, as leadership groups I have been working with love the concept. 

In a disruptive world, effective leadership necessitates more than just authority or charisma. It demands a multifaceted approach, a "Swiss Army Knife" mindset, where leaders possess a diverse toolkit of skills and can seamlessly adapt to ever-changing circumstances (Avolio & Gardner, 2005). This versatile approach requires leaders to be agile, resourceful, and able to navigate ambiguity with confidence.

The Swiss Army Knife, with its compact design yet remarkable functionality, serves as a powerful metaphor for effective leadership. Just as the knife's various tools can be deployed to address various challenges, effective leaders must possess a broad repertoire of skills and competencies. This includes strong communication and interpersonal skills, the ability to think strategically and solve problems creatively, emotional intelligence to understand and manage their own emotions and those of their team, and a deep understanding of their industry and the competitive landscape (Northouse, 2022).

Furthermore, the Swiss Army Knife emphasizes the importance of adaptability and resourcefulness. Leaders must be able to quickly assess situations, identify the most appropriate tools to use, and effectively deploy them. This requires a degree of flexibility and the ability to think on their feet. For instance, a leader might need to shift from a directive style to a more collaborative approach depending on the team's needs and the specific challenges they are facing (Yukl, 2010).

Cultivating a Swiss Army Knife mindset requires continuous learning and development. Leaders must be proactive in identifying and acquiring new skills, whether through formal training, mentorship, or self-directed learning. This might involve developing strong analytical skills, improving public speaking, or gaining a deeper understanding of emerging technologies. By constantly expanding their repertoire of skills and knowledge, leaders can better equip themselves to navigate the complexities of the modern business world and inspire high-performing teams (Avolio & Gardner, 2005).

The Swiss Army Knife provides a valuable framework for understanding the multifaceted nature of effective leadership. By embracing a versatile approach, developing a diverse skillset, and cultivating a continuous learning mindset, leaders can enhance their adaptability, increase their impact, and ultimately achieve greater success.

Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership1 Quarterly, 16(3), 321–338.

Northouse, P. G. (2022). Leadership: Theory and practice. Sage Publications.

Yukl, G. (2010). Leadership in organizations. Pearson Education.

New Year, New You: Strategies for Goal Achievement

“Without goals, and plans to reach them, you are like a ship that has set sail with no destination.” — Fitzhugh Dodson

It’s 2025 and we all know what that means.  The new year often brings a wave of renewed motivation and a desire for positive change. Whether improving fitness, launching a new business, or simply cultivating more mindfulness, setting and achieving goals can significantly enhance our lives, both personally and professionally. However, the road to success is rarely linear. This year, consider and approach to goal setting with a focus on realistic strategies and sustainable habits.

Set SMART Goals

Let’s begin with a tried-and-true strategy. One of the most effective frameworks for goal setting is the SMART method (Locke & Latham, 2002). Below are the specifics, which many of you probably already know:

• Specific: Clearly define your objectives. Instead of "get in shape," aim for "run a 5k in under 30 minutes by June."
• Measurable: Track your progress with quantifiable metrics.
• Achievable: Set challenging but attainable goals to maintain motivation.
• Relevant: Ensure your goals align with your values and overall life vision.
• Time-bound: Establish deadlines to create a sense of urgency.

Break Down Large Goals

While ambition is a good thing, we must take a practical approach to succeed. Overwhelming goals can quickly lead to discouragement. Divide significant objectives into smaller, more manageable steps (Bandura, 1997). This creates a sense of accomplishment as you tick off each milestone, boosting motivation and momentum. Remember, a win is a win, no matter how small it might seem at the time. 

Build Sustainable Habits

Stephen A. Brennan said, “Our goals can only be reached through a vehicle of a plan, in which we must fervently believe, and upon which we must vigorously act.”  Actions need to be sustained. Focus on creating lasting habits rather than quick fixes. Small, consistent actions are more likely to lead to long-term success than drastic, unsustainable changes (Lally, van der Merwe, Potts, & Wardle, 2010).

Cultivate Self-Compassion

We all need to be realistic. Setbacks are inevitable, so mentally plan for them now. Instead of dwelling on failures, practice self-compassion (Neff, 2003). Acknowledge your challenges, learn from your mistakes, and adjust your approach as needed.

Find Support

Surround yourself with a supportive network of colleagues, friends, family, or a mentor. Sharing your goals with others can increase accountability and provide encouragement along the way (Uchino, 2009). Having someone to talk to about your challenges can help you manage stress and maintain a positive mindset. It can make the journey more enjoyable, manageable, and ultimately, more successful.

Achieving goals requires dedication, perseverance, and a realistic approach. By setting SMART goals, breaking down large objectives, cultivating sustainable habits, practicing self-compassion, and seeking support, you can increase your chances of success and create a fulfilling and meaningful year. You got this now go slay 2025! 

Bandura, A. (1997). Self-efficacy: The exercise of control. W. H. Freeman.

Lally, P., van der Merwe, N., Potts, H. W., & Wardle, J. (2010). How are habits formed: Modelling habit formation in the real world. European Journal of Social Psychology, 40(6), 998-1009.   

Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task performance. American Psychologist, 57(9), 702-717.   

Neff, K. D. (2003). Self-compassion: An alternative conceptualization of self-regard. Self and Identity, 2(1), 85-101.

Uchino, B. N. (2009). Social support and health: Overview. Current Opinion in Psychiatry, 22(1), 48-51.