The intentional change model: common sense but not always common practice!

Each stage (1-5 below) is distinct from the next, and can be represented as a moment of personal discovery: a light bulb moment!

1: Personal vision, ideal self: Who do I want to be? It is critical that you develop a personal vision: in that are specific to it.  (It therefore has a set of competencies that describe someone who performs excellently in this role.)

2: Through auditing your own competencies you develop a picture of your real self: Who am I now?  How do I behave, what do I do frequently, what represents me now?  What evidence do I have for this?

3: Once you have identified your strengths and gaps, you can move towards developing a learning agenda: remember to build on your strengths (80% effort) and narrow your gaps (20% effort) – it is more profitable for you to invest effort and energy in areas where you have a natural preference or strength. A person could spend years trying in vain to close gaps that they are just not ‘designed’ to ever be able to do. Keep your learning agenda focussed and realistic, manageable in size but with challenge and remember that success breeds success!

• Defining your strengths: these are areas where your ideal self and real self overlap
• Defining your gaps: these are areas where there is a difference between ideal and real selves.

It is at this point you can articulate what you need to develop (from your setting’s story and your vision) and how you will develop (through building on your strengths and narrowing gaps in behaviour, skill, knowledge). 

Reflection: Am I motivated to make the changes in myself to achieve the vision I set out with?  Knowing the difference between you now and your vision of you in the future might not feel comfortable; use this feeling to create the energy and motivation you need to make change.

4: Learning development and achievement: Experiment and practice new behaviours, new skills, and new knowledge: this is your opportunity to create the change you want, and to practice towards mastery: embed the changes through experience and reflection.  This represents the Professional Learning and Development you will undertake.

5: Support: access trusting relationships, resonant relationships: remember to use the support of others (don’t do this alone!).

Who can help you become more successful, who will create opportunities for development?  Who will offer you challenge? Your motivation to change will only come from being true and honest to yourself, others can help you stay on track and provide the challenge and perspective you need to do this. 

Through achieving intentional change you will need to reframe your vision periodically: and so the cycle continues.

Download Learning resource on Intentional Change