Previously, I developed and shared a plan on how I would use the Influencer model to implement ePortfolios in order to assist the special education students in my building with developing and reflecting on their post-secondary transition plans. Now, this week, I am incorporating the 4DX plan which was created by Chris McCHesney, Sean Covey and Jim Huling. The 4DX model addresses an important aspect of change: it is difficult to achieve goals when we have so many other moving parts in our lives (aka – the “whirlwind”).
The 4DX Model
The 4DX model teaches how to address the “whirlwind” of life and still accomplish your goals. It focuses on four disciplines within five stages of change. My innovation plan of implementing ePortfolios has teachers working with something new and incorporating it into their existing classrooms. For this reason, it is important to collaborate with my colleagues to incorporate tools to use so they do not become caught up with the daily grind that teachers so often become distracted by. Smaller goals will be an effective way to motivate my colleagues to make bigger changes, and using these smaller goals will help me to follow through with my implementation timeline. Below I have provided information on what the four disciplines and the five stages of the 4DX model are and what they entail.
My 4DX Plan for Implementing ePortfolios
From what I have learned of the 4DX model, I have created a draft of a 4DX plan for implementing ePortfolios within our special education department. This is not a final draft of the 4DX plan because it is important to collaborate within the department to set goals, measures, and review successes.
Comparing the 4DX Plan and the Influencer Model
These plans are similar in that they both focus on the implementation of goals. The Influencer model deals with motivation (the 6 sources of influence), both intrinsic and extrinsic, and focuses on changing behaviors. The 4DX model makes you think more about the logistics rather than the influence. It focuses on the steps to take in order to have a successful outcome. Both of these plans guide you in discovering the groundwork to enact change within your organization. Using both of these plans in conjunction with one another will allow you to appeal to the emotional side in order to motivate, as well as stay focused on and tracking progress towards change. I do not believe that one model is better than the other, rather, when they are used together a leader will recognize and respect important parts that are necessary when working towards change.
Chesney, C., Covey, S. & Huling, J. (2012) The 4 disciplines of execution. New York, NY: Franklin Covey Co.
Grenny, J., Patterson, K., Maxfield, D., McMillan, R., & Switzler, A. (2013). Influencer: The new science of leading change: 2nd ed. New York: McGraw-Hill Education.