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Michael Fullan: All That He IsMichael Fullan: All That He Is

David EdgersonEDUL 7043 Organizational Development and Change

William A. Kritsonis, PhDNovember 12, 2005

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8/8/2019 Michael Fullan by David Edgerson, Presented in Dr. Kritsonis PhD Class

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Biography

Michael Fullan is the former Dean of the Ontario

Institute for Studies in Education of the

University of Toronto.

Recognized as an international authority on

educational reform.

He is engaged in training, consulting, and

evaluating change projects around the world.

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Biography

His books have been published in manylanguages.

He led the evaluation team which conducted thefour-year assessment of the National Literacyand Numeracy Strategy in England from 1998-2003.

 Appointed Special Advisor to the Premier andMinister of Education in Ontario.

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Widely Acclaimed Books

What¶s Worth Fighting For trilogy (with

 Andy Hargreaves)

Change Forces trilogy

The New Meaning of EducationalChange, 3rd Edition

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Widely Acclaimed Books

Leading in a Culture of Change which was

awarded the 2002 Book of the Year Award by

the National Staff Development Council

The Moral Imperative of School Leadership,

March 2003

Leadership and Sustainability: System

Thinkers in Action, 2005

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´Change is no longer simple³ 

there are no single-issue days in

schools.µ--Michael Fullan

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Relationship Building is aCore Competency of being

a Change Agent

Every strategy that works,

improves relationships.

Every strategy that doesn¶t go

anywhere, leaves relationships

alone or makes them worse.

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Relationship Building/Change Agent

You have to develop relationships with

other people you may not know,

understand, or even like.

Emotional Intelligence says that you have

to have that capacity to develop

relationships with people different than

yourself.

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Relationship Building/Change Agent

Emotional Intelligence is ³sine qua non´ of 

developing relationships in complex times.

If you are not able to handle diversity and

forge relationships, you won¶t be able to

go anywhere.

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The ´Implementation Dipµ

In the first 6 months or so in a change process,

there is always a drop in productivity followed byan increase in productivity.

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5 Components of 

Leadership Effectiveness

 A Moral purpose

 An understanding of the change process

 An ability to develop relationships

 An ability to foster knowledge building, and

 An ability to strive for coherence²with energy,enthusiasm, and hopefulness.

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Old Paradigm

The only one who likes change

is a wet baby

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New Paradigm

Educational institutions are full of people

wearing wet diapers. If they don¶t fully

embrace change, there will be a wholelot of diaper rash and not enough

ointment.

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The Culture

of Change

Beckons!