Task Zero: Book Review
Rocking the Boat was all about how to rock the establishment boat without capsizing, or getting set adrift in your own little skiff, or worse yet, being forced to walk the plank. When change is needed how do you bring it about without causing serious issues for the organization or ostracizing yourself?
In her book, Debra Meyerson explores how you can cause change by working from within an organization, generally by taking small steps that lead to big changes. She explains how you can work with the system but still stay true to yourself and your ideals. These changes may take more time but will result in less chaos and resistance in the long run. In order to do this, she proposes a range of methods from the very subtle to more bold maneuvers but all of them involve working from the bottom up. She suggests that the tempered radicals - people working behind the scenes in established institutions - are as important as the more visible and radical change agents who may be working from the outside or a position of greater authority.
One focus of this text is how to highlight sources of positive deviance in your organization. A positive deviant is one who is different from the norm in a good way. These positive deviants serve as examples and can turn confrontations based on differences into opportunities to transform the hearts and minds of others. Meyerson discusses how change makers and risk taking can be encouraged by leaders actively seeking input from others, demonstrating humility and accepting differences and failures. Leaders and harbingers of change look for ways to amplify the effects of their work by starting conversations and cultivating processes and people to spread the learning. The author’s goal is to help everyone see that they can make a difference.
Task One: How am I different?
According to Ms. Meyerson, there are 3 major ways you can be different: different social identities that set you apart and cause exclusion, different social identities that are more cultural and not a basis for exclusion, and different philosophical identities. She could also have included a category for physical differences such as a disability.
In my case, I have a different social identity as a person of mixed race. In most cases, I do not feel that my social identity has caused me to be excluded since my observable culture is centered more towards the norm. In some cases I have been treated differently but not to a point where my race is a big concern. My colleagues and the majority of families I work with respect me as a person and listen to what I have to say regardless of color.
Another thing that sets me apart is the fact that I was homeschooled for the majority of my pre-college years. This has given me some distinctly different cultural characteristics. Given that my parents were rather conservative on some issues, there is a lot of music that I am not familiar with and movies or shows that I have never watched, and school experiences that I have never had. Being homeschooled has caused me to place higher value on things like individuality, choice, thinking differently and cross-generational communication and somewhat less on societal tradition. It has caused me to care less about how others view me and to allow more freedom for self-expression.
Finally, my difference is shaped by my faith and philosophical differences. These differences have separated me from the mainstream at times but I always enjoy a good discussion and feel it is an opportunity to cause both parties to examine the ideas and beliefs they hold dear.
Task Two: Becoming a Tempered Radical
On the continuum of Tempered Radicals making a difference, I think I often fall into broadening the impact through negotiation. Of course, staying true to one’s self should always be a part of what you do as a person so I think most Tempered Radicals will fall into that category. I like how Meyerson frames change agents as sensitive improvisers who are able to recognize and act on opportunities as they arise. I try to turn personal threats into opportunities which has been an area of growth. Rather than just doing what I do, why not engage others in a way that causes them to think without having to be defensive? This has led to more negotiations regarding things that I think are important, such as testing schedules, test preparation, teaching methods and the like.
Meyerson’s outline of stepping back, focusing on your priorities, gathering intelligence (considering the opposing views), and getting outside input is spot-on. The first one - stepping back, or outside of an issue, involves moving outside of the panic zone where fear and reaction are prevalent. In most of the stories she shared, it required patience, taking time to think and avoiding an initial knee-jerk reaction based on feelings or outward appearances. I also try to have alternatives ready when making a case for something because it usually saves time and decreases resistance. I have found myself doing this frequently when it comes to changes I would like to see.
I would like to move further up the scale with a combination of leveraging small wins and starting some collective action about a really big issue. I think the collective action part starts with gaining small wins and encouraging others to join you. In the end, it creates an environment that is ready for significant changes.
Task Three: Facing Challenges
Meyerson states that to be successful, agents of change must operate with a general, yet flexible vision of the changes they are seeking. Understandably, advancing change is not without difficulties. The four types of challenges Tempered Radicals deal with are: 1. challenges of ambivalence, 2. co-optation, 3. potential damage to reputation, and 4. frustration and burnout.
I would like to make changes in the way our school operates and recruits students. We need to continue to emphasize the Arts as important for development of a well-rounded, creative student. We must also strive for academic excellence which will necessitate setting higher standards for all students from every population and encouraging teachers, students and parents to buy into this way of thinking. It also means teachers have to work harder to get the whole class into this mode rather letting the chips fall where they lie. Thankfully, I have found several others who are like-minded and are willing to work with me in this direction.
Co-optation is an easy trap to fall into since very few people want to be signaled out as the strange ones or the people who made life more difficult for everyone. I am actively looking for a good opportunities to discuss this change with the staff and using some of our Art insider language as a vehicle for introduction and acceptance of the emphasis on academics and equality.
I think the risk of being seen as a trouble-maker is something that can’t be avoided but can be minimized by one’s approach. Frustration is something I deal with because it is hard for me to see why others aren’t willing or don’t see the need for a change in teaching/learning standards and recruitment. In time though, I see change coming and I work with the knowledge that patience is a trademark of the Tempered Radical.
Meyerson, D. E. (2008). Rocking the boat: How to effect change without making trouble. Harvard Business Press.
Rocking the Boat was all about how to rock the establishment boat without capsizing, or getting set adrift in your own little skiff, or worse yet, being forced to walk the plank. When change is needed how do you bring it about without causing serious issues for the organization or ostracizing yourself?
In her book, Debra Meyerson explores how you can cause change by working from within an organization, generally by taking small steps that lead to big changes. She explains how you can work with the system but still stay true to yourself and your ideals. These changes may take more time but will result in less chaos and resistance in the long run. In order to do this, she proposes a range of methods from the very subtle to more bold maneuvers but all of them involve working from the bottom up. She suggests that the tempered radicals - people working behind the scenes in established institutions - are as important as the more visible and radical change agents who may be working from the outside or a position of greater authority.
One focus of this text is how to highlight sources of positive deviance in your organization. A positive deviant is one who is different from the norm in a good way. These positive deviants serve as examples and can turn confrontations based on differences into opportunities to transform the hearts and minds of others. Meyerson discusses how change makers and risk taking can be encouraged by leaders actively seeking input from others, demonstrating humility and accepting differences and failures. Leaders and harbingers of change look for ways to amplify the effects of their work by starting conversations and cultivating processes and people to spread the learning. The author’s goal is to help everyone see that they can make a difference.
Task One: How am I different?
According to Ms. Meyerson, there are 3 major ways you can be different: different social identities that set you apart and cause exclusion, different social identities that are more cultural and not a basis for exclusion, and different philosophical identities. She could also have included a category for physical differences such as a disability.
In my case, I have a different social identity as a person of mixed race. In most cases, I do not feel that my social identity has caused me to be excluded since my observable culture is centered more towards the norm. In some cases I have been treated differently but not to a point where my race is a big concern. My colleagues and the majority of families I work with respect me as a person and listen to what I have to say regardless of color.
Another thing that sets me apart is the fact that I was homeschooled for the majority of my pre-college years. This has given me some distinctly different cultural characteristics. Given that my parents were rather conservative on some issues, there is a lot of music that I am not familiar with and movies or shows that I have never watched, and school experiences that I have never had. Being homeschooled has caused me to place higher value on things like individuality, choice, thinking differently and cross-generational communication and somewhat less on societal tradition. It has caused me to care less about how others view me and to allow more freedom for self-expression.
Finally, my difference is shaped by my faith and philosophical differences. These differences have separated me from the mainstream at times but I always enjoy a good discussion and feel it is an opportunity to cause both parties to examine the ideas and beliefs they hold dear.
Task Two: Becoming a Tempered Radical
On the continuum of Tempered Radicals making a difference, I think I often fall into broadening the impact through negotiation. Of course, staying true to one’s self should always be a part of what you do as a person so I think most Tempered Radicals will fall into that category. I like how Meyerson frames change agents as sensitive improvisers who are able to recognize and act on opportunities as they arise. I try to turn personal threats into opportunities which has been an area of growth. Rather than just doing what I do, why not engage others in a way that causes them to think without having to be defensive? This has led to more negotiations regarding things that I think are important, such as testing schedules, test preparation, teaching methods and the like.
Meyerson’s outline of stepping back, focusing on your priorities, gathering intelligence (considering the opposing views), and getting outside input is spot-on. The first one - stepping back, or outside of an issue, involves moving outside of the panic zone where fear and reaction are prevalent. In most of the stories she shared, it required patience, taking time to think and avoiding an initial knee-jerk reaction based on feelings or outward appearances. I also try to have alternatives ready when making a case for something because it usually saves time and decreases resistance. I have found myself doing this frequently when it comes to changes I would like to see.
I would like to move further up the scale with a combination of leveraging small wins and starting some collective action about a really big issue. I think the collective action part starts with gaining small wins and encouraging others to join you. In the end, it creates an environment that is ready for significant changes.
Task Three: Facing Challenges
Meyerson states that to be successful, agents of change must operate with a general, yet flexible vision of the changes they are seeking. Understandably, advancing change is not without difficulties. The four types of challenges Tempered Radicals deal with are: 1. challenges of ambivalence, 2. co-optation, 3. potential damage to reputation, and 4. frustration and burnout.
I would like to make changes in the way our school operates and recruits students. We need to continue to emphasize the Arts as important for development of a well-rounded, creative student. We must also strive for academic excellence which will necessitate setting higher standards for all students from every population and encouraging teachers, students and parents to buy into this way of thinking. It also means teachers have to work harder to get the whole class into this mode rather letting the chips fall where they lie. Thankfully, I have found several others who are like-minded and are willing to work with me in this direction.
Co-optation is an easy trap to fall into since very few people want to be signaled out as the strange ones or the people who made life more difficult for everyone. I am actively looking for a good opportunities to discuss this change with the staff and using some of our Art insider language as a vehicle for introduction and acceptance of the emphasis on academics and equality.
I think the risk of being seen as a trouble-maker is something that can’t be avoided but can be minimized by one’s approach. Frustration is something I deal with because it is hard for me to see why others aren’t willing or don’t see the need for a change in teaching/learning standards and recruitment. In time though, I see change coming and I work with the knowledge that patience is a trademark of the Tempered Radical.
Meyerson, D. E. (2008). Rocking the boat: How to effect change without making trouble. Harvard Business Press.