The right people on board

What this step is about

Change moves faster when respected colleagues are visibly behind it, not just the senior team. This step is about building a small group with the credibility, knowledge and relationships to carry the change into every part of the school.

Informal influence matters as much as position. The teacher everyone asks for advice can do more for a change than a line in the development plan.

What it looks like when it’s missing

• The new marking policy is launched by the senior team alone, and the most experienced head of department says nothing in the meeting. Everyone notices.
• A homework change is designed by a working group of volunteers who were already keen. The sceptics were never in the room.
• The timetable change belongs to one deputy head. When they’re away, nobody else can answer questions.
• Heads of year hear about the new behaviour system at the same time as everyone else.

What to do

1. Map who is affected, and who people listen to. They’re not always the same people.
2. Ask two or three respected colleagues, including a thoughtful sceptic, to help shape the change early.
3. Give the group real work: testing ideas, answering colleagues’ questions, adapting the change for their team.
4. Make their backing visible: let them speak in meetings, not only the senior leader.
5. Keep the group small enough to meet quickly and honest enough to tell you what isn’t working.

Templates