4DX Strategy Plan
Implementing change in a learning environment requires a clear, actionable plan that brings the team together to reach common goals (McChesney et al, 2016). The 4DX framework is reliable for building focus and accountability for important initiatives. When combined with the Influencer model, 4DX touches on both behavior and system challenges to ensure long-term success. Implementing both approaches provides a guide to driving meaningful improvements in the learning environment.
4 Disciplines
Discipline 1: Focus on the Wildly Important
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The WIG is to automate financial aid processes in our Banner system, reducing manual workload by 20 percent within six months. This will require staff to prioritize this goal to ensure that this is met in a timely manner. The WIG will be communicated with clear objectives supported by data on inefficiencies and potential benefits. Leadership will be a focus through a presentation of the WIG’s relevance to the institution’s goals, such as improved staff productivity and student satisfaction. This focus can allow staff to channel this energy into a single, high-impact outcome.
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Discipline 2: Act on the Lead Measures
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Lead measures will include completing specific automation tasks in Banner and making sure that all staff participate in training on the new workflows. These will be tracked weekly to maintain focus and drive within the department. By breaking down the WIG into smaller, measurable goals will make sure that staff can monitor progress and adjust any measures as needed. These steps will focus on behaviors that lead to the desired solution such as completing automation for a specific process or achieving training goals.
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Discipline 3: Keep a Compelling Scoreboard
Having a scoreboard that is visual can track both lead measures and lag measures, such as completed automated processes in Banner and time saved on each process. This will be updated weekly and displayed in a workspace or digital dashboard to which all staff can have access to view. On keeping the scoreboard simple and engaging, staff members can easily view progress and remain motivated. It will serve as a focal point during weekly meetings and trainings to reinforce accountability and celebrate accomplishments within the team.
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Discipline 4: Create a Cadence of Accountability
Weekly team meetings and monthly training sessions will focus on reviewing the scoreboard, discussing progress, addressing challenges, and planning on the steps going forward. Each staff member will have specific responsibilities that are tied to lead measures, making sure accountability is shared within the team. In these meetings, financial aid staff members will celebrate achievements to keep morale and discuss on setbacks and solutions from any roadblocks they encounter. This type of accountability will create an atmosphere of accountability and promote continuous improvement and focus.
5 Stages of Change
Stage 1: Getting Clear
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This stage will kickoff in making sure the team understands the WIG and the importance of adopting the 4DX model. An initial meeting will be held to provide an explanation of the WIG, and how it will connect to organizational goals, and why this initiative matters. Training sessions will show the 4DX framework and demonstrate how it will be implemented to achieve success. On getting leadership support, it can bring importance to this initiative and make sure that the team stays focused and aligned.
Stage 2: Launch
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In the launch stage, this will involve establishing roles and responsibilities for each financial aid staff member and making sure that everyone understands their part in achieving the WIG. Introducing the scoreboard and lead measures will help highlight the path to success in the coming months. The kickoff will include identifying potential challenges and beginning strategies which can begin to build confidence within the team.
Stage 3: Adoption
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In this stage, the focus will be on consistency and reinforcing 4DX behaviors. Having weekly check-ins will make sure the team stays committed on tracking lead measures and updating the scoreboard as needed. Setbacks will be addressed promptly to prevent disruption, and successes will be celebrated to sustain morale and motivation. Continuous coaching and support will help reinforce of maintaining focus on the WIG.
Stage 4: Optimization
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Stage 4 will begin to evaluate the effectiveness of lead measures and clarify processes as necessary. Collecting feedback from team members will identify areas of improvement and optimize workflows. Challenges will be handled by adjusting strategies or shifting resources as needed. Making adjusted on real-time data can make sure that staff continues moving efficiently toward the WIG.
Stage 5: Habits
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The last stage will focus on implementing 4DX practices into daily routines to create behavioral habits. Reinforcing the importance of the WIG on a regular basis through leadership communication and team recognition will help keep staff engaged. On implementing these practices, staff will begin to transition from project execution to ongoing improvement through innovation.
Key Actions in Implementing 4DX
Getting Clear
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Identifying the WIG:
​The WIG is to automate specific financial aid processes in Banner which will reduce processing time by 30 percent. This will focus on streamlining repetitive tasks such as verification tracking, disbursement processing, and award notifications.
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Define Lead and Lag Measures
​Lag Measures: The percentage of financial aid processes automated and the reduction in processing times for each process.
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Lead Measures: Weekly accomplishments such as completing specific automation scripts, testing workflows, and providing training sessions for staff.
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Leadership Support:
​I will present the WIG to key stakeholders, such as department heads of financial aid and IT team leads, emphasizing the time and cost savings that automation can bring to the institution.
How the Influencer Model and 4DX Complement Each Other
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The Influencer model enhances 4DX by focusing on the behavior changes necessary for success. While the 4DX focuses on setting clear goals and staying accountable, the Influencer model targets people’s motivations and abilities. The six sources of influence – personal motivation, personal ability, social motivation, social ability, structural motivation, and structural ability touch on why individuals are resistant to change. In combining both models, the organization will benefit from a focus on both outcomes and the behaviors that drive them.
References
McChesney, C., Covey, S., & Huling, J. (2016). The 4 disciplines of execution: Achieving your wildly
important goals. New York: Free Press.