The model

 what does the model tell us?

• The no. of innovators in an organization is very limited. Be a leader of the change requires a lot of preparation 
• We need to have some strategies to push or motivate the leggards or the late majority in order to make the change succeed.
• In realistic, the actual distribution of the 4 types of people may vary, but it actually define the change difficulties and effectiveness somehow (let say, if the organization have more early majority , the change may be promote easier than the organizations which have more late majority)
• The role of change agents are important in this model, as their feedback and and stands really affect the sucess of the change.
• The opinion leaders should be outspoken, their casual remarks may induce innovators to  initiate change.

Can we use this model of change in our organizations?

• We believed that this model is quite fit for the school environment. We can classify the staffs in the school into the different roles  in the roles of innovation.

implications

• As this model involve quite a number of roles. There are many factors or hidden agende which affect the success of the change. On the other hand, the sustainability and transferability are also the key concerns of the change, as Change involves people.

Case:

In my school, I had a very enthausiatic teacher in IT.  He wanted to implement IT in our school in a large-scale.  But he was facing much resistance from teachers, as they were not prepared for it.  But then, there was the IT policy imposed by the government, which required all teachers to demonstrate IT competence.  This can be considered as a change agent, and that teacher made use of such opportunity to induce the IT culture in the school, and equipped our staff member with good IT skills and vision of IT as well.