As the world around us evolves and transitions, it is often necessary to modify a school’s curriculum to reflect new knowledge, teaching methods, and organizational structures. However, a curriculum change can be challenging to implement when not accompanied by a clear investment in planning, communication and implementation. A lack of resources or time can leave teachers feeling overwhelmed and frustrated, which ultimately leads to unproductive planning meetings and disengaged students. As a former teacher-turned-leader who has led many educators through curriculum changes, I have learned several key ways leaders can set their faculty up for success.
Provide autonomy
The first step in overcoming resistance to curriculum change is offering educators autonomy. This includes setting aside time and space to allow them to be intentional about their work, to declutter their schedules, and to process the new curriculum. Leaders can also validate educators’ feelings and offer them opportunities to collaborate with their peers.
Acknowledge teachers’ feelings
Respondents expressed that the most significant barrier to successful curriculum change is fear of losing control, comfort with the status quo, and a view that academic promotion should be more related to research and clinical service than education. Furthermore, respondents were aware that the curriculum change process requires both internal and external resources, such as funding for additional faculty positions or high quality technical support services. However, they also recognized that the university and college have competing priorities. Leaders can address these concerns by providing information on the potential benefits of the curriculum change, soliciting letters of support from across the institution, and establishing clear processes for assessing and managing resource needs.
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