This week I found a book on our bookshelf titled “Leadership in a Culture of Change” by Michael Fullan.

Although I had forgotten that I had read it some twenty years ago, the truth of the words in my old notes jump off the yellowed paper. The ideas in this book are more pertinent now than ever before.

What will happen if we close remote schools and have no bus drivers?

In 2025, we are living in a time of cascading changes hitting us every day with something new.

The concept that “change stirs emotion” is profoundly true, but our problem is that we have been so beset by too many changes that we are numb now, and we feel powerless to do anything about new situations.

Fullan says that good leadership is more than just being charismatic. It must be characterized by “moral purpose.”

However, moral purpose without a good understanding of the “change process” can lead to “moral martyrdom.”

It is not enough to have a good cause and a powerful mission statement. Leaders must help members of their organizations recognize the complexity of the changes that are necessary and understand the importance of an orderly change process.

An effective leader must research information about the current needs in the local community and develop a good understanding of the complex history of local culture.

They must be respectful and build relationships with different types of people within the community. Sharing knowledge and creating common goals can bring people together to design a change process that is orderly and flexible.

Effective organizations need to consider the state, national, and global trends that may impact local program outcomes in the future.

Program capacity depends on the inspiration, knowledge, personnel, facilities, finances, and technical resources of the organization.

A coherent organization must understand its own limitations and plan to change programs or products when the capacity of the organization will allow and support orderly changes.

Good ideas come from talented people working together in a collegial manner. The whole concept of great leadership is based on this premise.

The people themselves make a good institution become the best it can be. Leaders, who do not respect the talents of their personnel, will not be able to help employees develop as individuals and work together to make progress.

Listening to each other is the beginning step toward finding better solutions in a time of change.