Khudoyarova Marina Usmanovna Biography

As a director, I set myself managerial tasks: - create a comfortable climate at the school for all participants in educational relations; - Motivate them to achieve higher results. All this was to be done in a changing environment. After all, pandemia made its adjustments. I understood: we need a new concept of development of the gymnasium. The moment has come to restart the team to achieve higher results.

However, for any sentences to change something, I most often heard the answer: “Why? After all, everything is fine with us! It seemed to teachers: this is enough for the school to move in the right direction. How to prove to the teaching staff that changes are needed for us? The reasons for the study were helped by the study of the organization’s life cycle.

I decided to conduct this study because I wanted to better understand teachers and their potential. My correspondence acquaintance with the school took place a year before the appointment. I have studied the gymnasium website and public reports in the last few years. Having become the director, I realized that this is not enough.

I missed the knowledge of the strengths and weaknesses of my team. The study would help choose the right goals for development and convince teachers to move in this direction. But this is only one of the reasons. The second is the calculation that the results of the study will clearly demonstrate to teachers at what stage of the life cycle we are. I could present the staff of our gymnasium in numbers and with graphs.

Thanks to them, teachers will be able to see themselves from the side, in the context of other teachers and social groups. This will help them understand why the results in our school are exactly the same where to go further. I was sure: a holistic picture in numbers and graphs would make more impression than meetings and conversations with each teacher separately. Managers and teachers: Movement in different directions, the study of the life cycle of the organization is based on the concept of a famous expert in the field of management of Yitzhak Adizes.

According to its model, each organization is born, growing, growing, aging and dying like a living organism. In this life cycle, Adizes distinguishes a number of consistent stages: infancy, “come on”, youth, heyday, aristocracy, bureaucratization, and stagnation. Stage stage is an indicator of the organization’s viability, the ability to achieve effective results in the short and long term.

If the organization is not replenished with new forces, if it loses enterprise, then organizational resources cease to grow and, ultimately, organizational viability reaches a certain level - stabilization, which is the end of growth and the beginning of aging, I intuitively understood that the gymnasium lives at the stage of “aristocracy” that is, it is included in the aging process.

If nothing is done, the joyless stages of “bureaucratization” and “stagnation” will follow it. They are characterized by a decline in academic performance, a drop in ratings, and an outflow of students in other schools. I found a photo from the site the described features in my gymnasium. Teachers said: they do not want them to touch them once again, if the quality of the knowledge that they give to the students is no lower than usual.

Inside the team, polarity was revealed: a team of gymnasium managers is open to the introduction of innovation. My mood for changes turned out to be a mirror-proven mood of teachers. The probability of not cope with innovations and lose the deserved respect of colleagues scared them more than a drop in the quality of training. It turned out that in the gymnasium in the foreground is not the content of education, but control over the results of the educational process: whether reports are submitted in time at the end of a quarter, etc.

The success of graduates worried the teachers not in the first place. But what was a surprise to me, a real revelation. And it encouraged. The teachers saw the graphs - and thought about offering teachers to get acquainted with the results of the study, I did not know what would come of it. Managers are accustomed to analyze numbers, schemes and graphs: for us this is a familiar language.

But will he be clear to teachers? It turned out yes. The effect of our presentation was more than I expected. The results of the study touched the living. Teachers began to approach me to talk about what the organization’s life cycle diagnostics of the organization was most impressed with and what was happening in the gymnasium after the study is told in the second part of the publication.

The material is completely published in the section “Life Cycle and Development Strategy” in the interactive manual “Development of an educational organization”. Also in this section you will find a detailed description of the stages of the life cycle, practical recommendations to school managers, a tool for determining the vision of the future and many other useful materials want to share in the course of new publications?Subscribe to the newsletter from the Directory Name and patronymic by clicking on the button, you consent to the processing of personal data and agree with the confidentiality policy thanks!

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