Laura K Spencer, Ed.D.

Tag: educational leadership

  • Understanding Transitions: What William Bridges Taught Me About Leading Change in Education

    Understanding Transitions: What William Bridges Taught Me About Leading Change in Education

    I just finished reading Managing Transitions by William Bridges, and all I can think is, where was this book five years ago?

    I didn’t even realize I needed it until now. But with every chapter, I found myself reflecting on moments in my past that suddenly made a whole lot more sense. The times I felt out of sync during a leadership change, doubted myself in the midst of a new initiative, or held tightly to familiar routines when everything else was shifting. I thought I was just resistant to change.

    Now I understand I was in transition.

    What is the difference between change and transition?

    Bridges explains that change is external. It’s the new policy, the reorganization, the updated bell schedule. Transition is internal. It’s the emotional process of letting go, wandering through the uncertainty in the middle, and eventually stepping into something new.

    That middle part, which Bridges calls the Neutral Zone, isn’t often talked about. But it’s where many of us live, especially in education. It’s the space where routines unravel and identity feels blurry. I’ve been there more than once, unsure if I was doing something wrong simply because everything felt off.

    I remember as a teacher when our school was modernized. It was supposed to be an upgrade. Bigger rooms, better resources, fresh paint. But I didn’t feel excited. I felt like a stranger in my classroom. Looking back, I wasn’t grieving the building itself. I was mourning the comfort of the familiar, the rhythm we had built, and the sense of belonging that came with it. At the time, I called it stress. Now I know it was transition.

    Why this matters for educators and school leaders

    One of the most powerful insights in the book is that people don’t resist change because they’re stuck. They resist because they haven’t had the chance to let go. They haven’t grieved what they’re leaving behind.

    In education, we’re often celebrated for our flexibility and resilience. We move fast. We make it work. But too often, we skip over the emotional work of transitioning. We jump from one initiative to the next without taking a breath. Without asking what we need to release.

    Bridges reminded me that real resilience isn’t about powering through. It’s about moving with intention. Letting go with grace. Approaching the new with clarity, even when it’s uncomfortable. (And even if I want to scream into my pillow!)

    How I’ve experienced the Neutral Zone

    I see now how often I’ve lived in that uncertain space. Not ready to let go of the old, not sure how to embrace the new. Whether it was a leadership change, a a procedure shift, or a redefinition of my own role, I wasn’t just adapting. I was transitioning.

    This book gave me the language to name those experiences. It helped me understand why those moments felt so heavy, even when the changes were objectively positive.

    If you are leading through change or simply trying to find your way in something unfamiliar, maybe you’re not stuck. Maybe you’re in transition. And that is not a flaw. That is being fully human.

    P.S. Thanks to Scott at YouSchool for the book suggestion!

  • What Grover Taught Us About Fear and Leadership

    What Grover Taught Us About Fear and Leadership

    This post is the second in a new series exploring leadership lessons tucked inside childhood classics. If you missed the first—on elephants, sneezes, and innovation—you can find it here.

    A Puppet, a Page, and a Pause

    One of my most vivid memories from childhood is my dad reading The Monster at the End of This Book. But he didn’t just read it. He performed it. Grover wasn’t just a character. With a blue puppet in hand and a gravely voice, my dad turned each page into theater.

    Each night, Grover begged me not to turn the page. He built walls. He tied knots. He panicked. And, of course, I turned the page anyway. I had to see what was coming.

    Spoiler: The “monster” at the end of the book… was Grover himself.

    He feared what he didn’t understand. He made assumptions. He underestimated both me and himself.

    Sound familiar? (Certainly does to me!)

    When Leaders Pull a Grover

    In leadership, we sometimes panic about what’s ahead. We put up barriers. We try to control the pace of change. We yell, “Don’t turn the page yet!” believing we’re protecting others. But real empathy doesn’t mean controlling the narrative. It means walking with people through it.

    Empathetic leadership says:

    • I won’t rush you.
    • I won’t minimize your fear.
    • I will sit beside you and turn the page when you’re ready.

    What If We All Just Turned the Page?

    Whether we’re implementing new technologies, navigating tough decisions, or supporting someone through a tough transition, there’s always a Grover in the room, scared of the unknown, convinced the end of the book holds doom.

    And maybe we are Grover sometimes.

    But what if we just… turned the page anyway?

    With empathy.
    With curiosity.
    And with someone beside us.

    Like my dad. It wasn’t just the puppet or the funny voice. It was that my dad fully entered my world. He didn’t try to fix Grover. He didn’t roll his eyes or fast-forward to the end. He honored the moment, and me, page by page.

    Let’s Keep Reading Together

    This series is reminding me how much childhood stories still shape my adult lens. If a children’s book has ever changed your perspective on leadership or learning, I’d love to hear about it.

    Drop your favorite title in the comments and let’s turn some pages together.

    P.S. It was only a few years ago that my Grover puppet finally met his demise.