Thank you for reviewing my doctoral portfolio. In August 2011, I enrolled in Marshall University's Ed.D. cohort program. This site serves as a portfolio of my activities and experiences documenting participation in scholarship and other professional and academic pursuits while enrolled in the doctoral cohort program.
My Journey
During portfolio discussions over the past few semesters, I would marvel at the creative themes and catchy phrases utilized by fellow doctoral students to describe their journey through the Ed.D. program. During a mock portfolio presentation at the fall 2013 doctoral seminar (with another creative theme) I had an epiphany. There is a relationship between my doctoral journey and the Kurt Lewin Change Management Model I often discuss in my business management courses.
Stage 1 - Unfreezing: The first step in Lewin's Change Management Model is realizing the need for change. One must get to a point where there is a realization change is necessary. I came to this point during the spring of 2011 when I clipped the advertisement from the local newspaper for an informational meeting for the doctoral cohort. I realized it was time to take action.
This stage is about preparing oneself for change. I felt change was necessary and became motivated to take the next step. After years of searching the web for a program which met my academic and financial needs, I found peace with the decision to pursue Marshall University's program.
Stage 2 - Change or Transition: Kurt Lewin found change a process or transition. The preparation for the change occurs during stage 1; however, in stage 2 there is moment of fear or uncertainty. It was during these times of uncertainty the cohort model allowed support for one another while keeping our eyes on the ultimate goal.
I found myself embracing the change. Concepts from our coursework were quickly integrated into my workplace. It was so rewarding as I could readily see how the changes in my thought process could benefit my students.
Stage 3 - Freezing or Refreezing: As I reflect back on my doctoral experience, I realize I have taken a new form. Through the unfreezing, changing, and refreezing process, I am no longer the person I was in the fall 2011 semester. Moving forward, I will continue to seek opportunities to change and learning will never cease. According to Burns (2004), Lewin believed learning would enable “individuals to understand and restructure their perceptions of the world around them” (p. 984). The doctoral program has caused a transformation, restructuring my perceptions and providing me with a much greater understanding of the world around me. Marshak (1993) uses many metaphors to describe this transformation including “awakening,” “enlightening,” and “dying and being reborn” (p. 48).
Stage 1 - Unfreezing: The first step in Lewin's Change Management Model is realizing the need for change. One must get to a point where there is a realization change is necessary. I came to this point during the spring of 2011 when I clipped the advertisement from the local newspaper for an informational meeting for the doctoral cohort. I realized it was time to take action.
This stage is about preparing oneself for change. I felt change was necessary and became motivated to take the next step. After years of searching the web for a program which met my academic and financial needs, I found peace with the decision to pursue Marshall University's program.
Stage 2 - Change or Transition: Kurt Lewin found change a process or transition. The preparation for the change occurs during stage 1; however, in stage 2 there is moment of fear or uncertainty. It was during these times of uncertainty the cohort model allowed support for one another while keeping our eyes on the ultimate goal.
I found myself embracing the change. Concepts from our coursework were quickly integrated into my workplace. It was so rewarding as I could readily see how the changes in my thought process could benefit my students.
Stage 3 - Freezing or Refreezing: As I reflect back on my doctoral experience, I realize I have taken a new form. Through the unfreezing, changing, and refreezing process, I am no longer the person I was in the fall 2011 semester. Moving forward, I will continue to seek opportunities to change and learning will never cease. According to Burns (2004), Lewin believed learning would enable “individuals to understand and restructure their perceptions of the world around them” (p. 984). The doctoral program has caused a transformation, restructuring my perceptions and providing me with a much greater understanding of the world around me. Marshak (1993) uses many metaphors to describe this transformation including “awakening,” “enlightening,” and “dying and being reborn” (p. 48).
Burnes, B. (2004). Kurt Lewin and the planned approach to change: A re-appraisal. Journal of Management Studies, 41(6), 977-1002.
Gersick, C. (1991). Revolutionary change theories: A multilevel exploration of the punctuated equilibrium paradigm. The Academy of Management Review, 16(1), 10-36.