Common sense
Common sense is an excellent adversary of the three myths presented in the video (TEDx Talks, 2013) for Dr. Jeni Cross because we have errors in the search for a change in behavior since we pretend to think that we can change behaviors just because; She better teaches us that changing behaviors requires teaching by showing correct information. If people know why things or circumstances do not need to tell them to change, they will. On the other hand, Jane Cross expresses that there are other vital points to achieve changes such as making people feel that if they do not create a change, they could lose something and definitely in these crucial moments of the world, I can go to the most visible thing we have and that is the pandemic; If you do not get vaccinated, it is very likely that by getting infected you will lose your life. Another aspect in the first of the myths refers to who the audience is. It is essential to know the audience and then use their language; it is not the same to discuss a scientist or professional in an area than to people outside of work or learning. So in each of the myths presented by Dr. Jeni Cross, common sense can be used to help us and not be an adversary of what is intended to change.
On the other hand, although I like the Six Sources model of influence, it was complicated to understand the Model of Six Sources of Influence than that Dr. Cross recommended. I had to think a lot and watch the video, more than once, to understand the application of the Six Sources model of influence; however, I understood that Dr. Cross and Joseph Granny, the two initiatives are necessary to be successful as an influencer. Since essentially Dr. Cross says in(TEDx Talks, 2013) we must find the sensitive part of people to achieve a change, and in the same way, Joseph Grenny in (Change Behavior- Change the World: Joseph Grenny at TEDxBYU, 2013) raises when he says that we must see the real power of each person to change behaviors.
Finally, in my motivational project, the aspect that most excites me is to see how some excellent professionals in my work team have been applying the same teaching method for years without motivating themselves to change. They only take the necessary hours or courses the district requires, but their way and resources remain the same. Day by day, life, science, and technology change, and therefore our young people have new interests and ask "without knowing it" for new learning methods. Students are my motivation, but I must start by generating a change in my work team to reach them. Being a leader, I would put fundamental aspects of vital behaviors such as a personal motivation to prioritize and execute ideas. Social motivation involves my work team to train in technology and thus help others, and finally, as structural motivation to generate simple manuals that help guide these to understand how to include technology in their lesson plans and how it works—primarily knowing how to use technology because if you don't know, how you are going to teach it. We discussed this with Dr. Sue in a previous class where we saw the need to understand how to create and use an ePortfolio to teach later how to do it. You cannot achieve changes without believing in them, without understanding why the changes should be made.
Nelly Roldan
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