How do you sharpen your tools?
Have you heard this, thought this, or said this? As you glance in a classroom, talk to students or staff, you get an idea of this statement.
Sometimes we are quick to place a label on something without further examining the roots to discover a solution. Engagement is our go-to word. Students are not engaged in learning, so they do not care. Whoa, stop! This is a snap judgment call without really diving in to look at solutions.
I have included a link below to a great article from EL Magazine. It is a quick read packed with great insight on how to look at barriers students may have as they face learning.
Standing in front of the class and giving information in hopes students will receive it with learning, as a result, is not a reasonable expectation. Then to think they can take this information and apply it. Well…
Students are not always interested in what we want them to do in the classroom or to learn. This does not mean they do not care. We have not uncovered how to motivate them with their interests, ways of learning, removed barriers or found the right strategies.
Students need clear feedback, a success that is important to them and to know peers are not judging them. Helping students reach their full potential can be accomplished.
A thinking thought for today!
“There’s a difference in thinking you are a champion and knowing that you are.” Matthew McConaughey
What is the difference?
Is it because you hold a title?
A young mother fights breast cancer and becomes cancer-free. She is a champion. She knows what she has overcome and does not need a title.
How do you describe champions? Please share your thoughts.
Have you ever had a day where nothing seems to go right? How does it make you feel? What do you do to get yourself back on the right track?
When I was little, my mom would tell me it was because I got up on the wrong side of the bed. “But yesterday was fine, and I got up the same way.” It just happens some days. You need to lay back down, take a deep breath, and get up on the other side, thinking positively.
I enjoyed reading the post from Jane Perdue. The link to her post from Lead Change is below on her “everything turns to crud.”
What to do:
When things are not going well…
- Stop, think about your actions.
- Take some deep breaths
- Listening to music
- Do something that helps you relax and refocus
- Talk to someone you trust
If this is your first time reading a post of mine, let me please tell you I am not an ordinary individual who always does things the way you expect them to be done. So….I love Walt Disney, crazy acronyms, inspirational videos, music, and thinking way outside the box people feel comfortable being inside of with no complaints, well, a few. When asked, “Who else has tried this or is doing this?” No one, I don’t follow the paths of others; they follow mine. This needs to be your response to get things going!
I was an Assistant Principal in my hometown middle school with an enrollment of 300. It was not too long that I found myself as Principal of a middle school in a large unit district with an enrollment of 600. A very diverse group of students, low-economic and other challenges the students and families faced to thrive. Staff also faced many challenges as they had administrative changes often and did not have opportunities to connect for sustainability. The first words I thought of when I looked at the big picture for all of them was: relationships, trust, connections, and solutions. They all had been through so much and needed the essential foundations to build. We needed solutions that would not be complicated, simple to apply, gave all of us ownership, but most importantly, trust in ourselves, peers, staff, and community.
It takes work, time, and effort to make this kind of climate and culture change. It does not happen on day one. Consistency in what you say and do, today, tomorrow, and every day after. Believe entirely in what you are doing because the perspective of others is what counts in making the change!
On day one with the students, I asked them all to the gymnasium to sit in the bleachers to introduce myself. I asked all staff to leave. Say what? The looks on the faces of the staff matched that of the students. “This lady is crazy; she is not going to make it on day one!” I repeated, “It is okay staff, Take a 10-minute break.” Finally, they began to move. I could still see them standing in the outer hallway. Did they not trust the kids or me? Maybe both of us?
I raised my hand. I started asking kids to raise theirs. Soon everyone had their hands raised. No one was talking but looking at me, all 600. This is how I start to speak. I will raise my hand; you do the same and look at me with no talking so we can begin. I trust and respect you, so I do not want to yell. Could you show the same to me by following this procedure? Hands down
This is when I also tell them about only having two rules. We will talk more about how to implement these at a different time.
“How many of you looked in the mirror today? Come on; it is middle school. I know you did! In our main hallway, you will find a mirror I placed there. I will place some particular messages around it each week, so when you look in the mirror, you can think about my message.”
The one for this week is:
“Mind is a flexible mirror, adjust it, to see a better world.”Amir Ray
I was placed here to be your Principal. Many people from my hometown thought I had done something wrong. I asked why? They said because this was a horrible school. No way. It is not, and we will show you!
Now, please think about their perspective. People have a perspective that this school is not good. I am looking at you and know we can change that perspective. All we have to do is make a few adjustments in their minds to see through the mirror the greatness inside this school. It will take trust, connecting with our community, building relationships, and working on solutions. This will take time, effort, and hard work, but this will be the best school ever!
Active lessons in the halls
The mirror in the hallway costs $3.00 on clearance. It was one of those dorm room mirrors for doors. It worked out perfectly in our hallway, hanging horizontally. All students passed this intersection so they could all look in the mirror and receive my message. I am happy to help you with messaging if you have a specific area you want to address. It did help and was successful, along with a few other things we did. Our staff, students, families, and community worked hard to turn this school around to find success.
Mirror, Mirror on the Wall, what do you see? Students and staff working to achieve!
- “The mirror reflects what you want to see, but those who see you reflect on what they see.”-Brenda Yoho
- Integrity is doing the right thing even when no one is looking.
- “Reflect what you want others to see and be.”-Brenda Yoho
- Mirrors don’t lie. They only show part of the truth.
- “What you see in others has more to do with you than them!”-Brenda Yoho
- “Your words are a mirror of your character; choose them carefully.”-Venkat Desireddy
This title may need to be explained! It is not that I am encouraging all of us to fail but to innovate and become resilient. The title is also not saying teachers and leaders encourage their students to fail. It is the approach and strategies we use to help children grow.
One year the theme I selected for our school year was “Failure is not an option at SVMS,” based on the book written by Alan Blankstein. In his book, he points out six principles that guide student achievement. It is a perfect book to utilize with staff to work on improvement plans, reviewing data on instructional needs, practices, and curriculum. I was and am impressed with Alan Blankstein because he shares his own stories of struggles and how educators do change the lives of others.
But my title says, “encourage failure?” You can utilize the theme and the practices by engaging in examples of why it is okay to fail but not stop. We have many examples in history of individuals who failed but continued to try and found success.
15 People who failed on their way to success!
Children need opportunities to learn, explore and discover. It is acceptable to take risks, chances, make mistakes and fail. Is your classroom or school environment a place where children feel safe to make mistakes, or are they working in an “answer getters” mindset where the correct answer is the only way?
I want to repeat one of my phrases for you: “Education is something we do with children, not to them.” To help build a growth mindset, innovation, creativity, resiliency, and academic success, “encourage failure.” Suppose children focus only on reaching the correct answer without inquiring the why, how, and what; then the next level of learning is never reached. How will we find the next discovery, cure a disease, invent a new idea or solve a global problem if we do not help our children learn how to dig deeper in their learning.
Feel free to reach out to Alan Blankstein @AlanBlankstein. If you have not picked up any of his books please check out his latest book Breakthrough Leadership https://us.corwin.com/en-us/nam/author/alan-m-blankstein
Help children build resilience by embracing the understanding of failure and the lessons they bring to help make toolboxes to conquer more issues as they are part of their path.
"The miracle is not that we do the work, but that we are happy to do it.”-Mother Teresa
Leaders provide lots of information, data, strategies, and models for success. As a leader, you have attended workshops, webinars, read books, and researched all of the knowledge of “what works” to achieve success. Still, after all of this, you scratch your head when you see the data come in with results you think should reflect better outcomes.
Why? All of these efforts and the same results. How can we explain this? “Everyone wins when a leader gets better.”-Craig Groeschel. Training, strategies, looking at data, and utilizing models proven to be successful should help us see growth and positive outcomes.
“You cannot solve a problem at the same level it was created.”-Albert Einstein. It is finding solutions to problems or issues we face that are complex at times. It isn’t that all of the things I listed are not necessary, but what is missing that is critical to ensure positive results?
It is a culture with a clearly defined mission, vision, and values. Leaders can explain the purpose of the organization in one sentence. Meetings, conversations, and communications refer to the mission, vision, and values frequently. Decisions are based on these as well. However, is it talking points and papers in a binder?
Ask these questions to reveal the answers to help guide in the understanding of the culture you have, what you should have and cannot have to thrive.
- Does your team enjoy being together?
- How do staff interact together?
- Do you have a process for the continuous development of staff?
- How do staff feel about their job?
- Do leaders model and encourage self-awareness and intentional personal development?
- Are you able to have open discussions about the work environment?
- Do you handle conflict?
- How do you monitor or know about the culture?
- Do you trust one another?
“When we have to protect ourselves from each other, the whole organization suffers. But when trust and cooperation thrive internally, we pull together, and the organization grows stronger as a result.”Leaders Eat Last by Simon Sinek pg. 16
If you have ever tried to work in a toxic culture, you know first hand it is exhausting, and nothing can be accomplished. When individuals feel safe, comfortable with their team, and valued by everyone, they are inspired. We want to have these kinds of cultures as individuals love what they do, where they do it, and most importantly, “why” they do it.
As we study math and science we learn a great deal about measurements. When we discuss 360 degrees, we can recognize this as a reference of measurement in angles, a circle’s circumference. If we compare to the temperature in Fahrenheit, it is above 212, the temperature of boiling water. If we include a calendar year, it contains 365 days. Leadership encompasses all of these components.
John Maxwell’s book 360 Leadership is a great book. His description of organizations needs leaders who can lead in every direction. Then Jon Lockhorst’s new book, Mission-Critical Leadership, reconfirms the importance of leadership at every level with the ability to support others at different levels.
The qualities and attributes of leaders identified as 360 leaders include:
Leaders do not work every day, but their qualities are present 365 days a year. On some days the temperature of the situation they are working on can reach 212 degrees. This is when the steam pushes them on to reach extraordinary levels of accomplishment.
One of the elements missing in the description of a 365 leader is initiative. My favorite way to provide professional learning on this subject is through the book The Dog Poop Initiative by Kirk Weisler.
- Call a team meeting
- Prepare the meeting room with pooper scoops on the tables filled with candy (tootsie rolls).
- You can tell the story as written or change it to meet the needs of your organization. I have retold the story utilizing slight variations.
- Parts of the presentation provide pauses in asking questions to make choices and decisions. You can add: Pieces of litter on the floor, Empty bottles of drinks, money on the floor, chair with something on it (gum, spilled drink)
- When you came in today, who noticed the _____ Who pointed? Who walked by? Who did something to clean it up?
- Now you don’t want to call people out. This is shaming, bullying and can be a bad situation. We can do these as hypothetical questions. You can find video clips to use as examples to help reinforce the message. But as a presenter coming in we could get by with pushing the envelope without calling people out. They all know who they are!
- Reinforce the importance from the story of the time lost, opportunities missed, and how one individual or group can impact the change needed to accomplish a goal (no pun intended.)
“Why you lead and the way you lead are important. They define YOU, your leadership, and ultimately your contribution.” -John Maxwell
As an organization, our goal is to be the best, serve others with high levels of respect and support each other to accomplish our goals.
Action Steps for leadership 360
- Lead Self first- to lead in all directions, begin with mastering self-management. People will not follow you if you have not taken control of valuing your own time, have a clear focus and purpose. You are disciplined in handling your emotions. Could you make them want to follow you?
- Lead in the middle-across- Leading in this position is a consistent state of developing and maintaining credibility. Individuals need to influence and build on relationships of trust. Providing peers with success, opportunities to voice ideas with allowing the best to achieve credit. Most individuals in the middle will not receive credit for the work they do, but they need to know others’ know-how valuable the work they do is.
- Leading down- Learning about all of the staff is an excellent part of understanding how to serve your teams better. Know the strengths of the individuals to make sure they are working in areas to maximize the skills they have and prevent burnout. The goal of leadership is to help people succeed. Their success is our success. Inspire them through the vision and providing what they need to succeed.
- Leading up-, It is important to remember we started with ourselves. To help lead up, we must be the best “us” we can be. This allows the entire team to succeed and provides upper leaders with valuable resources. When you perform well, you can step in to help with the responsibility of the top leadership to support the overall growth of the organization.
Leaders make hundreds of decisions daily that impact lives. Depending on the nature of their work, it can be very intense for them, testing strength physically, emotionally, and mentally. Many times leaders put in long days, and adding all of this together can be exhausting.
As a leader, you try to keep the spirits up and to motivate others. Leaders listen to concerns and do their best at finding solutions. But we all have been there. There is always some negativity out there. You have that one person who chooses the pathway of “Oscar the Grouch.”
I had an Oscar. We are friends today, even after our experience of making changes. It is a process of building up relationships and getting to know the personality of those you are working with to help. I do not recommend this particular approach unless you want to use my story as an example to all staff to lighten the mood to discuss climate and culture.
“Good morning, Janet.”
“I don’t know what is good about it.”
“Are you tired today?”
“I am! I am tired every day when I leave here and every day when I come. These kids and stuff around here wears me out!”
“Well, I think I know why you are tired.”
“Why do you think I am tired?”
“I think you are dog tired because you bark all day. Try smiling and giving positives. See if that makes a difference. Glad you are here today! Smile; it is a beautiful day!
We both smiled, and this broke the ice to begin to clear the path for change. I have changed the name, but I know she would not have cared if I used her real name.
Your passion and heart lead you to follow a path of service to others. The journey is filled with many opportunities for growth, challenges, rewards, success, and achievement. If your actions and steps along the path created inspiration for others to believe, dream, learn, laugh, love, and become more, you have accomplished what lead you to start this path. “Oscar the Grouch” needs a reminder of the value of their “why” to the “what” they do each day! They genuinely want to make a difference. A little support gets them on the right path.
We can all have our moments of being “dog tired” at our job and home. It is good to remind ourselves when we model negativity in our day, it carries over just as much, if not more, than our positive outlooks. Complaining, being short and tones in our speech send messages out often unintentionally to signal it is okay to act this way.
Clear communication, establishing a transparent positive culture, and building trust for each other, will provide the pathway to growth opportunities. Your culture and climate are essential as you move forward to improve. “ In short, culture is how we behave, and climate is how we feel. Culture is the way we do things around here, and climate is the way we feel around here.”-Second Edition Transforming School Culture, Anthony Muhammad (Gruenert & Whitaker, 2015, p.10)
- Improve areas identified
- Mission statement established all members believe and follow
- Partnerships with all stakeholders for valuable input
- Accountability assigned for action steps
- Time lines established for goals
Impact your team today!
As you ponder the thoughts of being “dog tired” let me remind you of a few things.
- You survived a global pandimic
- You made quick decisions to change in order to react to this global crisis
- Everyday is another day you helped others face issues to overcome
- You have and are supporting others in difficult times
- You are doing a great job!
- Clarify your vision
- Commit to positive thoughts
- Be consistent on your focus of performance
- Strengthen your confidence and support this in others
- Control responses in all situations (verbal, written, body language)
- Be the solution daily! (If not you then who?)
In every organization, data-driven decision-making was and is a phrase repeated often. Sitting around a big conference table, I can recall talking about the stacks and stacks of data collected by an individual for us to utilize. However, we all looked at each other with a huh what. Data-rich and information poor, why are we collecting all of this data, and what is it being used for?
Understand where you are, where you want to go, and then how you will get there. One of the biggest things we noticed was the duplication of data. We were assessing to answer the same questions.
What do you need to know and find solutions for to achieve the goals you established? Looking at your situation, what is the most critical issue facing your organization?
Mental health is an issue that is revealing itself as a priority since the pandemic. It has always been important, but recent data reveals it is steadily increasing with our children.
“Since the start of the pandemic, there has been a 31% increase in the proportion of mental health-related emergency rooms visits in youth ages 12 to 17, according to the Centers for Disease Control and Prevention. More youth are also reporting increases in depression, anxiety, and stress, according to a YouthTruth survey.” The U.S. Department of Health and Human Services pledged $85 million in funding to address the mental health needs of our children and teens. To learn more about funding and data, please read this short article:
A clear focus on what improvements are needed will help to target these areas with direct assessments and instruction. Providing the strategies to support the desired outcomes will keep a transparent approach to achieve positive results.