In Chapters 1-6, Hensley and Burmeister introduced and explored six key leadership connectors:
1) Communication
2) Support
3) Safety
4) Competence
5) Continuous Renewal
6) Trust
In Chapter 7, they include their "best wishes" for all current and future educational leaders: "What we wish for you is that you have been helped by reading this book, that you have had the chance to reflect on what you, as a leader, are doing, and, at the same time, you have been affirmed by all the good things you are doing. We celebrate you and your desire to continually renew yourself."
The book ends with a look at a high school principal's retirement dinner... a principal who we met at the beginning of his 35-year career. As I read through the chapter, I found myself wondering what my 35-year journey will look like. Well, it will be more of a 43-year career if I am even able to retire at the age of 65. This was a lot like writing my own obituary... or thinking about what people might say at my funeral someday. Several questions came to mind... How many years will I continue as a CSP? When will I become an administrator? Will I stay in my current district or will I pursue a position somewhere else? Will I end up at a school site, administrative office, college campus, publishing company, legislative office, or somewhere else? There are so many exciting unknowns, but the message is clear. No matter where I go... or what I choose to do... it's always about building and maintaining relationships.
"If ever there's a tomorrow when we're not together
There's something you must remember...
You're braver than you believe and stronger than you seem,
And smarter than you think, but the most important thing
Is even if we're apart, I'll always be with you."
-Christopher Robin to Pooh (From Pooh's Great Adventure)
Sunday, October 30, 2011
Sunday, October 23, 2011
Face-to-Face Meeting
This past weekend, I spent most of my Friday and Saturday with the Sanger, Clovis, Visalia, and Tulare cohorts. We are all striving to earn our masters in educational leadership and administration. Our professors secured a team of knowledgeable guest speakers to discuss several important topics, such as legal obligations/restrictions in education, mandatory reporting measures, personnel management, labor relations, effective meeting management, and expulsion and suspension guidelines. We also discussed the FRISK model and change initiatives. Needless to say, my brain was a little full by the time I left. However, there were many "ah-ha moments" and I was able to leave with new knowledge and several great resources.
Roberta Rowe is the managing shareholder of Lozano Smith in Fresno. She shared her expertise in student and labor matters in relation to school districts and educational law. We talked about search and seizure regulations and investigation protocol. As Ms. Rowe presented, she described several examples of cases that she had previously worked on. I found it amazing that there very few clear answers to any given law scenario. "It depends" is generally the answer given to a legal question or situation. The importance of monitoring, follow-up, and documentation (using the BRICK model... " If it is not written down, it did not happen") was a reoccurring theme throughout the weekend, especially with issues regarding bullying. Cyberbulling is a hot (and scary) topic that has been getting a lot of attention recently. The Ed. Code has had to be updated to include guidelines for student misconduct in cyberspace. Our world is constantly changing, and we (as future leaders) need to be prepared to help protect our schools and the emerging generations.
Dr. Linda Hauser presented on Effective Meeting Management and shared several ideas and strategies to improve team meetings. I plan to implement several techniques in future meetings, such as grounding, PDSA (plan-do-study-act), and exit slips. I also enjoyed the discussions and format of the way the class was conducted. The facilitator does not have to be the one who does the majority of the talking for learning to take place. Reflection also plays an important part of the learning process. Taking time to gather individual thoughts at the beginning (grounding) and end (exit slips) of the meeting helps each participant focus on the topic and decide what he/she will be able to "take away" and implement. "Next steps" or future agendas can also be discussed to develop team ownership and establish the various roles that each member will play or be responsible for prior to the next meeting.
Dr. Kevin Torosian provided a valuable pamphlet on student discipline and the Ed. Code. After completing the interview and assignment on student suspension and expulsion, I felt that I had a general overview of the suspension/expulsion process. This presentation helped clarify several questions that I still had, especially the difference between hearsay and direct evidence. I will be sure to keep this brochure handy in the future!
Dr. Wise presented the FRISK documentation model and clarified the upcoming assignment that we have to complete regarding unsatisfactory employee performance. Documentation is again a critical component and a legal obligation of administration.
All letters of discipline should include:
F = Facts (specific conduct and examples w/ evidence attached)
R = Rule (policy, authority, or expectation unmet)
I = Impact (negative or adverse effects on others)
S = Suggestions or directions for improvement (timelines, directives, and resources)
K = Knowledge (employee has a right to respond)
Samples were also provided for future reference. I think this will take some practice, just like the reflective questioning format or coaching discussions that we have discussed in our other leadership classes.
Finally, Dr. Buster talked about change initiatives and Michael Fullan's book, Motion Leadership. This is a very relevant topic in today's rapidly changing society. "Leading Change in Complex Valley School Districts" was the alternate title of this presentation and the challenge that we all face as future educators. The famous Margaret Mead summarizes the motivational work that we must accomplish, "Never doubt that a small group of thoughtful, committed people can change the world. Indeed, it is the only thing that ever has."
Roberta Rowe is the managing shareholder of Lozano Smith in Fresno. She shared her expertise in student and labor matters in relation to school districts and educational law. We talked about search and seizure regulations and investigation protocol. As Ms. Rowe presented, she described several examples of cases that she had previously worked on. I found it amazing that there very few clear answers to any given law scenario. "It depends" is generally the answer given to a legal question or situation. The importance of monitoring, follow-up, and documentation (using the BRICK model... " If it is not written down, it did not happen") was a reoccurring theme throughout the weekend, especially with issues regarding bullying. Cyberbulling is a hot (and scary) topic that has been getting a lot of attention recently. The Ed. Code has had to be updated to include guidelines for student misconduct in cyberspace. Our world is constantly changing, and we (as future leaders) need to be prepared to help protect our schools and the emerging generations.
Dr. Linda Hauser presented on Effective Meeting Management and shared several ideas and strategies to improve team meetings. I plan to implement several techniques in future meetings, such as grounding, PDSA (plan-do-study-act), and exit slips. I also enjoyed the discussions and format of the way the class was conducted. The facilitator does not have to be the one who does the majority of the talking for learning to take place. Reflection also plays an important part of the learning process. Taking time to gather individual thoughts at the beginning (grounding) and end (exit slips) of the meeting helps each participant focus on the topic and decide what he/she will be able to "take away" and implement. "Next steps" or future agendas can also be discussed to develop team ownership and establish the various roles that each member will play or be responsible for prior to the next meeting.
Dr. Kevin Torosian provided a valuable pamphlet on student discipline and the Ed. Code. After completing the interview and assignment on student suspension and expulsion, I felt that I had a general overview of the suspension/expulsion process. This presentation helped clarify several questions that I still had, especially the difference between hearsay and direct evidence. I will be sure to keep this brochure handy in the future!
Dr. Wise presented the FRISK documentation model and clarified the upcoming assignment that we have to complete regarding unsatisfactory employee performance. Documentation is again a critical component and a legal obligation of administration.
All letters of discipline should include:
F = Facts (specific conduct and examples w/ evidence attached)
R = Rule (policy, authority, or expectation unmet)
I = Impact (negative or adverse effects on others)
S = Suggestions or directions for improvement (timelines, directives, and resources)
K = Knowledge (employee has a right to respond)
Samples were also provided for future reference. I think this will take some practice, just like the reflective questioning format or coaching discussions that we have discussed in our other leadership classes.
Finally, Dr. Buster talked about change initiatives and Michael Fullan's book, Motion Leadership. This is a very relevant topic in today's rapidly changing society. "Leading Change in Complex Valley School Districts" was the alternate title of this presentation and the challenge that we all face as future educators. The famous Margaret Mead summarizes the motivational work that we must accomplish, "Never doubt that a small group of thoughtful, committed people can change the world. Indeed, it is the only thing that ever has."
Monday, October 17, 2011
Leadership Connectors - Trust (Ch. 6)
Building trust seems like such a simple concept, yet it is so complex and difficult to establish. We spend our whole lives learning how to trust, who to trust, when to trust... and the amazing thing is... no matter who we decide to extend trust to... whether it be personally or professionally... it can be destroyed in a matter of seconds.
There are so many words and phrases that I highlighted in this chapter that capture the overwhelming complexity surrounding the topic of trust: vulnerable, sensitive, time, energy, commitment, say, do, communicate, identify, validate, safety, knowledge, skills, dispositions, emotions in check, proactive versus reactive, reflective, well-being, family, friends, health, interrelated, interdependent, respecting, honesty, caring, valuing, privacy, betrayal, perceive, transparent, tactful, protected, supported, confidential, transformation, confidence, nurtured, suspicion, on guard, think, listen, positive, apologize.
Leaders are pioneers for trust in any workplace. The above words summarize the many realms of trust that leaders need to be aware of when trying to establish an environment of caring and consistency. Of course, they must model the kind of trust they seek from others. They must also refrain from complaining, gossiping, and breaking confidentiality. I think those are the most common culprits that are responsible for the breakdown in trust in any relationship or community in today's society.
There are so many words and phrases that I highlighted in this chapter that capture the overwhelming complexity surrounding the topic of trust: vulnerable, sensitive, time, energy, commitment, say, do, communicate, identify, validate, safety, knowledge, skills, dispositions, emotions in check, proactive versus reactive, reflective, well-being, family, friends, health, interrelated, interdependent, respecting, honesty, caring, valuing, privacy, betrayal, perceive, transparent, tactful, protected, supported, confidential, transformation, confidence, nurtured, suspicion, on guard, think, listen, positive, apologize.
Leaders are pioneers for trust in any workplace. The above words summarize the many realms of trust that leaders need to be aware of when trying to establish an environment of caring and consistency. Of course, they must model the kind of trust they seek from others. They must also refrain from complaining, gossiping, and breaking confidentiality. I think those are the most common culprits that are responsible for the breakdown in trust in any relationship or community in today's society.
Sunday, October 9, 2011
Leadership Connectors - Continuous Renewal (Ch. 5)
Boy... I wish I had read this chapter at the start of my career as a teacher. The idea of "thriving, not just surviving" is key for continuous renewal; however, today's culture and the pressures around us make it difficult to be the organized, proactive, and balanced leaders that we need to be.
My parents were both "workaholics" and spent long hours at their jobs. For my blue turned white-collar family, a dedication and pride in one's career was clearly evident in our household. For many years, my dad owned a family restaurant with his brother. He spent long hours at his restaurant micromanaging, trying to keep everything "running smoothly." He loved what he did, but often would work six to seven days a week from open to close. This took a toll on his health and his relationships with family and friends. He turned to smoking and drinking to de-compress. His health and the relationships around him began to deteriorate. Thankfully, he was able to retire after a few years, but he had a lot of work to do to redefine himself and re-prioritize his life.
This was a difficult time for my family, but an important learning experience for me. I need to relentlessly seek balance in my life and create routines that will allow me to put my family and health first. However, I have learned that this is NOT an easy task. I take pride in my job and work late most days... sometimes feeling guilty when I leave "early" (before 5 or 6 pm). I consider myself a pretty organized person, and struggle with leaving things "undone" for the following day. I have come to realize that there will always be MORE you can do, but being satisfied with the work you are able to accomplish each day is important. Being visible and available for staff, students, and families throughout the day is an expectation that I have for myself. I am still learning how to get all the paperwork and emails done "after hours" or in between school events, meetings, walk-throughs, and trainings. Over the past year and a half, I've also been completing my masters. This adds another layer of paperwork on top of the mounds that I already have. Thankfully, my husband is very supportive and is currently finishing his PhD and teaching online courses through Oregon State. We have to be intentional about scheduling time for us to spend together (away from our books, computers, and cell phones). This doesn't give us a lot of extra time for our friends and family, but we try to seek opportunities to visit, call, or catch up with them as much as possible. We are both counting down to December when we will both be finished with school and can focus on our health, family, and career... especially our new baby that arrives late-January. I have a feeling that adding a new member to our little family will force me to shift my priorities once again. I hope to someday be as organized as "Charlene" in the section "Finding Balance." Remembering that we "only pass this way once" helps me take a step back and reflect on my emotional, psychological, and physical well-being.
My parents were both "workaholics" and spent long hours at their jobs. For my blue turned white-collar family, a dedication and pride in one's career was clearly evident in our household. For many years, my dad owned a family restaurant with his brother. He spent long hours at his restaurant micromanaging, trying to keep everything "running smoothly." He loved what he did, but often would work six to seven days a week from open to close. This took a toll on his health and his relationships with family and friends. He turned to smoking and drinking to de-compress. His health and the relationships around him began to deteriorate. Thankfully, he was able to retire after a few years, but he had a lot of work to do to redefine himself and re-prioritize his life.
This was a difficult time for my family, but an important learning experience for me. I need to relentlessly seek balance in my life and create routines that will allow me to put my family and health first. However, I have learned that this is NOT an easy task. I take pride in my job and work late most days... sometimes feeling guilty when I leave "early" (before 5 or 6 pm). I consider myself a pretty organized person, and struggle with leaving things "undone" for the following day. I have come to realize that there will always be MORE you can do, but being satisfied with the work you are able to accomplish each day is important. Being visible and available for staff, students, and families throughout the day is an expectation that I have for myself. I am still learning how to get all the paperwork and emails done "after hours" or in between school events, meetings, walk-throughs, and trainings. Over the past year and a half, I've also been completing my masters. This adds another layer of paperwork on top of the mounds that I already have. Thankfully, my husband is very supportive and is currently finishing his PhD and teaching online courses through Oregon State. We have to be intentional about scheduling time for us to spend together (away from our books, computers, and cell phones). This doesn't give us a lot of extra time for our friends and family, but we try to seek opportunities to visit, call, or catch up with them as much as possible. We are both counting down to December when we will both be finished with school and can focus on our health, family, and career... especially our new baby that arrives late-January. I have a feeling that adding a new member to our little family will force me to shift my priorities once again. I hope to someday be as organized as "Charlene" in the section "Finding Balance." Remembering that we "only pass this way once" helps me take a step back and reflect on my emotional, psychological, and physical well-being.
Sunday, October 2, 2011
Leadership Connectors - Competence (Ch. 4)
One day, I watched a two-year girl run across a field when she stumbled and fell. She looked at her parents and exclaimed, "Nice save!" as she picked herself up. Unphased by the grass stain on her pants, she laughed and ran off to continue the journey she was on...
As children, we are conditioned by our parents, mentors, and the reactions of others. Our self-esteem and competence is built upon the many experiences that we encounter along our "journey" to adulthood. How we face problems, view challenges, and respond to compliments or advice from others can either help build our self-efficacy or create self-doubt in our abilities to accomplish goals.
We know that perfection is an unrealistic goal for ourselves and others. The way we view our "missteps and stumbles" is an essential part of growing and learning. I am thankful for the many mentors that I've had in my life who have modeled and CONTINUE to help me develop my competence-building skills in the areas of social/emotional intelligence, communication, reflection, respect, life-long learning, organization/prioritization, systematic thinking, and humility. As a classroom teacher, I tried to model and develop these same skills within my students.... but I didn't realize how much they would teach me in the process. Now that I am supporting and coaching adults... not much has changed. I continue to learn and grow alongside others... celebrating my strengths and admitting my weaknesses... expecting to make mistakes... and trying to remember to take time to reflect throughout the journey.
As children, we are conditioned by our parents, mentors, and the reactions of others. Our self-esteem and competence is built upon the many experiences that we encounter along our "journey" to adulthood. How we face problems, view challenges, and respond to compliments or advice from others can either help build our self-efficacy or create self-doubt in our abilities to accomplish goals.
We know that perfection is an unrealistic goal for ourselves and others. The way we view our "missteps and stumbles" is an essential part of growing and learning. I am thankful for the many mentors that I've had in my life who have modeled and CONTINUE to help me develop my competence-building skills in the areas of social/emotional intelligence, communication, reflection, respect, life-long learning, organization/prioritization, systematic thinking, and humility. As a classroom teacher, I tried to model and develop these same skills within my students.... but I didn't realize how much they would teach me in the process. Now that I am supporting and coaching adults... not much has changed. I continue to learn and grow alongside others... celebrating my strengths and admitting my weaknesses... expecting to make mistakes... and trying to remember to take time to reflect throughout the journey.
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