Tag Archives: respect

An Open Letter to the 2016 Presidential Candidates

Dear 2016 Presidential Candidates,

In a few days, this election will finally be over. I can say that while I have seen and voted in some crazy presidential elections, including ones with recounts due to “hanging chads,” this election leaves me the most dismayed.

I believe the nastiness directed at each other’s despicable behavior is leaving our country exhausted, angry, stressed, and hopeless. Unfortunately, it seems that even though the election will end, the thought of either of you as president won’t really leave anyone feeling united or having hope for the future.

I believe in growth mindset. I believe that we can make mistakes and recover. I believe we always have the ability to become more than we once were with intentional effort and putting the needs of other first. I believe it takes time, but with consistency we have the power to change perceptions.

I remember as a young child, feeling excitement about the presidential election. I remember a sense of pride in our president, even if it wasn’t my choice. This was the person who was the exemplar of protecting our country. As the principal of an elementary school, this is what I want for my students. I want them to have hope in our future and belief in a leader that truly looks out for the world they will live in as adults.

Lead with impeccable character. Be someone who the entire country can be amazed at your transformation into someone who will always do what is right and leave behind the agendas of special interests. I would like to see someone who the nation looks in awe and disbelief because the person leading our nation does not even closely resemble the person from the news in the months before the election was decided.

As I leader, I realized that to be successful, I had to invest in the root cause of our struggles. I believe you will have to do this for the good of our country. Invest in our children. Heal our nation by helping society to learn value for all. We need to focus on the future, not the past. We need you to be the model of unity, compassion, accountability, and servant leadership. We don’t need any more sarcasm, judgment, shortcuts, self-service, fear mongering or “justified rule-breaking”. It’s toxic and it is killing our great nation.

If America is to thrive in the 21st century, we have to abandon this “whatever feels good do it”, “it’s all about me” attitude. We have to quit widening the divide between those who are fearful and those that are angry. This depth of character must start at the top. Before you is an amazing opportunity. It is the chance to simply confirm the negative perceptions or an opportunity to be more than anyone ever thought you could be and go down in history as one of our greatest leaders.

We don’t have four years to waste and get it right the next time. So, to whichever of you wins, prove us wrong. Prove the stories about you wrong. Be the great leader this country needs. We need a president that will serve all Americans, not just the ones who voted for you because they felt they could manipulate you to serving their interest or that voted for you because you were the one that made them less afraid. It will take time, but please make Americans proud.

May God bless you, and God bless America.

An American With a Sense of Urgency

 

 

 

What If?

We seem to be at a crossroads in education.  If we go one direction, we will continue to judge schools and their success by a single test without giving consideration to the growth that has occurred. Teachers will feel it necessary to resort to test preparation as that is how they are judged. Our best teachers will avoid the demanding classrooms so as not to put themselves at risk of judgment, mandates, and additional paperwork. Students will be limited in what they learn because what is assessed on a test is only a fraction of what they need to know to be successful in life. Parents will become disillusioned with the progress and those with means will move them to other options. District will put pressure on school leaders and will, in turn, pass this on to teachers with more paperwork and documentation. In the meantime, our society becomes more and more segregated. The ones left behind become angry and the ones who left become fearful of them because they can no longer relate to each other. What if this approach results in more violence in the future than what we see even today?

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But what if we choose a different future?

What if federal and state governments quit trying to define student success with a test? What if they quit trying to quantify complex human development by a test score?  What if they encouraged schools to use these assessments to improve their instruction and meet needs of students, but left the true definitions of school success to the communities where those schools reside? What if special interest groups took “special interest” in our schools and pledged support rather than trying to find out ways to take the public funds that they haven’t yet been able to touch?

What if communities stand behind their schools?  What if when they feel the school is struggling, they step up to help, provide support for students, staff, and families? What if those with criticisms couldn’t sling mud at public education without having direct
knowledge of the situations with which they are passing judgment?  What if wanted to speak about a school and it’s performance, you must first spend time there with the people volunteering?  What if you couldn’t lump schools all together but had to speak specifically about situations in which you had personal experience? What if our media spent as much time talking about all the accomplishments of public schools and didn’t just highlight the isolated negative examples?

What if school administrators don’t have to worry about spending funds to survive, but can use dollars in practices that promote thriving such as professional learning for teachers?  What if they felt free to restructure schedules to provide teachers with ongoing collaboration and professional learning so that they could be sure that teachers were always at the forefront of their profession, masters of the learning standards and best practice in instructional techniques? What if when they saw a teacher in need, they could provide that teacher with the support they needed to grow and improve rather than feeling pressure to get them out?

What if because schools feel supported, teachers feel less stressed and feel they have the time to stop and build strong relationships with students and their families? What if teachers feel they can develop innovative, meaningful lessons that actually apply to the future that our what-if-4-300x175students will live in because they aren’t scared about test outcomes? What if they could collaborate and share without the pressure to hold back so that they could ensure they weren’t the bottom performer?  What if we valued teachers as the creators of all other professions and compensated them as such?

What if parents didn’t abandon schools for homeschooling, private and charter schools in an effort to isolate their children from those with experiences that may be very different from their own?  What if they were adamant to model that when something isn’t what we want it to be, they stick with it and become a part of the solution?

What if we had children from all different backgrounds that learned to value each other and learned to live together without fear and without anger? What if these students were able to learn the skills needed in reading, writing, math along with skills like collaboration, grit, growth mindset, technology, and problem-solving?

What if?

I can say I am fortunate to be a part of a district where our school board fights for local control.  I work in a district where our district leaders don’t point fingers, but rather ask “what can we do to support you?” and give campuses the freedom to do what they need to let-be-what-ifdo to make a difference with their students.  I have parents walking my halls taking care of all students, willing to take part in conversations when they have concerns, rather than resorting to silence and abandonment.  I have teachers that are the epitome of lifelong
learners. They have become masters of state standards and design meaningful learning that is resulting in stronger students with each passing year.  I have students that are learning the value of diversity.  They are learning to work things out together and hold themselves accountable for high levels of learning and growth. My campus has gone from plummeting scores and declining enrollment to scores and enrollment on the rise.  I am one of the fortunate principals who has had the freedom not to be defined by a test and the feel the support of my district and community.

What if all schools had this?

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The Sound of Silence

While sometimes silence of welcomed, I have to say that in a learning organization, silence can be deadly. Silence in a learning organization means a lack of feedback. It means that people are likely too content, apathetic, scared or angry to communicate with specific feedback, and this is dangerous. It reminds me of the Simon and Garfunkel song:

Sound of silence

In a learning organization, feedback is critical to growth. Sometimes this feedback is positive: “You’re on the right track.” “The effort is paying off.” “The strategy you are using is getting results.” Sometimes feedback offers a correction: “Instead of this, I need you to…” “It might work better if…” “Next time I’d rather you …” Other times feedback sounds like this: “I hate it when you…” “You messed up.” “There’s going to be consequences.” However, even when feedback is negative, it gives the one receiving the feedback a chance to learn and grow if they choose.

People can only guess if their actions are working and more time and energy is spent trying to decipher the silence than working on creating results. “Is what I’m going working?” “Is what I’m doing wrong?” “Why won’t he/she speak to me?” It’s a guess and check method spent mostly on guessing.

Several years ago I worked in an organization where all feedback stopped. The “boss” literally quit speaking to me. In public, I was invisible. Even in a bathroom where there were only two of us, I did not exist. Awkward! I guess I eventually figured out the message. I was not needed, and it was better to go elsewhere. The crazy thing is, if the “boss” had just given me specific feedback, we both probably would have gotten what we wanted much more quickly without a lot of hassle.

It is imperative supervisors give feedback. Too often I see leaders who are afraid to have difficult conversations. They suffer in silence until their aggravation results in an attitude of “done”. At that point, growth and recovery are no longer an option. What if the leader would have just said what needed to be said in a professional way? What if the leader coached their employee? What potential greatness was lost because the leader remained silent? What relationship was lost because things were allowed to become contentious?

Don’t get me wrong. The responsibility of feedback does not lie solely on the shoulders of feedbackleaders. All members of an organization have a responsibility of providing feedback. I tell my staff all the time that I don’t want them just to say yes and agree to everything I say. I need their thoughts, their consideration of unintended consequences and problem-solving, their ability to piggyback and make the idea even better. I need to know if something I have done has made their job harder. Their feedback cannot always result in “their way” because as a leader I always have to consider the big picture for the organization. However, without their feedback, how do I grow? How do I become better for them?

With all of this said, the most growth is going to occur when feedback is professional. While angry feedback is still probably better than silence, it is still destructive. It takes a great deal of energy for those involved in angry feedback to get beyond the emotion and focus on growth again. It is possible, but again, often angry feedback is just the explosion that occurs after a prolonged silence where the feedback was bottled up too long.

If you are a part of a learning organization, here are some tips to defeat the deadly sound of silence:

  • Give feedback, in good times and bad. People you work with need to know. It’s way more efficient than guessing. Each individual’s background experiences may muddy the water of interpreting “silence”
  • Feedback should be a two-way street. Both the leader and members of the organization should give feedback so that everyone has a chance to grow.
  • While feedback is better than silence, sometimes you may need a moment to compose yourself. Don’t give feedback in the heat of the moment, but don’t wait too long either. Feedback should be timely and professional.feedback matters
  • Be specific. Say what you mean and mean what you say. The more specific you are with your feedback, the more likely you are to get what you need.
  • Don’t ever allow yourself to become so comfortable that feedback stops. At that point, so does growth. Today’s good is tomorrow’s mediocre.
  • If you are the leader, create venues for your organization to provide you with feedback. Surveys, exit tickets after professional learning or staff meetings, and Google docs are all great ways to collect feedback. While I’m not a huge fan of anonymous feedback (it can be as bad as silence in the fact it doesn’t provide an avenue for clarification), I recognize that sometimes you have to start their of those you lead don’t feel safe giving feedback. It is a starting place, but the leader should work diligently to build relationships and get people comfortable with feedback that is specific and individualized.

Yes, sometimes it is easier to be silent. Silence can punish those with whom we are upset. It can send the message “I don’t even care enough about you to acknowledge your existence”. However, it rarely results in growth for anyone. Feedback with a growth the-sound-of-silence-simon-garfunkel-8-638mindset takes both grit and grace. It takes the grit to put others’ need to grow before one’s personal comfort of staying silent. Even more, it takes grace to give feedback in a manner that others are willing to listen and hear the intended message so that growth can occur.

Additional Resources for Giving Feedback:

If You Take All the Mouse’s Cookies

This is an article I wrote published this month in National Association of Elementary School Principals’ magazine “The Principal”.

https://www.naesp.org/principal-novemberdecember-2015-breaking-cycle/inspire-growth

Picture Day

Today, my teachers were given a compliment that made me both incredibly happy and sad at the same time.  You see, it was Picture Day.  Picture Day is one of those things that we all have to do, but it can truly wreak havoc in an elementary school picture-Day-300x271student’s need for routine and structure.  They get accustomed to knowing what to expect for when, where, and how to be.  When you add Picture Day, it can totally disrupt routines, especially if the picture schedule runs behind.  Picture Day takes a lot of grit on everyone’s part.

Our day was also affected today by about 40 district leaders, campus administrators, and teacher leaders who were visiting our campus.  Typically, my students and teachers are very used to having visitors in and out observing, but this was the first one for the year.  I guess a “normal” picture day just didn’t give enough challenge so we raised the demand by adding 40 strangers to the mix on top of an altered schedule, just to really see how the students can handle change.

I do have to say that today we were lucky. No cameras broke. Everyone was on time.  The schedule flowed smoothly.  Students were amazing demonstrating their learning and even sharing with the adults walking through their classrooms.  I am so fortunate to have a fantastic group of students and an incredible staff.

We got amazing feedback from the visitors.  But as the photographers got ready to leave, they made this comment, “Your teachers are so respectful in how they speak to your respect-meansstudents.”  Wow.  Well, you need to know that many years ago before I came to Degan, there were some comments  to the contrary about this staff.  To hear from an outsider, even outside the profession of education, how impressed they were with the staff-student interaction, was a proud moment.  But as I thought more, I thought how incredibly sad it was that this photographer, who probably spends a great deal of time in schools witnessing teachers interact with their students, felt we were the exception.  You would think this would just be the norm.

As I reflected more, I did think about the stress that shifts in schedules and the unexpected happenings of a school Picture Day can cause.  However, as adults, we have to absorb that stress to keep it off our students.  Some of our students, especially those who live in poverty, live in chaos on a daily basis.  They sense the tensions of adults and react to it.  Even more important is the relationships. If we are snapping at our students to deal with our stress about a situation, we are damaging our relationship with that child and limit our ability to have a positive impact on them. If we are going to treat others with respect, and model this to children, we have to show we value them all the time, not just when we have had enough sleep, the schedule and routines are in place, and everything is going our way.

perfect-effortBut it goes even further. How do we as campus leaders, create a culture where our staff feels safe and confident, even amidst a great deal of change?  That is the true key.  We have to make sure everyone knows what to expect.

When staff feels confident that effort, not perfection, is the desired outcome, everyone can exhale.  They will function with confidence and not be paralyzed by fear of the unknown.  They can become truly comfortable with ambiguity and learn to thrive, knowing that they are valued, no matter what.  When the teachers feel safe, they can make students feel safe as well, and then even Picture Day plus 40 strangers walking through classrooms aren’t an issue!