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Culture Chapters- Leverage Leadership
Transcript of Culture Chapters- Leverage Leadership
Nothing as important -or engaging
Core idea- student culture builds the habits of mind and heart that allows learning to fly
Fix a Broken Culture
1. Set an agreement for “all hands on deck”
2. Start with the staff who are most invested in change
3. Train invested staff by modeling, intervening, and weaning
4. Deliver professional development for the rest of the staff
5. Put aside instruction for one or two days and reset
6. Evaluate your progress—support the growth process
*Great staff cultures don’t come from irreplicable charisma; they come from careful development of habits that build a strong staff community.
*The core questions for setting a vision for staff culture are, what do you want teachers to say about their school? How do you want them to feel?
*Let your vision drive your hiring.
*Great leaders maintain strong staff culture by remaining continually on the lookout for warning signs. They look for signs of stress before those signs become larger problems.
To ensure conversations are productive:
-In person (challenging conversations happen face to face)
-Private and with time (difficult conversations)
-Targeted (dig deeper into the action in question)
-Immediate (highly effective leaders follow up right after to dig into the issues)
Day to Day Excellence
Keep an open face
Wait before sending emails...or just don't
Have a bias toward Yes
Revisit the mission often
Keep it up
Repeated practice builds culture
Make every moment count
*What is the leader doing?
*What are the teachers doing?
*What are the students doing?
*What will happen immediately when a student doesn't comply?
Seeing is believing
Create a tool to measure your culture
*Establish a vision.
*Turn vision into min.-by-min. system
*Monitor and maintain
Keys to Student Culture
-Set the vision
-Get the right people on the bus
-Put a stake in the ground
-Keep your ear to the rail
Lather, rinse, repeat
Managing School Leadership
”Leaders are rarely coached around what matters most: the quality of their meetings with teachers. Change your leadership team’s purpose, and you’ll change your results.”
1. Identify instructional leaders
2. Train initially and follow up
throughout the year
3. Give feedback and practice
4. Evaluate leaders
Four key tasks to build strong
instructional leadership teams:
Formula for success:
Identify your leaders, train them in instructional leadership, and give them plenty of feedback
Evaluate what matters most
Supporting teachers in the work they do to drive student learning matters most.