Our chat will focus on the idea that we can lead and make positive change from any position in our school systems. Leadership is not about a title, it is a way of thinking and acting.
Good morning #leadlap crew! I’m Beth, coauthor of #leadlap and proud Principal @FMS_Hornets So pumped to host today! Loved getting @JayBilly2 book this week! Our first in the new #LeadLAP series!
Good morning #LeadLap - Josh Young here. I teach 5th Grade in Kent, WA and am a Principal Intern. My school is Title 1, with a large population of immigrant and refugee students. Excited to connect with you all today.
A1: I am big fan of seeing prospective teachers actually working with and interacting with kids as part of the process. I see a trend in this direction and I think it is a good thing. #LeadLAP
A1- I would love to see video's, portfolios, teach a lesson, recommendations from parents and students- What Kind of TEACHER is this person- not how well someone can interview #LeadLAP
A1: I am big fan of seeing prospective teachers actually working with and interacting with kids as part of the process. I see a trend in this direction and I think it is a good thing. #LeadLAP
A1: I think it would be powerful if the interviewee was allowed to show off a video of their skills. Also I would love for them to do a 5 minute "lesson" on anything. There is something about watching someone teach that offers unique insight. #LeadLap
A1: We CHANGED OURS! Principal candidates interviewed w/Sup, then if they passed that, a S group gave them a tour & asked Qs, then a teacher/staff committee interviewed them. Then we had Top candidates be P for the day (job shadowing our P), and it was great! #LeadLAP
A1 there is a certain power dynamic that people have prior to the interview. I wish that didn’t exist and that all participants in the process felt they were on an equal level from the start of the process #LeadLAP
A1: If you are hiring a teacher have them teach a lesson to your students and get feedback from the students on the lesson. Gives you a chance to see the teacher in action & kids a chance to have a voice in the process. #LEADLAP
A1: Skip all the questions and have the teacher teach us about themselves in whatever way they think showcases their skills, passion, and personality. #leadlap
A1: I would like to see them meet with a group of students, learn about them and then try to design a lesson that lets them pursue their passion instead of of a "prefab" demo lesson. Let's see how they really connect with the students. #leadlap
A1. I would make in more intereactive and really see how the interviewee interacts with Ss. Make sure it was centered around students and really allowed for everyone to understand the passion they have for kids. #leadlap
A1 : I am loving the idea of online portfolios, but I am not getting the vibe that many principals are even interested in seeing one....I think it is a great way to visually showcase all you have done! Thoughts? #LeadLAP
A1: I would love to see student voice in this process. Ss have a sixth sense when it comes to adult authenticity & we should more pay attention to them. Ss are our #endgame & their voice is the most important. #LeadLAP
@undefined ↳ Do you mean: @irvspanish As long as the interviewers don't pretend to be planned obsolescence students, I'm OK with the lesson idea. #LeadLAP
A1. Having the voices of those you have served share their perspective of my work. I like sharing actual pieces of evidence of my work so my words are matched with products. #LeadLAP
A1.2 when I I worked as a recruiter for @TeachForAmerica we had a group of candidates respond to and engage in a discussion around a predetermined scenario very revealing #LeadLAP
A2: the stock questions. I feel like they don’t really give anyone in the interview a real feel for other person. My favorite interviews lately have been the ones that went off script. #leadLAP
A1. I don’t want to hear about what you can do, I want to see what you can do. Wouldn’t it be great if observing an actual lesson was part of the interview process? #Leadlap
#LeadLAP A1 I would can the interview panel! Way to intimidate a person. Have questions that spark am authentic conversation, walk them through the building and watch their reaction to students!
A1. We talk about having our students problem solve and create. Why not ask applicants to create something on the spot to solve a given educational problem with in our school. Maybe a morning creation/problem and afternoon question/answer. #leadlap
A1 Instead of having the interview in an office, I would have the interview team go visit the candidates. It would be a walking interview to show pedagogy, leadership, strengths and challenges. Make it authentic. We are all in this for kids. #LeadLAP
A1 : I am loving the idea of online portfolios, but I am not getting the vibe that many principals are even interested in seeing one....I think it is a great way to visually showcase all you have done! Thoughts? #LeadLAP
A1: I would like to see them meet with a group of students, learn about them and then try to design a lesson that lets them pursue their passion instead of of a "prefab" demo lesson. Let's see how they really connect with the students. #leadlap
I love the idea! Most principals do not have time in the interview process to look through a paper portfolio and then the candidate has to take it with them. Anytime I have had a candidate share access to a digital portfolio I have been thrilled to take a look. #LeadLAP
A1:the stock questions. I feel like they don’t really give anyone in the interview a real feel for other person. My favorite interviews lately have been the ones that went off script. #leadLAP
#LeadLAP A1: Love to see perspective teachers interact with staff and students. My current EFE student did a great job of jumping in. Made a great first impression and more importantly built relationships with students.
A1: I would love to see student voice in this process. Ss have a sixth sense when it comes to adult authenticity & we should more pay attention to them. Ss are our #endgame & their voice is the most important. #LeadLAP
A1: Student & family involvement. They’re the heart & soul of the school community. Testimonials from previous positions in addition to student led interview component (i.e. student/candidate lunch & learn) #LeadLAP
It was! We debriefed them, got their impressions, had them rank candidates, and submitted that to the board with our recommendations too. Board also interviewed them. Choice of S group & our T/S group had same choice. Board agreed! 😄 #LEADLAP
A1: Include a coaching session after observing the candidate teach a lesson. This provides tremendous insight into an applicant’s ability to receive feedback. #LEADLAP
A2: We always invite members of the candidate's department. This year we've added students to our panel. It has a true GAMECHANGER! #LeadLAP#StudentVoice
A1. I don’t want to hear about what you can do, I want to see what you can do. Wouldn’t it be great if observing an actual lesson was part of the interview process? #Leadlap
A1: We have made the switch to Qs that get at a candidates WILL rather than their skill. We hire for dispositions bc that is what will ultimately affect our culture. We can support & grow skills. #cutlureiseverything#LeadLAP
A2: Students are your biggest asset. I love sitting with them after an interview or demo lesson and getting their feedback. They will be honest and open with you. #leadlap
L👀k what’s Pirate-Packed & ready to ship!😆
#LimitlessSchool = chosen book for our 1st week of the #DBCchallenge!
Congrats @tracy9535! ☠️🎉
Didn’t win? No worries. We are giving away a book EVERY.Single.Week.
Look for the next “week-long” challenge in #tlap.☠️
#leadlap
A1:the stock questions. I feel like they don’t really give anyone in the interview a real feel for other person. My favorite interviews lately have been the ones that went off script. #leadLAP
#LeadLAP A1: Love to see perspective teachers interact with staff and students. My current EFE student did a great job of jumping in. Made a great first impression and more importantly built relationships with students.
A2: Our interview process involves Ss and several interview committees that includes paraprofessionals, secretaries, other district employees and teachers in our district. Ss give tour of school and have convo with applicant. Multi-step process get the right candidates. #leadlap
A2 we try to have our content dept. chair and at least two other teachers interview candidates but only after our building Secretary gives them a tour. By the time they meet with me four other people have made them comfortable and shared a lot of our story with them #LeadLAP
A1: I would love to have the candidates lead with a digital portfolio so we can see what they value. We do a live demo lesson in our interviewing process, but I think that the results can sometimes be inauthentic. Looking for ideas today! #leadlap
#Leadlap depending on the position, we try and have at least two members from that same team (be it an office position, a paraprofessional, or a teaching position) on our panel. We also all ask questions.
In one of my interviews, I was able to tour the school before my interview and interact with the students. I learned so much about the school and students that I feel it really helped during my interview. Remember, prospective teachers are also interviewing you. #LeadLAP
A2. We have applicants teach a lesson to actual students and then ask students for their opinion and feedback. I would love to see more involvement from the local community/business. We are training their future works. They should have a voice. #leadlap
Involving students on the team is a great idea. Either having the candidate teach them a lesson, or having the students asking questions as part of selection committee. #LeadLAP
I've been playing around with that idea but trying to be sure it doesn't appear that specific families or community members hand pick teachers. I think getting feedback from them on what makes a great candidate may be my first step next year. #LeadLAP
A2: What if...We had select students serve on the interview committee in some form or fashion? They could provide feedback on a model lesson or even ask questions depending on the grade level? #LeadLAP
A2: We have a Human Capital Team of staff members that’s a part of the interview process. We include team members as a part of the process & this year have added our student ambassadors to the mix. For administrative positions we brought in parents for the process #LeadLAP
I tell my team this very time! Just as much as they’re trying to sell themselves to us, we are trying to sell our school to them. So important to remember. #leadlap
A2. We bring in traditional stakeholders in for the interview where candidates must go through role play, teach a lesson, then answer questions. Top two from there go to a classroom to teach a lesson to students. They guide the decision. Looking at feedback and obs. #leadlap
A2: We involve many Ts as Leaders on our interview panel & parents are involved in the feedback process, as well. Our next step is incorporating S voice. This is so important and a definite next step for our school. #LeadLAP
A2. I use to give candidates what I called a time out. At the end of the interview we take a 5 to 7 minute break and escort them to a separate room. When they came back they could ask us anything they hadn’t already or refine a response if they felt the need to do so. #LeadLAP
A2: Involve ALL stakeholders. Ss, parents, department, you know the people that will actually be interacting with the candidate on a daily basis. #leadlap
A2: What if...We had select students serve on the interview committee in some form or fashion? They could provide feedback on a model lesson or even ask questions depending on the grade level? #LeadLAP
A2: To have current stakeholders discuss the type of learning environment created by that candidate, strategies they suggest or possibly implement themselves, witness their demeanor/behavior according to current students #LeadLAP
A2 When searching for a new Superintendent, our board surveyed Ts on what they wanted in a Super. Also held community meetings where everyones voices were heard. #leadLAP
A2: I sometimes question who is on the interview committee. I think everyone who will work directly with the person should meet the candidates at least for a conversation. Culture is HUGE!! #leadlap
A1 I actually ❤️’d my final interview for this admin role.
1st Q— (emailed to me 5 days ahead) “Give a 10 min (only) presentation telling (or showing) us about you &your professional desires.”
All of the following Qs stemmed from the presentation.
No canned responses. #leadlap
A2: Besides what I described in A1, the Ss, Staff, and Ts developed their own Qs. Ss had candidates alone on tours, and we went off script in ours too. One Q by secretary was Nutty Bars, yes/no. 1 candidate brought her a box on his P for a Day, day. 😄 #LeadLAP
This. To me, I’d look at which students are struggling most in a school and have their voices loudest. We don’t need people to come in and teach the kids who are already succeeding. #leadLAP
#A2#LeadLAP Whole group and break out sessions. Conversations with PTA leadership and OTs, PTs, Para Rep, & Office Manager. Allow classrooms to open for new hire observations & question the potential hire on what they saw & heard. Will demonstrate the lens thru which they teach
A1. I have a interview committee of multiple grades. They observe the teacher candidate teach a lesson and then ask her questions. I always ask the students their thoughts of the teacher. #LeadLAP
A3: I also never asked for questions that give textbook answers. What do you know about PBIS/PLC/Cooperative Learning/etc. Ask questions that show us what you know. #LeadLAP
A3: One way we PIRATE up this process is that our panel develops questions that they are the most passionate about-including students. No canned ?'s allowed. (and of course we go over legal parameters) Then we take turns asking our ?s. #LeadLAP
A2- we do a tour (thinking Ss should start doing it!), a couple of T's and maybe P or two. Sometimes I've done first round and give finalists to panel of T's to interview and give me Rec'd. Especially when working on a team #LeadLAP
I am happy to share our interview Qs. @BethHouf@burgess_shelley have an awesome set of #LeadLAP interview Qs in their book, as well. We've been using these Qs for 2 hiring seasons & have found they are pretty spot on.
In reply to
@principledlady, @BethHouf, @burgess_shelley
A3 I like to ask about cell phones in the classroom because it really give me a feel for the attitude about technology and student learning as well as comfort level of trust in students. #LeadLAP
Q3 2 question 1) tell me your story?
2) a parent tells their child a tomato is a vegetable but your resources say it is a fruit. How would you handle this situation? #LeadLAP
A2: We utilize various methods but it consistently includes the full admin team with subject teachers based upon the candidate’s subject. Would love to see us additionally utilize #stuvoice moving forward! #LeadLAP
A2 Sean here from N.C. making a #chatcameo in #leadlap. Have to invite all to play in the band when it comes to stakeholder voice for interviews. Building those harmonies with a clear vision adds to the symphony of the Schoolhouse.
Yikes—answered #1 and sliding in late (I’ll spare ya my fave GIF)
Tara- admin in Kansas
Love me some #leadlap inspiration from the @BethHouf & crew! Will be in and out but stoked to be here! ☠️❤️
A3: Tell us what you know about us? To me this tells us how much the candidate has done their research. We are crazy active on social media, so there should be no crickets here! #LeadLAP
A3: #leadLAP Ask me what I think is the key to student success. Ask why I’m the best candidate for the position. Ask me why I became a teacher and why I love my job! Just ask me to talk about teaching and not make me answer a bunch of questions! You might want to set a timer!
A3. First question for me is always what are you reading and how is it shaping you as a person and educator. If the answer is I’m not reading anything right now I don’t need to ask them anything else. We have to look for people who are actively growing and learning. #leadlap
A3: critical piece is open-ended questions rather than one they could have practiced. Ex: what is your educational philosophy and what are you passionate about related to Ss #leadlap
#A3#LeadLAP “Tell me about adversity you have faced in your life. How did you overcome it?” “Tell me about a situation in which you initially failed. How did you ultimately succeed?” “What is your greatest accomplishment? Why?” #GrowthMindset
A3: What are you reading professionally and for pleasure? Also, how can schools remain relevant when Ss have so much information on the phone in their pocket. #LeadLAP
A3: What does student curiosity look like in your classroom? How to you create an environment where students are "curious" about what they are learning to the point where they take risks to learn more? #leadlap
A3: Relationship Questions
1) “Kid’s Can’t Learn From Teachers They Don’t Like” – Rita Pierson Explain why you agree or disagree with this quote.
2) If I were to ask your most challenging student to describe you in three words, how would they respond? #leadlap
A3: Can you speak about a specific circumstance you navigated issues of inclusion in your classroom? What did you learn from that experience that you would apply next time? #leadLAP
A3 Usually like to ask about the last book read after I share my reading/literacy passion. Not a ‘formal’ question and usually near the end. Often leaves both sides on a very conversational and somewhat relaxed note. #LeadLAP
A3. I love asking questions that candidates aren't sure how to answer. I want to see how to handle being thrown off. 1. How do you stay motivated throughout the year to finish stronger than you started? 2. If you were a breakfast cereal, which one would you be and why? #leadlap
Continuous Professional Growth
1) Describe an example of when you implemented a new instructional strategy. How did you learn the new strategy? Describe the timeframe between the time you were introduced to this new idea and implementation. #leadlap
A3: In thinking about your latest lesson that did not go well (bombed), What steps did you take to remedy the situation in the moment, after the lesson, prepare for next time... #leadlap
A3: What have you read lately that has impacted you deeply as an educator? (leaders are learners) What is the most common misperception about you? (leaders are self-aware) What are you most passionate about & how will you bring that to your role? (leaders are passionate) #LeadLAP
A3: I like to ask about the last book they read or about a book that has inspired them in education...This tells you a lot about their growth mindset & philosophy. ( And if they mention one of those “Pirate books” 😉 then boom they’ve got my attention! ) #LeadLAP
I really hate when I’m not asked this question, because I think you need to know who I am, how I think about students, before we get into the nitty gritty of curriculum, assessment, management etc. #leadlap
A3: chiming in for a hot second. Hey everyone! My favorite new interview question is: how do you want to be remembered by students and colleagues at the end of your career. #LEADLAP
A3: Tell us what you know about us? To me this tells us how much the candidate has done their research. We are crazy active on social media, so there should be no crickets here! #LeadLAP
A4- really thinking now especially when candidates interviewing US too.. S tours, water, chocolate, friendly greetings etc. Make them fee the Pirate excitement they want to be part of #LeadLAP
A4: Give a tour of the school towards the end of a period including the passing or break. Have the candidates meet with others at the school. Step back to see the interaction. #leadlap
A3: chiming in for a hot second. Hey everyone! My favorite new interview question is: how do you want to be remembered by students and colleagues at the end of your career? #LEADLAP
STEAM Academy at Stribling received the Fort Worth Museum of Science and History President’s Award for their innovation in education & their commitment to becoming a community of learners. Learn more about the award at https://t.co/DtlgGU9jDE. @striblingstars@fwmsh
A4: Give a tour of the school towards the end of a period including the passing or break. Have the candidates meet with others at the school. Step back to see the interaction. #leadlap
A3 Share your teaching story. How have you shown growth, challenged the current status quo and done things differently to benefit your students? #LeadLAP
A4: #leadLAP Be on time for the interview. Be excited to have them there. Do some research on them and ask some specific questions about their school history or even just from the resume.
A4: Have students give them a tour of the facilities. Have community members/parents sit with them while they wait for the interview for open conversation and the community. #LEADLAP
A3 Made a vid about this last year. In my current role, I wouldn’t say these 3 are “must have” Qs but def “must consider” interview Qs. #leadlap
🎥https://t.co/7J1ZmRRmYC
A3: I like working through some scenarios...’This happened in your class, how do you respond?...next the Ss does this, now what?’ Gives some insight into how candidates react in the moment #LeadLAP
A4 Welcome them like a rockstar. Every candidate should have a red carpet treatment. You should make your school mission/vision come to life everytime you have a guest. Treat them with love and kindness. Show them what your school culture is all about. #LeadLAP
A4. I have always wondering why we roll out the red carpet for principal and superintendent candidates and not for teachers and support staff. If we want the best we have to attract the best. Make it an event not just a hoop jumping process. #leadlap
The key to hiring great people is being thorough. Have multiple meeting. Take them out to lunch. See how they act in different situations. Don’t rush it just to save time. #LeadLAP
A4: Spend time with them. Don't make it feel like they are just "Candidate #3." Treat them like you would a staff member. Give them a tour, have them meet students, show them what being a PV Golden Panther is all about. Then drop them a handwritten note afterward. #leadlap
A3: How do you develop yourself as a professional? What was the most recent book you read for your own professional learning? Where do you find inspiration? What is your presence online for professional growth? #leadlap
A4. Make the interview a two way process. They sell you on why they should join your team and you sell them on why your team is the most epic team to join. Makes perfect sense to me! #LeadLAP
A4. We try to give them the same magical experience that we try and give all of our Ss. We welcome them with a smile, show them around, keep an upbeat environment and so much more... #Leadlap
A3 cond: And if your school is tech heavy (like mine) don't just ask what you use, have them share actual products. I had this guy tell us how he uses "Kahoots" all the time, could not pull one up ("forgot PW" really?) #leadlap
So many nuggets in this podcast with @TaraMartinEDU Can’t wait to tune in more to #AspireLead
Innovators compass, exposing vulnerability, the shift from steering a speed boat to a pirate ship, be a #RealEdu educator, find your tribe.
Become the leader you wish you had!
A4:The interactions between staff members during the interview and the friendly environment developed through a positive school culture creates a welcoming environment for interviews. You can't fake that! @sparacino does a fantastic job of this! #LeadLAP
Imagine a coach selecting players for the basketball team without ever seeing them play. Wouldn't happen...but yet many select teachers without ever seeing them teach. #LeadLAP#tlap
I like that. What are they doing for their own professional learning? Usually you get a list of PD sessions they have attended. Different twist. #LeadLAP
Yes. Catching them off guard is a great way to get a peak at their true self. Also, I look for consistencies throughout interview to help determine authenticity. Switching it up helps! #LeadLAP
A4: candidates could receive a welcome and tour by young students. Let them show their favorite places and talk about their school. Then, a cafe type interview instead of a stuffy office and scary overwhelming interview panel #LeadLAP
A4: Def the ROCKSTAR treatment, and also oops to interact with Ss, staff, Ts, parents, etc. Thinking of an intro vid for school social media to let them put best foot forward to meet community. #LeadLAP
A3: Jay's in the house back from the parade. I love to ask, "What have you done recently to show that you're continuously learning? How have you made yourself better? #LeadLAP
A3: Tell us about something you’ve recently learned from a book, article, video, podcast, or similar and how it has impacted your practice. Responses tell me about commitment to and investment in their own professional growth. #leadlap
A4: It starts with the initial contact. You want to make each candidate feel like this is the only place they ever want to work and that you are the only one's they want to work with #LeadLAP
A5: They possess a relentless passion and pursuit towards striving for enrichment, impact, and excellence in the lives of everyone in the school #LeadLAP
A5 this may sound corny or less than professional but all things and scores aside it’s a feeling. You literally know they are the one by how they make you feel and if your conversation felt natural #LeadLAP
A5: I think you should feel it. School CULTURE should be placed first. How did they interact with future colleagues, students, etc. how did they make THEM feel. #LEADLAP
A4: With everything going on at the end of a school year, it can be a challenge....but be present during the interview. Help put the candidates at ease, active listening, and give them every opportunity to showcase who they are and what they can bring to the table. #leadlap
A5: #leadLAP From the interviewee perspective, there is a moment you click. I’ve had interviews that I knew were great and some that were awkward. I walked out the door knowing positions I would turn down and I immediately sent emails letting them know it wasn’t the right fit.
A3: We start with a tour and a conversation about who we are as a school. We want to help them feel comfortable and welcome before we start asking questions #LeadLAP.
Quoted @BethHouf from #LeadLAP in a doctoral assignment this morning. Popped onTwitter and BAM! A #LeadLAP chat! My day is made 😁 time to plant more flowers 🌺
A5- for me it's always a 'feeling'.. a connection to one candidate or two over others that makes you think they would be a good fit- want someone who fits in with our culture #LeadLAP
I went on an interview a couple of years ago and they had a member of the committee sit and chat informally for about 10 minutes before the ‘real’ interview - in front of 14 people! That person made it more relaxing while waiting. #LeadLAP
A5: Todd Whitaker says something to the effect of "We want to hire people that we want our team to be more like...not hire people and make them more like us." This is the foundation for our decision making! #LeadLAP
I may just start looking forward to my upcoming interview season.... especially the few non-teaching positions I have too! Thanks for the insipriation
#LeadLAP
A3: Interview at lunch and see if they put salt and pepper on their food before trying it = makes decisions without all the information #LeadLAP#edmodolove
A5: I can just feel it. It's the passion they show and the gleam in their eyes. If I'm so engaged and can feel that this is the one. I want this person to not only fit in but to change who we are and make us better #LeadLAP
A5. From watching their passion and excitement when interacting with students and staff. If you can’t get pumped to teach during an interview you won’t be pumped the week before Christmas/Spring break. #leadlap
A5 We know that we have found the one when the verbalized and demonstrated values and commitments, discussed in the interview, align with our team's collective goals. Imperative that the new team member share these so that they can add to team capacity to support all Ss #leadlap
Q:5 You can tell IF you pay attention to the energy in the room. When a panel is exuding positive energy, it is LOVE and it is palatable. It makes the space literally light up. That’s when you know. Listen to your ❤️and your 🧠 #LeadLAP
A5: it’s their energy and enthusiasm as they speak, body language and personality. I observe how they answer not just what they answer and read between the lines #LeadLAP
A4: We make sure they feel welcomed. We have a leader greet them in the lobby, have bottle of water along w a copy of Qs waiting at their seat. We make our culture shine. Our Qs say so much. Candidates usually comment "Wow. These Qs are different. Not what I expected." #LeadLAP
A5: this will be unpopular; but I want to work with people who push me outside my comfort zone. People who DON’T make me feel comfortable; but who push me to dig more. They are the ones who will find the heart of students and help them grow. We’ve got plenty of support #leadLAP
A5: I would say, when you do not want the interview to end/feel like you could keep talking.. The conversation has flowed in such a way that a less formal mindset has set in. #leadlap
A5: this will be unpopular; but I want to work with people who push me outside my comfort zone. People who DON’T make me feel comfortable; but who push me to dig more. They are the ones who will find the heart of students and help them grow. We’ve got plenty of support #leadLAP
That can be true, but new graduates had often been required to attend PD session as part of their internship. I like to hear about them, but I also think PD is a teacher's responsibility so it would be great to hear what they are doing on their own time. #LeadLAP
A6: shouldn’t we roll the red carpet out like we do for students every morning? #LeadLAP I mean value teachers not as warm bodies but actual humans. The more acknowledgment, giving and support, the more we work harder. If we don’t care why should they?
A6: I reach out to them via email and/or social media and give them a personal welcome BEFORE they join our staff. I want them to know that I am excited to have them join our team. #LEADLAP
A5: I don’t do rankings anymore. We discuss as a group—rankings are just putting numbers without enough discussion and often the convo can help change what the numbers might have been #leadlap
A6: I have to do better at this. I know @BethHouf welcomes with a cake. I make sure I connect with new staff and know the reasons that I picked them. I want them to know that they can start off working for greatness #LeadLAP
A5: Biggest change w hiring process I've seen in our school - we've grown so aligned w our shared WHY & vision, our panel uses these core values as filters. It makes hiring decisions so much easier. #LeadLAP
A5: I ask myself and others, "Are they are PIRATE? Do they display all the characteristics that it takes to make a positive difference in our students? Have they demonstrated that they can be a change agent for our school?" #leadlap
They definitely help me build capacity to lead across difference. That’s huge for a resilient community. We can’t be afraid of “storming” (tuckmans model FTW) #leadLAP
A6 make sure and provide them with a buddy teacher to help them transition to your school. Get them involved in the process right away. Be purposeful in praise and in seeking their opinions #LeadLAP
A6: I have to do better at this. I know @BethHouf welcomes with a cake. I make sure I connect with new staff and know the reasons that I picked them. I want them to know that they can start off working for greatness #LeadLAP
A4. Living in a northern community I just don’t have to sell my school, but also our community. Along with a school tour I will take candidates on a personal tour of our community and hit all the hot spots that showcase the beauty of our region. #LeadLAP
A5: You can't always know what you're getting until you get it, but the interactions with Ss, staff, Ts, etc. on campus during their Job shadowing day. The input from those can tell a lot. Who was nice to the secretary, Ss, and all they met? Who seemed fake? #LeadLAP
A6: I send out a Welcome On Board email to all staff to introduce new team members. I include a short bio, what stood out about them & their fav quote. Makes them feel special (they are!) & lets other team members know a bit about them. #LeadLAP
A5 I go back to telling a story. What if others on an interview panel would complete a sketchnote of the interview process? What os panelist would leave a @Flipgrid response with their thoughts/reflections. We need to innovate at all levels. Lead by example. #LeadLAP
So agree. I’ve watched a principal in interviews be on their phone most of it—just such a disrespect to the candidate—saying you don’t need to hear what they are saying.... #leadlap
A6: reach out as soon as they are official, invite them over again but as part of the family, introduce them to staff, tour, take time to listen and get to know them, take them to lunch #LeadLAP
A6: Definitely something I want to work on. Love the #swag idea that @BethHouf does. I'd like to do a #tlap book study with all staff members but particularly the new ones! #leadlap
✨Hey, #LeadLAP Crew! I'm Kimberly from NE, and I teach 7th grade ELA. I'm tardy to the party! I just finished my 1st Memorial Weekend Murph Workout... and survived! #RunLAP✨
Yes for sure, but you have a PLN and are doing lots to develop your own passion for PD. You would have lots to tell me if I asked you. Ha, ha. #LeadLAP
A6: I also send new members of our crew a "Welcome Package" that includes our "Communication Plan", intro to their Mentor Leader & other beginning info to get them feeling included from the get-go. #LeadLAP
A6 It is all about creating the moments for them. You are welcoming a new family member into your home. Spend time with them, walk them around, introduce them to others. Find a special unique touch for each new member that shows you got to know them. Honor their story. #LeadLAP
✨A6: MEET THE TEAM! We always have a meet and greet party with new staff members right before school gets out! It's fun to make the connections before the new school year begins! #LeadLAP✨
Q6: We have provided them with gifts/ small tokens that are representative of our school/ district culture and try to connect them to something we know about them to welcome them to the family #LeadLAP
A5: Might sound cliché, but I go with my gut feeling. I make sure to engage in meaningful conversations - both work related and personnal. You can tell a lot about a person just by noticing what they talk about, and how they talk about it. #LeadLAP
In a recent interview I replied with #tlap#shiftthis#Culturize & and a couple hacky books I’ve read. They had no idea what I was talking about #Leadlap
In reply to
@JLB2473, @PrincipalSmart, @nellie_tate
Letting them know why you chose them and that you are looking forward to the greatness they will bring to the team- wow! That support will create an impactful ripple effect. #LeadLAP
A7: Even seasoned educators need a mentor for things like “Where is the copy machine? “How do I request funds? Designate a Go-To person for them. #LEADLAP
A7: All new staff members have faculty mentors. I also meet with them individually on a weekly basis and monthly as a group. Making those connections is important. Looking forward to our final meeting in two weeks as we reflect on the year and set goals! #leadlap
A7- mentor teacher on their team, check in regularly for support not eval, take time to get to know them show them you listen and willing to help #LeadLAP
A7: We have a Google Classroom for all new staff that has already started for next year. It is facilitated by two newer staff members. It helps build a community and PLN immediately! #LeadLAP
A7 When the year gets rolling and busy it is easy to forget things that come up along the way. Be sure to keep checking in and not forgetting about them even when it gets busy. #LeadLAP
Q6: When our Sup was hired our principals and I created a basket that had items that introduced him to our community ( local restaurants etc) and schools. He loved it #LeadLAP
A7 Meet during first couple weeks to check-in. Visit their rooms often, provide feedback, engage w/them so convos become the norm and not only when needed. Builds trust for open 2way communication. #LeadLAP
A6: intentionally have other staff go and greet them and check in and give them a s/o on social media, website, etc. I love surprising them with a lunch or coffee first day there #leadlap
A7: we created buddy systems with new Ts and veterans. We had time set aside n staff meetings for grass roots convo. And Ts shouts during that time. We had awards. would be better is if we could provide to new Ts for PD and then present and show the love n support. #LeadLAP
We only want great. If you don't think you're great or you can be great then there is work to be done. You have to believe that you are the best before you can be the best #LeadLAP
Letting them know why you chose them and that you are looking forward to the greatness they will bring to the team- wow! That support will create an impactful ripple effect. #LeadLAP
A7 Check in on them regularly. Spend time with them. Be in their classrooms. Offer support. Celebrate their learning, their successes. Show them they matter with surprise shoutouts during the year. Help create extraordinary moments. Be part of their story. #LeadLAP
A7: ✨WE DO THIS TOGETHER! We are so fortunate to have a true middle level concept and grade level team time every day. I never once felt like a "newbie" because of the team support in place. #LeadLAP✨
A7. Got to find that passionate and caring mentor for each new teacher. One that can listen and encourage daily. One that lives what is expected. Admin has to encourage regularly with notes and gifts. #leadlap
A6: Here is an idea: have a group of students (or student council) interview/get to know the new team member, then come up with a creative way to present them to the entire school! Could be video, assembly, song, ... #LeadLAP
A7: I share the #tlap book and then I quiz them. I also make sure that I give them a good mentor... not just someone who want to be a mentor. Also, advice: Find the best teacher in the building and follow them #stalker#LeadLAP
Honestly it is the same for me. In my circle of admins in the division very few understand my passion for my PLN or the inspiration and direction I get from hanging with you all. I just keep talking about it and hopefully some of them will try it and will understand. #LeadLAP
A7: We set up a "Book of FMS" that has everything you need to know about our school. Create by teachers for teachers. It has helped us so much with sustainability! #LeadLAPhttps://t.co/jZbXnI5cUl
A7: Let them know WE ARE A TEAM. We fail together. We succeed together. We pair them up with a Mentor Leader from Day 1. We have monthly New Leader mtgs where they can talk about whatever they need. I check in w them often to see how they are doing. #LeadLAP
A7: Frequent conversations. I strive to spend time in classrooms and also have those before and after school conversations to build relationships and make sure staff feel supported #LeadLAP
They didn’t ask for examples but I stressed why I’m reading and/or have read them. #LEADLAP I even provided my twitter handle & invited them to view who/what I follow
In reply to
@JLB2473, @PrincipalSmart, @nellie_tate
Imagine if new and veteran teachers received surprise PD books throughout the year and were gifted with time throughout the year and school day to read, share and implement innovative learning ideas. Shake up the status quo. Honor their time. Be different. #LeadLAP
A7: I share the #tlap book and then I quiz them. I also make sure that I give them a good mentor... not just someone who want to be a mentor. Also, advice: Find the best teacher in the building and follow them #stalker#LeadLAP
Oh - thanks for sharing! We have just started a #TMGenius Leader Book & this is our big summer project. We found that we have too much greatness not to document & sustain. We have to systemize our on-boarding. #YES. #LeadLAP
A5. My questions would focus on whether or not the library plays a central role in the school, current vision, and how tech is integrated into school activities #leadlap
A6: We have a fun activity over the summer like bowling and a scavenger hunt (different days). This coming year maybe an escape room?? Or since we live in San Diego, something outdoors like a bonfire? Still trying to find great ideas! #leadlap
Roman, I actually do that with books for teacher appreciation but also my teachers want something, I find a way to get it. Also, I do a book study where they only have to read a paragraph each morning via #googleclassroom - #LeadLAP
Imagine if new and veteran teachers received surprise PD books throughout the year and were gifted with time throughout the year and school day to read, share and implement innovative learning ideas. Shake up the status quo. Honor their time. Be different. #LeadLAP
A7: I share the #tlap book and then I quiz them. I also make sure that I give them a good mentor... not just someone who want to be a mentor. Also, advice: Find the best teacher in the building and follow them #stalker#LeadLAP
A8 I live the idea of having candidates interact with students and staff during the interview process. The process needs to be more authentic, real and meaningful. Time to honor learning, stories and being innovative/creative. #LeadLAP
A4. Living in a northern community I just don’t have to sell my school, but also our community. Along with a school tour I will take candidates on a personal tour of our community and hit all the hot spots that showcase the beauty of our region. #LeadLAP
A8: Wow...so many takeaways. Setting up G classroom, arranging for mentors, welcome bags, support through the year, setting up for success. Thank you for leading this chat @BethHouf#LeadLAP
