#leadupchat Archive
#leadupchat focuses on school leadership broadly, culture, changing paradigms, and the growth mindset. It's an Ed movement focused on Leadership, Culture, Growth and Shifts on Saturdays at 8:30am CST, founded by Jeff Veal (@heffrey) and Nathan Lang (@nalang1).
Saturday April 30, 2016
Welcome to . Please share your name and where you are from.
Lance, Guild Elementary; Gallatin, TN
Nice to see other IL peeps here this morning.
Good morning, Sean! Glad you are here!
Good morning, Mark Luque from Bakersfield, CA.
Morning tribe! Jeff here, co-founder of . This is a big part of my "why" in Ed. A dad & AP in Frisco, TX https://t.co/aXm2SlsP3D
Good Saturday to everyone, Doug Brown Superintendent Idabel OK
Chris - passionate educator from California.
Good morning Brian, instructional/literacy coach in Buffalo, NY! Checking in for a bit!
Good morning everyone ! Joël from Callander, Ontario Canada.
Welcome Doug! Glad you are here with us at today.
will be in a Q1, Q2 with responses A1, A2, etc.
Good morning! Randy from Orange County, CA.
morning Brian! Always great to learn with you at
I'm Brian in CO, where snowflakes are falling as fast as tweets on this a.m. I teach MS students English.
Randall Rank - 5th grade teacher from Kansas. Hoping to jump in for a while, but may have to jet a little early.
yes it is. Nice to be learning with you this morning.
Good morning, Cyndi! Glad you are here!
Hello ! Jana 3rd grade teacher from Katy, TX.
Good morning. Greg from Buhler, Kansas. HS ELA teacher ready to learn this morning.
Good Morning. Debbie from TX. Excited to learn along with you all through this morning.
Welcome, Chris! Glad you are here!
Good morning! Ted, Middle School Principal from MO. Ready for this AM.
Good morning & !! Wade-Asst. Superintendent in Marble Falls, Texas. Excited to join this morning!
Brad on leadership sabbatical & back in MN. Good morning
Good morning ! Brett from Texas, excited to be here, just hope I can help the ball club!!
Does anyone have any recommendations for websites/materials to review to prepare for the Admin Supervision Praxis test?
Morning Chris and thanks for getting up early with us at .
Same here, but this morning we are on our way to my daughter's soccer game ! https://t.co/KEFTuV3UB0
Sean from Orland Park IL - Glad to join Love these Saturdays when everyone else is sleeping & coffee is ready.
Hello, ! Catherine from Kingston, Canada.
Jason from central Kansas, HS ELA teacher. Good morning!
Hey Jeff, I hope all is well! Great to connect man!
I'm Aaron Hogan, high school assistant principal in College Station, TX
Always excited to joing on Saturday morning!
Good morning ! Kristin from Lansing, MI 6th grade ELA and SS
Great to see you again Cyndi! Welcome to today!
Adam, 5/6 social studies, Cleveland, OH! Good morning! Still studying for my educational leadership exam on June 4!
We'll take any time we can get to learn with you!
Good morning -Connie from NY checking in this morning. Happy Saturday!
Good morning from Katy, TX! Ready to get inspired from
Hey Brett! Hope the week treated you well!
Good morning, Debbie! Glad you are here!
Welcome to both of you! Great to have you back at
Good morning Michelle, principal from Saskatchewan, Canada joining in.
Good morning from Cedar Park, TX
Things are going well! I hope the same for you Teresa!
Look past the wall - its an opportunity to grow!
Good morning, Brother! Great to see you!
Hey ! Mandy Froehlich - Tech Integrator - never warm Wisconsin. Excited for to be moderating today! :)
Welcome Ben! Glad you could join us this morning at .
Good morning -- Dennis -- Middle School Principal from Long Island, NY.
Happy Saturday Kathy from sunny Barnet, VT
- always a good week!! Can't wait to learn with you today!!
Good morning ! Mike joining in from NY. Always pumped to chat with the tribe!
Good morning! Jenny, instructional coach from Katy, TX
RT Look past the wall - its an opportunity to grow!
RT Look past the wall - its an opportunity to grow!
Don't forget to include the hashtag so everyone can follow along.
Morning . I've got my coffee, eggs and toast and I'm ready to learn with y'all!
Ready to learn with and the rest of the tribe today here at . Also inspired by the though leaders daily.
Good morning from Santo Domingo. Happy to be here this morning
Good morning! Elisabeth from NY joining in the awesome conversation on
So glad you are here - I learn a lot from you!
It's a busy week (with prom and school sponsored after prom party tonight), but it's been a good week!
Got to get the fuel for the chat! Welcome Kimberly and glad you are here today for
Love it! Welcome to the show, Bill!
- It's been a while!! Sometimes it rains!!
Good morning. Tida. Gifted Educator -Georgia. It's feeling like a great day to learn something new!
We are glad you are checking in Scott for today. Bring it!
Good morning from Houston!
Good morning from stormy Houston, TX ⛈⛈⛈
Appreciate the leadership and forum from you and
Welcome to . We are glad you are here.
Checking in for Coordinator of PD for my district
Good morning, Danielle! Hope you're having a great weekend!
Good morning Connie! Good to see you!
Good morning all! Tony, an education professor from Indiana here. Excited to join my first
Good Morning! Adrian from Bozeman, MT.
Powerful! We must rethink leadership and learning! Empower others to be lead learners!
Great to have you in the room, Dr. Reeves!
Good morning from Florida
Bill thanks for joining the tribe today at . You always bring such focused thinking!
Just moved from Buffalo schools and now in the Southtowns...are you from the area?
Going to be trying to lurk in the background today but several family things going on this AM!
Josh Berg - middle school ASB advisor/leadership teacher from Issaquah, WA
We like our Kansas people! Welcome to today.
Hi Debbie! Glad to have the opportunity to join this morning!
YES! Glad you could make it! I would've gone through withdrawl seeings how we saw each other every day this week!
The man, the legend, Ryan Jackson is here! Ryan, it's always a great day when I'm learning alongside you & tribe
Good morning Becky, elem principal from Illinois.
Hey Debbie and Neal! Happy Saturday.
Good morning Brian and Teresa!
Morning, tribe! My message for today! Headed to the gym for some basketball but can't miss the convo! https://t.co/h4aqSwaZkU
Good morning Nicole from Missouri
Good morning everybody. Happy Saturday!
Looking forward to learning from the tribe this morning.
So far so good! No complaints! It's early and I have my coffee! I hope your weekend is treating you we well, too!
Morning gentlemen! Great to see you both today. I spend Saturday's with you guys.
***Q1 coming up in one minute!
Good morning, Mike! Glad you are here!
Hi Danielle! How are you today?
Good morning! Kim, Curric Facilitator from stormy Houston, TX ⛈⛈⛈
Welcome, Michelle! Great to see you this morning!
And we're all better for it!
Good Morning! Alana from TX! I've missed chatting this semester. It's been busy.
Absolutely! I don't mind making a road trip down to you!
Hey Elisabeth, I hope things are going well!
Cheryl, Elem AP. Daughter's choir car wash rained out, so I get to start my morning w you!
A powerful group of educators this morning. Can you feel the power for students?
We are ready for you to jump in and bring it James. Welcome to !
Awww! Thanks Neil! And I from you! :)
Good morning from waterlogged Texas. Ready to share and learn!
Hey there Aaron and Brett! Hope you're having a great weekend!
I am great!! I have my cup of coffee and looking forward to connecting with my tribe! Hope all is well!
Morning Lance! Welcome to today.
Oh it is! Always excited to kick off the weekend with !
Ha! Honored. Let's do this! 👊🏽 https://t.co/D9MPj0L40X
The man, the legend, Ryan Jackson is here! Ryan, it's always a great day when I'm learning alongside you & tribe
Ryan. High School AP in Ohio
Must have been quite the storm! Glad you are here!
thank you. I always have some great take aways after
Good morning, Brother! Glad you are here!
Great Morning from the Carolinas everyone! Latoya, coprincipal of a middle school here for learning with the best tribe!
- it's about to be great for the next hour!!
There's been lots of talk about acceleration lately. Wondering what that means to others here
Good morning! I’m Bethany from Idaho. First time here in !
Our goal everyday should be to make someone feel better about themselves which helps us to feel better!
Welcome Sean so glad you are here today with
Good morning. I'm Kathy from Springfield MO. New to
Search on Twitter and Instagram for a great way to honor your staff!
Hey, Ryan! Where in Ohio?
Hey there, Adam! Great to see you this morning!
Sarah from Wyoming. Elementary Teacher Leader. Good morning!
A1. Team transparency, which involves trust. Sharing what the team needs, owning mistakes and learning from them.
Morning Adrian! Welcome to today.
Fantastic! Wish the weather was a little nicer though.
YES! Glad you are here, David!
Happy Saturday morning from here in Ontario!
Good morning, ! Keri from MO checking in from Chicago - here for daughter's soccer tourney. Gonna be a wet one!
. thanks, Mike. Proud of our ROTC program.
Hi Doug! Boston is beautiful!
A1 I'm reading The Advantage w some school leaders. Lencioni would say a cohesive leadership team would be the foundation
A1: Norms of collaboration--especially presume positive intentions & seek 1st to understand.
It's a bit rainy & gloomy but brightens my Saturday mornings! Hi everyone! Marlena joining in from Nashville!
Daniel hope you are doing AWESOME bud! Great to see you here at
Excellent Chris. Same to you my friend.
A1: Empowering each team member to make important decisions.
same to you! Always enjoy learning and sharing!
Its a powerful tribe of educators this morning! A strong professional learning network!
Dropping into the tribe for a bit. I like the first question!
Glad you stopped in - you will love it!
Great to join with you Neil!
A1:Competence, effectiveness, follow-through, collaboration, and guidance.
A1. Meaningful solutions oriented collaboration, active listening to learn from one another and accelerate into action.
Oh wow, small world! I am w/ Orchard Park as a literacy coach...so many good things happening here
A1:From a teacher perspective, allowing people to lead in areas in which they are passionate.Get out of the way & support!
Good morning ! Marci from NC jumping in a bit late! Looking forward to the chat!
Tony we are excited and honored for you to join us at as a first timer. Group capital just exploded!
Q1 Strong relationships where people feel safe to take risks and make mistakes.
Thanks Jeff. Good to be at
Good morning! Teacher leader from NW Houston trying to stay dry!
Awesome! I'm in Worthington! Let's do this! O-H!
A1 Shared decision-making accelerates growth and ownership of processes.
Shared goals + defined time-frames + periodic opportunities to reflect & adjust course = accelerated team growth
A1: Trust, communication (the authentic kind), and knowing our people!
A powerful teacher leader focused on student success!
Morning ladies! Great to see you at
A1: Willingness to communicate and listen. Each member is valuable.
A1 Being candid. Open & honest communication accelerates team growth.
providing protected team time for collaboration , then encouraging meaningful purposeful dialogue
A1: Challenge growth...you can never know too much!
A1: collaborating together toward a common goal (ex. IB MYP standardization assessments/grading)
A1) Accountability--sharing ideas/strategies/evidence w/team; collaboration--project based problem solving; trust--space to work
A1. Relationships foster team growth more than anything.
A1-Team collaborative rituals &routines. Providing time for that authentic collaboration and opportunities for feedback.
A1: Trust within and across team, collective commitments, and ongoing communication.
Good morning from Gloucester, NJ
Good morning Jumping in before soccer begins. Can't wait to learn great things!!
A1. Open and honest communication with your team.You must own both your strengths & weakenesses.
A1: Accelerating team growth: “Constructive conflict” - that is, no fear of advocating alternatives.
https://t.co/9td2zVNAUv
A1: a common goal and set of norms help create what will become the culture of the team.
Great to have you here today Kelly! Welcome to
A1: Building a team needs to include the usual leaders stepping back & encouraging others who might take on leadership role
S1. Identifying team strengths and weaknesses is huge. Need to know who and how to grow.
supporting your "runners" and rewarding them with acknowledgement
A1 a leader who provides quality feedback, allows for shared leadership, and models continuous learning
A1: Knowing the "why" and having a common goal
A1) Having clearly communicated short-term goals to shoot for.
A1: time=collaborate, communicate
A1 Promoting/facilitating a , creating a positive, supportive culture where innovation's invited & failing=growth
A1 Team member have to feel safety and trust. We have each other's backs.
A1: specific team goals, talking about those goals regularly &comparing my results to each member of the team
Love the statement to own mistakes - that builds the trust.
A1: valuing each person - recognizing contributions and building trust. Relationships matter.
A1 Establishing culture that allows for all team members to invest in the expected growth.
A1: differences. Challenging each other to work through obstacles to build a shared idea to benefit all!
Thanks sir! This tribe is overflowing with amazing partners like yourself!
A1 Leaders have to model & help facilitate team growth. My Team Building page https://t.co/VTo4HPD3Gi There is no "I" in team
A1: Relationships, repeat, repeat!
Glad you are here, Quinn!
A1. Follow through and accountability. Reflection and shared leadership. Everyone has something to offer, place value in that.
Michele Hill from So. N.J.
Happy to connect!
A1: Mutual Trust, Empowerment, willingness to openly learn, share & be vulnerable w/ eachother https://t.co/EkKQqNocZC
Professional Learning Networks provides teachers support that is needed to encourage risk-taking & creativity!
A1: having a common goal and concrete actionable steps to getting there with time to collaborate and get feedback from group
Q1: Need to have developed trust among team members prior to accelerating or creating any growth.
Team growth fueled by hope for a better outcome by leaning on each other and serving the greater good. https://t.co/srkbSpmqXp
A1 Having gracious, honest conversations and building connections across staff to facilitate growth
Building strong relationships makes for a stronger team! https://t.co/9ya8Uss2nR
A1. Relationships foster team growth more than anything.
A1: I would say focused agreement on the goal. If team members are confused they will be hesitant to participate.
That book is sitting on my desk thanks to
A1: Respecting one another's strengths, supporting each other, and working together towards a common goal
Morning Helen and welcome to . Always love having more Texans every Saturday.
A1. Team growth accellerates when we understand the power of collaboration& reject the idea that excellence is an individual act
A1: creating true "shared leadership" where teams have common, student-focused goals but diverse ideas about how to meet them
A1 a positive energy is highly effective
A1: specific feedback, time 4 reflection, unwavering support & time for implementation are all necessary to keep moving forward
A1: setting norms at the beginning of the year, following those norms
Claudia from Texas! Running late!
100% agree with the focused tasks - too often teams fumble without a purpose.
A1 a safe repectful environment in which to share and grow.
COntinue to look for opportunities to be a teacher leader in your school and district! TLs = Magic for Ss!
A1 Relationships built around trust, unpressured time to collaborate, opportunities to celebrate strengths, reflection time.
A1. Developing and and nurturing positive relationships.
Brett! Great to see you here. Enjoyed the pics on voxer last week.
A1: Effective listening, commitment to relationship-building, some pressure and support, walking the talk.
A1: Clear vision of the goal. Everyone on the team knows the end result.
“: A1: Relationships, repeat, repeat! ”Exactly!
“: A1: Relationships, repeat, repeat! ”Exactly!
Trust, dialogue, clear communication, clearly defined norms, student-centered, & celebrate often.
Need Ts involved in problem solving. Not just solution pushed down from above. Creates ownership & team mentality
A1: Establishing relationships, trust, focussed objectives.
A1: Having your team be part of the development process - finding their passion, being transparent, trust, relationships
A1: Team growth: “Principles before policies” - need a filter to decide when even the “best practices” don’t fit.
A1 Team growth needs a foundation of respect, trust & openness by all; understanding all are working in the same direction/goal
A1 Allowing time for authentic relationships to be developed.
Trust so that admin can and should be part of the team work, only happens if relationships strong
Absolutely. Love when we do a "book club" together.
A1: a shared growth mindset, where leaders celebrate achievement but always seek to grow more and more.
A1 Opportunities to overcome 5 Dysfunctions of a team; making successes visible and celebrated
Thanks Jeff! Good morning to you too!
A1: Trust is incredibly important - and relationships is number one. We have to trust each other.
A1: Positivity because it zaps the energy vampires, right ? :)
You as well Elisabeth. Such a crazy week and I didn't get to connect with you guys! Glad I can today.
A1: owning a specific objective accelerates team growth as well as giving attn to team dynamics
Honest, open dialogue is a characteristic of a high performing team. https://t.co/6BkinaA3su
A1 Having gracious, honest conversations and building connections across staff to facilitate growth
A1: Need 2 understand what high-functioning teams look like. Teach the ideal & coach/support teams 2 move from current 2 ideal.
A1. Common goals, effective communication, collaboration and willingness to compromiseto meet the goal
Glad you are here, Marci!
Encouraging time for reflection is key I think. It's an important practice to model for others too https://t.co/vxtB8cwMLu
A1: specific feedback, time 4 reflection, unwavering support & time for implementation are all necessary to keep moving forward
A1: genuine investment in each interaction, active listening, and authentic conversations! Each interaction matters!
Obstacles = opportunities to grow as a Ts and Leader!
Right on! Time and energy well-invested!
Talk more about the "accelerate" part of that question. Acceleration means...
A1 Find ways to help leaders feel appreciated & recognized so they continue to take risks & grow
A1 Good morning Margo from different perspectives and active listening lead to team growth
A1: one of our department sayings is, "we have no egos here".
A1: check your ego at the door.
Bethany! Committment and determindation from this lady 100% of the time.
Sorry that I am late to the party. Michael from TX. A1-Encouragement, collaboration, growth mindset, communication
A1. To accelerate team growth, we must master recognizing untapped potential. Organizational excellence is team excellence
Good morning, Kristina! Glad you are here at
A1. Team growth is fueled by new learning. Research, books, student work, peer observations...NEW is operative word
A1) Team growth is accelerated when forward planning, the team has a growth goal, and individuals have Differentiated PD!
A1: when leadership teams celebrate each other's successes and the school's success, as a whole. Teamwork makes the dream work
A1. Honor the No Complaining Rule!
Exactly. More ownership=more engagement and desire to be a part of something bigger.
A1: If you want to accelerate growth, leaders must cultivate a culture where everyone is valued. https://t.co/noPnSruiEb
Lead, as a learner, by example. Encourage personalized growth, support collaboration, remove obstacles, and reflect together.
A1: Teams need time and space to grow together. We must create time and space for our teacher teams.
Reflection => growth. https://t.co/qeQCQzmXMu
Encouraging time for reflection is key I think. It's an important practice to model for others too https://t.co/vxtB8cwMLu
A1: specific feedback, time 4 reflection, unwavering support & time for implementation are all necessary to keep moving forward
A1 Developing a shared-vision of the direction the team desires travel.
A1Establishing mutual respect&trust,team decision making,being willing to listen to ideas & concerns. https://t.co/eKJZmw9vEG
Preach it! Great explanation of team problem solving. https://t.co/mgN2nhUKrM
A1: creating true "shared leadership" where teams have common, student-focused goals but diverse ideas about how to meet them
Morning bro! Good to see you here at . One day we will enjoy a ball game face to face. Heidi and I will come north.
Shared leadership. Love it ! https://t.co/D0y6mAgCG8
A1:From a teacher perspective, allowing people to lead in areas in which they are passionate.Get out of the way & support!
A1: Accelerating team growth comes from doing a personal SWOT analysis then leveraging this around a common objective.
A1: would say, "build a culture that is unafraid of feedback."
Thanks! Great to be here!
A1 Teams must develop a sense of shared purpose. Start with WHY.
A1: S/O 🔑s but so true: Autonomy, Mastery, Purpose. Empower w/ guided freedom, challenge stat quo & feed their why.
and having everyone truly believe in the norms.
When we involve people in the decision process, they are more engaged, which leads to empowerment!
When we genuinely support one another we accelerate as a team and develop further as risk takers. https://t.co/nII1A7eLvr
A1: Respecting one another's strengths, supporting each other, and working together towards a common goal
A1: empowering others, encouragement to take risks
Welcoming contributions. Drawing them out and reciprocating. https://t.co/AyOVSNrU55
A1: valuing each person - recognizing contributions and building trust. Relationships matter.
Good Morning! Ed, ELA teacher, from St. Louis.
I appreciate a clear school plan shared to all. This would be the transparency part.
All about a growth mindset! Absolutely!
So agree with valuing ALL. When there's an "inner circle" Ts feel excluded & stop caring
Yes-Shared vulnerability in safe environment where all parties ideas are listened 2,valued & considered https://t.co/jjgOeREKxb
A1: Accelerating team growth: “Constructive conflict” - that is, no fear of advocating alternatives.
https://t.co/9td2zVNAUv
Morning Jon! Great to see you this morning at !
A1: SWOT= Strengths, Weaknesses, Opportunities, and Threats.
So true! We often rush off to the 'next' thing, rather than slowing down to take it all in and reflect.
Learning together is great team building! https://t.co/N4NHfOvBTR
Absolutely. Love when we do a "book club" together.
I don't think NEW always means better. Sometimes you need to reflect on old learning too and refine it https://t.co/NKMA5OGemj
A1. Team growth is fueled by new learning. Research, books, student work, peer observations...NEW is operative word
Absolutely, too often teams rush in to the work without setting up the norms and process strategies.
A1: Build teams on strengths, ind. choice, and interests. Celebrate often!
Dante from NC joining in the conversation
Sometimes reflection doesn't always equal growth, how do you push people to grow from that reflection? https://t.co/SKysADEtwC
Reflection => growth. https://t.co/qeQCQzmXMu
Encouraging time for reflection is key I think. It's an important practice to model for others too https://t.co/vxtB8cwMLu
A1: specific feedback, time 4 reflection, unwavering support & time for implementation are all necessary to keep moving forward
A1, Understand the individual strengths of each team member..then use those skills for team growth.
Love the willingness to listen. Would add that we must be willing to act on the concerns when appropriate.
I heard norms referred 2 other day as agreements,like that better,more like partnership less top down https://t.co/8qd4T6qfqw
A1: setting norms at the beginning of the year, following those norms
Welcome Nicole! Great to have another "show me state" edleader in the house.
A1 Honor all voices, encourage risks, give autonomy to those willing to lead.
A1: Also, time to reflect together. Stop, zoom out &analyze, then adjust
Lots of contributing factors to successful teams! https://t.co/b7qFAzXUm5
Trust, dialogue, clear communication, clearly defined norms, student-centered, & celebrate often.
Shared leadership is essential in today's schools - stakeholders must be empowered to be leaders to transform school!
A1 A shared understanding of team goals & open reflection about strengths & challenges in the process.
A1: Team growth is accelerated when there is a "team." Everyone is pushing for the same cause.With support, collab, & enthusiasm
A1:Environment needs to be created that it is ok to take risks and try new things.
A1: destination. Specific objectives. Buy in from stakeholders
Yes! We must create a gracious space in order to accelerate
Yes! I think this is really important - knowing your own strengths, opportunities, etc. https://t.co/NlZ44ZQ3YR
A1: Accelerating team growth comes from doing a personal SWOT analysis then leveraging this around a common objective.
I love this! We NEED this so much! If we're here for ourselves, we're in the wrong place. https://t.co/xiPJ4uqGrD
A1: one of our department sayings is, "we have no egos here".
Yes--and mutual trust coupled with growth mindset are key to making this a reality! https://t.co/QRlff6tNSo
A1: one of our department sayings is, "we have no egos here".
A1: Having common goals that help support individual goals as well.
A1: Each member of the team must trust themselves & each other. To do that, members must know each other & Foster relationships.
I like how this applies to everyone in a school community. The focus is on growth for all. https://t.co/wINimKtti0
A1: would say, "build a culture that is unafraid of feedback."
Hey hey! Glad you're here this morning!
Amen to that - we can't be afraid of it!
Absolutely - without a clear vision & goal, initiatives tend to die out. https://t.co/Fv3QwFuy4J
A1 Teams must develop a sense of shared purpose. Start with WHY.
A1. Team growth happens when we capitalize on the strengths of members of the organization &combine those to achieve excellence!
A1 In order to build relationships, develop a culture of safety, trust & risk taking listening & empathy are powerful skills.
Yes! Obstacles are an opportunity to be innovative which may lead us in a better direction than planned. https://t.co/10ITGiKhMg
A1. Honor the No Complaining Rule!
Or we will sattle up for Texas. Either would be great, and yes some day my man!
Truth!! Collective strength!!!
https://t.co/iCiq2rYhss
A1, Understand the individual strengths of each team member..then use those skills for team growth.
Great to see you Michael! https://t.co/3Ypc1GKO2W
Sorry that I am late to the party. Michael from TX. A1-Encouragement, collaboration, growth mindset, communication
I just recently learned about this and it is a great filter to view things! https://t.co/4zpHrxF5rH
A1: SWOT= Strengths, Weaknesses, Opportunities, and Threats.
Differences are so valuable in team. Recognize them and make good use of them.
***Q2 coming up in one minute!
A1 I like using the Franklin Covey plus/delta model (what is going well, what needs to change)- change is to improve
Doug thanks for being with today. You grow this group so much! Thanks for the learning together.
A1 understanding & hear(not just listening) to what someone is saying and look from a new perspective
I agree! Trust is essential in the development of effective teams
A1: when everyone feels like they are empowered to take action and trusted to do so.
Agreed. New isn't better, but in order for growth to happen, new learning has to occur for that person. https://t.co/rBVVGFEI8q
I don't think NEW always means better. Sometimes you need to reflect on old learning too and refine it https://t.co/NKMA5OGemj
A1. Team growth is fueled by new learning. Research, books, student work, peer observations...NEW is operative word
We must provide regular time to collaborate and build professional learning and support networks in schools!
Asking, valuing and implementing the thoughts and ideas of others
Seriously? That's so foreign to me!
Celebration is too often overlooked - love that you pointed this out. Uplift each other & the team!
would be cooler in the NE area. Ballgames are miserable in Texas Summer heat. haha.
🎯Teams are strong b/c of the collaboration of individual strengths! Each person needs room to grow/stretch.
Mmhmm. Or even new revelations about things you've done before.
A1-An environment in which one can fail forward. Learn from mistakes and move forward, don't dwell in them.
A1: Building a culture of trust so that dynamic folks can lead by strengths & innovation without fear to reach common goals
- his training was terrific!! Highly recommend it!!
Good morning, Ed! Thanks for being here!
Ownership leads to empowerment - which leads to quality and high performance for students
Student-focused goals--yes! https://t.co/hRbuKtAnnK
Preach it! Great explanation of team problem solving. https://t.co/mgN2nhUKrM
A1: creating true "shared leadership" where teams have common, student-focused goals but diverse ideas about how to meet them
A1- Create a space where people are comfortable enough to take risks.
We were complimented on our shared leadership by AdvancEd on their visit this year -
So important to know our purpose and share ownership in it! https://t.co/rRYwYVNFSp
A1 Teams must develop a sense of shared purpose. Start with WHY.
Hunger for feedback is a critical factor in continuous improvement...and students deserve it. https://t.co/jLGvwVAGSg
A1: would say, "build a culture that is unafraid of feedback."
A1: It´s hard to get buy-in to team goals when individuals feel coerced or that individual goals are compromised.
True! It keeps fuel in the tank and eyes on the prize.
Agree! Culture must be there, then accelerate growth by teaching ideal & supporting teams 2 close gap between current & ideal.
Trust matters! https://t.co/640Snlynwg
A1: when everyone feels like they are empowered to take action and trusted to do so.
Excellent teams understand everyone has a role. No point guards trying to play power forward! Get in where you fit in & work!
Also remembering that Ss needs celebration too. As a staff we have come far in celebration of Ts. https://t.co/PdcLn3VYjj
Celebration is too often overlooked - love that you pointed this out. Uplift each other & the team!
Continual reflection is such an important piece of growth!
Likewise! This is the best way to spend a Saturday morning!
Welcome Diana to . Glad you are here today.
Yes exactly. New teacher has a lot 2 learn from veteran one & vice-versa -- its all new learning 2 both of them.
Seems like there are festivals everywhere / often & we want to go to all of them! Know of a list by region?
So acceleration means _______ in terms of team development?
Exactly!!!! https://t.co/8CmxI9P2Xi
A1 I like using the Franklin Covey plus/delta model (what is going well, what needs to change)- change is to improve
I think agreed upon norms should be hung somewhere & celebrated. Somewhere public, not the lounge
I use the SWOT and then a Force Field Analysis to measure the strength of the each idea for focus.
Thank you so much for thinking of me and passing along! You rock!
A2: Empowering team members to take ownership of their endeavor will help them exceed expectations.
. seems I was just recently reminded of these things 😄
Love all the talk about feedback. Sometimes I find the "critical" feedback is even more motivating than the positive feedback
Congratulations ! https://t.co/8moopFWMWZ
We were complimented on our shared leadership by AdvancEd on their visit this year -
a2: "Just good enough" is a fixed mindset. Need to work on growth mindset.
Rod from So. Utah jumping in late. Elem principal.
Welcome Josh! I am a bit behind on saying hi to folks this morning!
Good evening. Jumping in from S.Korea. International school administrator.
totally get it Mike! Just glad you are here with us at
Hi tribe! Jumping in a little late this morning!
A2. Model! If you are a complacent leader, can you expect teams not to be? Lead alongside out of complacency.
All my work is in service of S learning through Ts , my satisfaction comes from watching my team
A1: Get team members to make decisions on their own behalf. Decisions that are process and outcome based.
Yes! Sense of urgency should fuel teams' desire for continuous improvement!
A2 Can you move good enough up and to the right?
A2-Encouragement to take it to the next level. Celebrate the accomplishment but try not to settle.
Culture is fundamental for growth and strengths of teams. Otherwise they start and fizzle. Great point! https://t.co/iZCJtMDasj
A1: Building a culture of trust so that dynamic folks can lead by strengths & innovation without fear to reach common goals
A2: model going to the next level (sometimes it will encourage people to take the next step)
Hey, ! Great to see you too!
A2: Unwillingness to take risks, fixed mindsets, a culture of isolation.
I'm only as good as my team because we are so much better when we work together
good morning Henry from MA
HS principal
Time is so important. Sometimes we need to slow down to move forward. https://t.co/WyJAOauVVi
A1 Allowing time for authentic relationships to be developed.
Morning Ted! You bring such great thinking to our voxer group. Welcome to today!
A1 Initially providing team leaders with stages of team development/group dynamics.
A1 we must do what Maslow suggested;make sure physical needs are met along w/ having ppl feel safe &secure to participate openly
A2 Find something they're proud of and build and let them lead it.
Powerful for sure! Love it!
A2. Take risk as a leader, create a culture where "good enough" isn't what's best for Ss. "Good enough" stunts growth.
A2 find out what the group needs are and make your celebration team focused around your goal to meet their needs.
A2: know your people & create teams of growth mindset leaders who are not satisfied with "great", but always seeking greatER
A2 Giving them important tasks, like presenting PD so they can collaborate, communicate & shine!
A2: There is no “stasis” in nature or organizations. Either advancement or decline. Leaders advance.
https://t.co/9td2zVNAUv
A2 Refocus the team, review the why and create some momentum with strong team members.
Morning Danielle! Great to see you with the tribe today.
We know how critical it is 4 S's to feel valued but often forget that it's just as critical that staff feel the same
More than "Where are we & how're we doing?" Reflect re: vision of where we want to be vs. where we are/were
Welcome, Bobby! Thanks for being here!
A2: we have to move beyond "complacent minus" our Ss deserve so much more. Create support teams that will push each other
A1 Trust, honesty and openness lead to building a foundation for great teams to build.
A2: have that person (happens to be me) who will take on the challenge of raising the rigor and trying things
A2 Challenge teams to set goals and help them be accountable to THEIR goals.
"feedforward" moving on :-) https://t.co/Z5WDI6ACOR
Love all the talk about feedback. Sometimes I find the "critical" feedback is even more motivating than the positive feedback
A2. Group Sharing & Individual commitment to one new thing they haven't done before. Culture must be one of risk-taking!
A2: continue to have conversations about raising the bar. We all need to continually look to improve. https://t.co/VAUSd66wpP
That is how we can draw on everyone's strengths so that students can benefit
A2: Focus team efforts on the learning potential and then leverage that in order to help exceed expectations.
a2: The team can observe another team excelling and learn from them.
A2: By praising teams that go above and beyond! Letting others know that mediocrity is not celebrated! https://t.co/M3tVxoHUT0
Glad you could make it, Lena!
A2: Team growth can be accelerated when we remember WHY we got into education. As leaders, keep fanning the flame.
A2. This is when you sit down w/ those teams. Have a conversation about direction the school is moving & needing them to join in
Morning Jeff!! Hoping you are are having an amazing day! So happy to be learning with the tribe.
Morning Jeff!! Hoping you are are having an amazing day! So happy to be learning with the tribe.
A2 Lead with passion and enthusiasm. Listen, reflect and then step forward, they will follow! https://t.co/2xj7N2Q3Nv
Have groups share the exciting ideas that they are developing with complacent groups
A2 By highlighting that team's specific opportunities and empowering change that resonates with them https://t.co/P1Qw1SlZiI
A2: Good enough is subjective. Leaders need to know how to challenge teams in a meaningful way to move them out of their box.
A2: plan for meetings: put on agenda and work together
A2: I really like to focus on our mission /vision /values and point to doing what it takes to reach that for all kids.
Every individual improves from coaching and feedback. Reflection is critical!
A2: Status quo's middle name is "just." As leaders in education, we should never "just" do anything. Lead with big dreams!
A2: celebrate good, celebrate great (for sure) but always follow up with "Now, how can we be even better?!"
A1: couldn't agree more! Finding ways to empower Ts & encourage 2 collaborate
A2 Leaders know that team growth is not a straight, upward line. Don't micromanage, allow teams to chose own path, patience.
A2: Paradoxically, part of advancement is risk and failure. When was the last time your system rewarded risk and failure?
A2 Allow them to see a glimpse of what it looks like to make progress. Visit what you desire & let them experience it.
A2 Help make the work of the team visible. The team may need opportunities to take on more responsibility.
A2) Elevating the vision and reframing the conversation for team to go beyond good enough. Also leverage peer observation.
Yes! Looking back at all you've accomplished and realizing-If we did all this, we can do more!
A2. Making people uncomfortable with the status quo is an art-believing-not wishing. Understanding that success is addictive.
Completely agree! Fear of feedback = resisancet. Find ways to help them see it as necessary for growth
A2: validate what is good, challenge with data, celebrate growth!
A2: When we make a habit of asking "What are you going to do differently next year to improve?" we make "good enough" not enough
A2-Talk to your team, "Hey we are good, but let's be great." Develop that mindset of wanting others to see you awesomeness
A2. Allowing voice& choice. Allowing Ts time to create teams outside of the traditional grade level team, this can create magic.
Q2 Providing opportunities for team to see what can be! - exemplar schools, programs, hear from innovative leaders in the field
It's okay to be where you are at, but it's not okay to stay there!! Our teams have to keep striving to get better TOGETHER!!
A2: Teams stuck on Good, dig into their "Why." Appeal to the human condition, rallying around a unified commitment to ❤️ goals.
Identify what's important: Gary Vaynerchuck says If a group is not super loud, excited, & passionate about an idea,don't do it.
A2: Remove the notion that a ¨leader¨ only exists by rank, title, or position.
A2: being "good enough" is settling for status quo. Which parents are you going to call & share their children are good enough?
A2 Often it is not because people don't want to keep moving. The team can become overwhelmed at times.
A2: strengths based approach and a growth mindset. There is always something that is not "good enough" for everyone.
A2: And I think celebrating the successes we have is huge! We need to recognize the good things that happen - no matter if small
And have that dialogue on a regular basis https://t.co/xuqyN2wNKf
Honest, open dialogue is a characteristic of a high performing team. https://t.co/6BkinaA3su
A1 Having gracious, honest conversations and building connections across staff to facilitate growth
As admin, we can cause damage by "listening" but not "hearing" & taking action.
A2: They may be settling for "good enough" because no one has coached then to shoot for what's better. Be a coach!
and reflected on at end of meeting, we should help each other implement them https://t.co/BQAmuF7rw0
I think agreed upon norms should be hung somewhere & celebrated. Somewhere public, not the lounge
A2 Leaders know that team growth is not a straight, upward line. Don't micromanage. Do allow teams to chose own path, patience.
planning is essential to keep focus!
A2.1: praise goes along way. Model our expectations- don't just command them
A2: A team will exceed expectations when leadership is encourages despite rank, title, or position.
Q2 Encourage growth and risk taking - have conversations that prompt their thinking toward growth. Model!
A2: Constant sharing of dreams for kids, and how we should be supporting their future. Enthusiasm and excitement, passion!
A2: be honest and tell that team that they can do more. Put that team in charge of PD for a meeting. Show them they can do more.
Yes! https://t.co/7R1TQNopIY
A2-Talk to your team, "Hey we are good, but let's be great." Develop that mindset of wanting others to see you awesomeness
A2 have to push thinking - challenge - ask why questions. Build a culture where learning is valued. https://t.co/F33EKExN1u
Agree! It is well worth the time invested in building relationships.
A2. Understand their strengths and used them.
yes totally agree. Allow for mistakes, and build on the learning offered by mistakes.
A2b: when we settle for "good enough" we are modeling mediocrity for our Ss and Ps. is the key
Excellent point. We need to model what it looks like ! https://t.co/I2Wgej2UxN
A1: Need 2 understand what high-functioning teams look like. Teach the ideal & coach/support teams 2 move from current 2 ideal.
Q2. Modeling learning & encouraging learning will move anyone past "good enough" If you are learning you are growing some how.
A2 Provide consistent exposure to new ideas, approaches. Someone may latch on, adapt and incorporate
Agreed! The leadership team has everything to do with pushing this work!
. I had a potentially uncomfortable convo this week about my short fallings, but it has motivated me to improve
Glad I stumbled upon this morning.
A2: It's okay to be where you are at, but it's not okay to stay there. Teams must want to get better TOGETHER!!
I wouldn't even say next year I would say NOW?! https://t.co/EWlnbnynMi
A2: When we make a habit of asking "What are you going to do differently next year to improve?" we make "good enough" not enough
Yes, we need to be sure to build in reflection time
Make our learning public/transparent. We hold one another accountable & being vulnerable helps growth as well. Stronger 2gether
We must always push ourselves to be great 4 Ss! If we push ourselves, Ss will must themselves! Inspiring Ts=Inspired Ss!
A2: I think we have to do a good job of celebrating our teachers who took risks to serve their students this year!
Cool! Would love to see an example! https://t.co/bWSUdDmZQo
I use the SWOT and then a Force Field Analysis to measure the strength of the each idea for focus.
A1) Team growth accelerated by going through a team process.
Forming, Storming, Norming, and Performing. Some move faster.
Q2: take time 2 revisit the why & help the group celebrate a small success; "good enough" comes fr lack of buy n or being weary
A2 Take time to celebrate the small steps. Everyone moves at different rates and in different ways.
A2: Leaders who invest time in their team & build relationships can move their teams because the team is invested in each other.
A1 Have a sense of humor when teams fail. Encourage optimism.
A2: IMO leaders must take the leap of faith 2 truly trust& empower teams-if people feel empowered they don't stop at good enough
A2: keep going back to the vision/mission/goal/objective/action plan
A2 Step back and work on culture before trying to put a band aid on problem. Accelerating teams is useless w/out culture&vision.
Data doesn't lie! Show me the data!
A2: leaders need to model growth & development & always focus on what's best for kids.
A2 Be honest about your concern that they are not growing and ask for their perspective.
Yes, and ask "what change are you most proud of this year?" Constantly engaging in change discussion. https://t.co/hoVWHtnkYA
A2: When we make a habit of asking "What are you going to do differently next year to improve?" we make "good enough" not enough
A2: Chip away at status quo mindset with your own actions. Good leaders address this mindset directly or it can destroy a school
A2 teams need to regularly review goals and create new ones
A2 We cannot expect our Ss to reach full potential if we do not push them out of their comfort zones. Same is true for Ts
Goals play a major part in moving from good to great. https://t.co/8OEkVlRYNE
A2 Challenge teams to set goals and help them be accountable to THEIR goals.
A2Ideas help,purpose is essential.Lead 2 the Y cont' learning&growth is crucial4 Ss&Ts.Lead by example. https://t.co/lBuvntiUK5
Simple: Do we reward risk-takers? https://t.co/oFUppjtBbC
A2: Paradoxically, part of advancement is risk and failure. When was the last time your system rewarded risk and failure?
When you recognize failings, instead of wallowing, ask yourself "so how do we make sure this doesn't happen again?"
A2. Show value in moving beyond "good enough" through consistent dialogue around the topic at hand. NO ONE & DONE.
A2: Inspiration to accelerate comes from encouragement and Leaders recognizing growth when it happens and publicizing it.
A2 Spend time understanding their hesitation to moving forward. Normally it is grounded in some form of fear.
A2. What are their "hopes and dreams" for the students? This would be good to know.
A2: keep reviewing the "why", the importance/urgency/etc.
A2: meet team members where they are, ask questions, model &support. As a leader you'll find their "not good enough" with them.
A2: Capitalize on the strengths of others, and EXPECT they use them to empower people around them.
A2. Inspiring others to believe that they don't have to settle for average. It is possible to be excellent, to be the best.
A2 I think teams that feel this need to be more connected in order to see what other awesome Ts are doing to drive them forward
I like it: How can one team's 'good enough' elevate other teams & stretch the 1st team by building advocacy capacity?
A2 Finding a team identity is important to being great. What do we want to be great at?
1 way we motivate ourselves is to examine "wins" - success breeds success - celebrate students who grew! https://t.co/00QnMQ4Bzn
Celebrate positives and the willingness to attempt to move forward. Great point. https://t.co/OdJXMQ1CRk
A2: I think we have to do a good job of celebrating our teachers who took risks to serve their students this year!
A2. Value the progress that is being made along the way, don't wait until then end, the value is often lost when you do.
A2)Leaders, model your own growth. Then, seeing what others do with opportnity for reflection on current practices then action.
acc key but so is app goal setting-Ts may need guidance setting attainable short & long term goals 2 keep momentum
A2 celebrate the strengths of individuals and "elbow rub" those individuals to use those strengths for a common goal
A2: We also need to think of whether "good enough" is in regard to effort or output/results
This is so true and it's not a hard thing to do but it takes effort.
This is a must too https://t.co/7a92p1yrxf
A2 Be honest about your concern that they are not growing and ask for their perspective.
In the words of & "go from good to awesome" Work together beginning with what we are good at.
Celebrate Ss who took those risks! Collaborative effort! :)
From "What do you want to accomplish with students this year that you never have accomplished before?" Love it!
A2: Team members will exceed expectations when they are getting something out of it at the individual level.
A2 Connect Ts with other mentors who will engage and empower them to be better
A2 Encourage and celebrate teacher leadership. It can be contagious
Yes, modeling can be a powerful strategy if you have some followers and risk-takers.
A1: Constant vigilance is a way to keep reluctant teams accelerating. Never let them forget the progress they make
I can hear that flywheel spinning!
A2: empower those "hesitant" individuals/teams. Encourage them to tap into their positive. Much of the problem is confidence
and being in touch with the kids lets us dream bigger!
A2: By providing the necessary time to have the important learning conversations...
That's a great point! https://t.co/PZ9U1zXGCl
A2: Remove the notion that a ¨leader¨ only exists by rank, title, or position.
Augh, I've learned that the > uncomfortable I feel, the > learning that happens. So glad u've stayed positive!
A2 Every individual entered education to make a difference. Identify the WHY for passion, leverage ind. strengths to motivate.
A2: ¨Fail forward¨, helps to put things into perspective when working in teams.
Excellent Jana! modeling (walking the talk & leading from the front) is key! https://t.co/aVjb6iUl9h
A2)Leaders, model your own growth. Then, seeing what others do with opportnity for reflection on current practices then action.
A2. Changing mindsets from believing success is luck to believing success is the result of intentional and deliberate action
A2 Know your teams. Every team is different. Differentiate support but model shared expectations.
***Q3 coming up in one minute!
So true - how do we make each day better for Ss! Powerful!
A2: have Ts experience concrete examples of how ideas can be implemented in their content and grade area https://t.co/6sULwwdjQ6
Exactly! Use Timperley's questions: what are you learning? How's that going (reflection)? Where to next? https://t.co/GeKTIpMNQm
Yes, and ask "what change are you most proud of this year?" Constantly engaging in change discussion. https://t.co/hoVWHtnkYA
A2: When we make a habit of asking "What are you going to do differently next year to improve?" we make "good enough" not enough
A2: Starts at the top! Ldrs shouldn't accept mediocrity & should model,communicate, expect the best! https://t.co/8YLfhxMAUz
It is. How to know how a team feels about their performance. They don't work as one. Many factors. https://t.co/m2ViIj5wNq
A2: Good enough is subjective. Leaders need to know how to challenge teams in a meaningful way to move them out of their box.
We need more honest, frank conversations. https://t.co/3pOYnR32Io
A2 Be honest about your concern that they are not growing and ask for their perspective.
effective leaders don't promote anything they are an active participant of any collaborative task or journey
BAM!! Lead by example. Hard to argue with a leader that is doing what is best for kids!
https://t.co/OwRMqgzkMX
A2: leaders need to model growth & development & always focus on what's best for kids.
Agreed! We have to take time to reflect on how far we've come and how much we have yet to go!
A2 Everything is done for a reason-no action to speaking; find why they accept good enough & replace w/something they care about
IGood point - I'll be quoting you! https://t.co/sZWl8t42X2
A2: know your people & create teams of growth mindset leaders who are not satisfied with "great", but always seeking greatER
A2: Continue to motivate and encourage, set goals and model growth, instead of stagnant behaviors.
Joining late! Sorry! Sandra, principal from Houston.
A2: Wisdom!! Patience!! https://t.co/tbYW2KiF3a
A2 Step back and work on culture before trying to put a band aid on problem. Accelerating teams is useless w/out culture&vision.
A2 if we start with strengths we are going to be much more willing to take on challenges
A2: Could this question be asked of middle school student leaders who are just settling for "good enough" this time of year?
Yes - conscious effort!! But worth it! :-)
A2: Jump in the ring w them.Share examples and get the flame started.Once it's started, build it bigger.Enthusiasm is contagious
so 4 me the ? is how do we know when the team is ready?Not all will move forward the same.Little steps add up.
That's right, what's their drive?! Work from there... https://t.co/Wp3J7p39QQ
A2 Every individual entered education to make a difference. Identify the WHY for passion, leverage ind. strengths to motivate.
A2: Bottom line: COMMUNICATE! No communication, no motivation.
A2 Leader must model by getting in the trenches with the staff. Every decision should be what's best for kids!
Yes, fear is the best friend of the status quo. https://t.co/Cj7wHhIsJN
A2 Spend time understanding their hesitation to moving forward. Normally it is grounded in some form of fear.
Yes!! Stay focused on the desired outcome & we will make progress. https://t.co/zmBV1EkRta
A2: keep going back to the vision/mission/goal/objective/action plan
Changing up teams every few years, especially stagnant/dysfunctional teams can help also. Complacency has no place in education
Adding value to the work people are doing and celebrating small successes can make a big impact. https://t.co/ZPueX6IYmm
A2. Value the progress that is being made along the way, don't wait until then end, the value is often lost when you do.
A2: "All students will learn at high levels" is more than a mission statement - it's possible & critical https://t.co/puAtD2dTw9
Good point! It is healing and motivating to laugh at ourselves.
a2 when leaders celebrate certain things publicly others realize it is important to them
and allow time for self reflection...how can I be better...
Yes, and show the way by jumping in and doing it themselves
A2: celebrate the positives=this is what we HAVE accomplished!
So true! Even for adults....how do we carry new learning from PD -apply it to what we do with Ss and Ts https://t.co/bB9diOR22V
There've been times in the past that I haven't, and it wasn't good for me or my Ss! Thx for the encouragement!
Everyone has strengths that are underutilized! https://t.co/d8PWhb4hUM
A2: Capitalize on the strengths of others, and EXPECT they use them to empower people around them.
True! Celebrate & encourage risk-taking. There r not failures - only opportunities 2 grow. We must change mindsets!
Indeed! Effective feedback builds trust & relationships with those who want to grow as professionals. https://t.co/5jZ9NIcYvw
A1: would say, "build a culture that is unafraid of feedback."
Follow the lead learner https://t.co/C8kzK2kLzT
A2)Leaders, model your own growth. Then, seeing what others do with opportnity for reflection on current practices then action.
A2: Again, show them what it could look like. Find models, then be excited and contagious !
yes! Not just once a year!
A3 Fear and negativity have to be weeded out if we want to move forward
Excellent point and an important leadership strategy
YES! YES! YES! Elevate strengths, passion becomes the driver https://t.co/VkoyyFqUKk
A2 Every individual entered education to make a difference. Identify the WHY for passion, leverage ind. strengths to motivate.
Never let them forget the progress they make--feedback and a clear focus on next steps. https://t.co/uNyIOCbtaF
A1: Constant vigilance is a way to keep reluctant teams accelerating. Never let them forget the progress they make
Knowing your people and meeting them where they are to help them move forward.
A2: Identify that team's strengths, celebrate them, and move those traits forward. Then tackle on skills that aren't as strong
A3: When team members (students) feel coerced or feel they have a limited say as to what they are doing, this will prevent acc.
We have to ask ourselves why & what in regards to accelerating…accelerating the wrong things is like asking the wrong questions.
A2.(con't) Once mindset is not to settle, then ldrs, Ts, Ss & Ps should ground their actions around the "why"/mission/vision.
Describe the types of fears they might have.
This is where relationships come in play. We must differentiate forward progress.
Leaders must lead themselves first. Model the traits you want to see in others too. https://t.co/lyjaGK5DSR
A2)Leaders, model your own growth. Then, seeing what others do with opportnity for reflection on current practices then action.
A3 independence vs collaboration
What kind of fears are there? Fear of what?
A3 unclear mission and vision or a m/v that doesn't resonate in everything you do
We can raise the bar - if we are willing to reach higher for Ss! When Ts are inspiring, Students are inspired!
It's often what encourages us to move forward & upward https://t.co/hejJxDlbA1
A2: And I think celebrating the successes we have is huge! We need to recognize the good things that happen - no matter if small
A3: the "we've always done it this way" crew. To accelerate you need to take your foot off the brake. Move forward, not fast.
Are we able to see risk-taking? Or are we blinded by __________? (constraints, time, job, etc.) https://t.co/gV36kkvoTp
Simple: Do we reward risk-takers? https://t.co/oFUppjtBbC
A2: Paradoxically, part of advancement is risk and failure. When was the last time your system rewarded risk and failure?
A2. I'm wondering if "just good enough" really focuses on the Ss. Put a face on the data & change the focus to the whole child.
Flatten the hierarchy and work with a strengths based mindset. https://t.co/YlGjaGCbcM
A2: Remove the notion that a ¨leader¨ only exists by rank, title, or position.
A2. Encourage the culture to never settle for good enough "good is not enough if better is possible"
Building relationships puts money in the bank. Invest there first and teams will synergize. https://t.co/Qmm1qFfBP0
A3: Feeling a lack of support will interfere with acceleration of team development.
YES!!! Teams need to be connected educators to see the awesomeness that's taking place. Ignites drive. https://t.co/5cRaXvZSZC
A2 I think teams that feel this need to be more connected in order to see what other awesome Ts are doing to drive them forward
We must encounter great leader ship - so trust is imperative. Build trust - build your team. https://t.co/Lbg2ESrn1y
Yep! Reflection and then mid-course corrections when our reflections reveal that they are necessary. https://t.co/OQ0vTAaBPP
Continual reflection is such an important piece of growth!
A3 Lencioni's five dysfunctions of a team shows the barriers that can influence team growth. https://t.co/ctn5xz0P5S
Yeah! Thanks for being here, Sandra!
A3: Fear of the unknown, lack of trust in admin-We need to build trust and chase away fear to succeed moving some teams forward.
A3: everyone willing to "settle" and not take risks
A3: Think Maria Sharapova or Andrei Agassi with a 30-foot wide racket labeled “Fragmented Strategic Plan” - nothing gets past us
A3: lack of focus on the main objective: what's best for the children
BAM! https://t.co/2qaK35JZTV
A2: Good enough is subjective. Leaders need to know how to challenge teams in a meaningful way to move them out of their box.
A3. Selfishness prevents team growth. Professional jealousy is poison to organizational excellence.
never forget to celebrate even the small things! So true!
A3: Top down leadership & dictates. Team not trusted & empowered to make decisions. Lack of support from leaders
A3: When we ask staffs & students to "cover" too much, mastery suffers - depth, not breadth https://t.co/QfQiV4jNgQ
I agree with that - I can't stand them!
A2 can't argue w/data & power of a skilled team. Create a sense of urgency-honest convo about St needs & team's ability 2support
A3. Fear of what peers/admin/others may think of them (which hurts ego), Fear of failing when trying https://t.co/f4hMOmJ3aD
What kind of fears are there? Fear of what?
A3: Students who lack the skills of resolving cognitive conflict (which is healthy) can also interfere.
A3 A weak link. A negative, lazy colleague is the worst! Back hurts from carrying some.
The mindset that, "It worked years ago." Can't keep doing the same thing and expecting the same results
Just like w Ss, start team work with shared experience, level the playing field beginning with a phenomenon
A3: Leaders must create conditions for continual growth. This requires focus, discipline, reflection, communication, and trust.
A2: I like creating challenges for teachers. Anybody gets energized!
I'd love to hear others' approaches to providing this time.
A3:Complacent team members, no buy-in, no trust, no respect, and lack of vision.
A3. if you do not revisit your Vision and Mission regularly.
A3: intimidation=people are afraid to speak up and encourage change
A3: lack of: follow through, a consistent message, some sort of accountability/check ins and feedback/praise
Can always go to "battle" with people that are willing to battle right next to you. https://t.co/5jeJyQLRRA
A2 Leader must model by getting in the trenches with the staff. Every decision should be what's best for kids!
A3 Negativity and complaining (especially when solutions are not offered)
A3: walls. Phrases of "we've always done it this way". Lack of understanding the mission
True - when Ts feel overwhelmed & frightened, they often hide it. Good communication is key
A3: apathy; believing in the "it works, so why change" philosophy; "good enough"
A3: Acceleration stops when personal agendas & EGO takes the reigns
A3. When "the why" is not clear it builds an automatic barrier, whether real or perceived.
A3: Not knowing the purpose of what they are doing can prevent acceleration in team development.
A2: Stress often makes us forget the why!! https://t.co/2wy3u4saZ4
A2 Every individual entered education to make a difference. Identify the WHY for passion, leverage ind. strengths to motivate.
A3 Fear of change, lack of trust, comfortable with existing status, lack of goals/vision.
I agree! That develops a pseudocommunity!
A3: Lack of feedback, communication, & sometimes emotions- critical conversations that don't occur
A3: lack of confidence and ego. "I'm not good enough to do that" or "I don't want to do that"
A3: constant negativity where people "throw their hands up" even if they want to make changes
if your "risk" flops you could be out of work; that you won't be supported by formal leaders.
Good morning, Doc! Glad you are here!
A3. YOu need to continue go be a "reflective" practitioner.
Forming teams based on what the students they are serving need is a way to ensure relevance of the work https://t.co/Mi9hVITgOA
Changing up teams every few years, especially stagnant/dysfunctional teams can help also. Complacency has no place in education
A2 we need to provide exemplars so teams can see what we mean. We want Ts to provide exemplars to students, let's do it for them
A3: It's been said before but it warrants repeating: lack of growth mindset. True professionals seek learning and growth.
A3 Hopelessness. Need to remember that "The journey of a thousand miles begins with a single step." https://t.co/HySTjSXYl2
This is so true. The visual is perfect.
A3 Allowing the loudest voice to dominate teams is a killer. Set norms for collaborative, productive teamwork and stick to them.
Agree! Good to see you here, Latoya! https://t.co/bd06oW4Jv5
A3. Selfishness prevents team growth. Professional jealousy is poison to organizational excellence.
A3: Too much ready, aim, fire and not enough ready, fire, aim. We're afraid to fire.
yes for sure. Our adult learners need the same time, skill learning & tools as our young learners.
Like says, "Around here we do what's right to the child not what's convenient to the adult" https://t.co/3uNzsyCZt2
A3: lack of focus on the main objective: what's best for the children
A3. Missing scaffolding is another prevention to acceleration. You can't assume all know, yet you can't assume all don't know.
A3 Too many things going on. Need to sort through and focus on what is important. Forget the rest.
ABSOLUTELY and it's a leaders responsibility to create the no fear zone!
A3: FEAR! F - failure, E - execution, A - adaptability R - reflection (or lack thereof)
A3 getting too caught up in right now problems and lose sight of the ball.
A3: Consider JK Rowling’s three-headed dog - one named “Tradition”, the next named “politics” and the next named “mandates”
A3-Isolation, not working as a team.
A3: Fear of change and failure, and pride can cause the emergency brake to take over.
Yes. Thoughtful action is a must, not..."There's 2 things I don't like: change & the ways things are..." https://t.co/yUyitGjNXX
The mindset that, "It worked years ago." Can't keep doing the same thing and expecting the same results
I agree - very frustrating when there isn't a shared understanding of the team's goals - not individual!
We must become lead learners and empower Ss to be leaders in their learning!
https://t.co/ZVgZ2DILuB
When you recognize failings, instead of wallowing, ask yourself "so how do we make sure this doesn't happen again?"
A3: Fear of failure. Ldrs are afraid to make waves & trickles down to Ts scares to rock status quo. https://t.co/f3x8wozzXk
, Perhaps "me¨and "we¨should be on equal footing. One should not override the other.
It's sad that this is true with some leadership, it's our moral duty to support risk-taking! https://t.co/yYJnO5chQT
if your "risk" flops you could be out of work; that you won't be supported by formal leaders.
Take care all, short appearance this morning but I enjoyed it. Headed to Saturday morning soccer. Keep on leading!
Competition among teaching staff, appearing not to "know everything," becoming irrelevant...to list a few.
A3: Human errors: Ego😏, incompetence🙃, fear😱 & apathy😕. These are the Conan the Destroyers of team acceleration.
Could not agree more. I too often fall into this trap. https://t.co/BI2jon6vjI
A3 Too many things going on. Need to sort through and focus on what is important. Forget the rest.
A3: Fear from those that feel that they are being left behind. ALL must feel like they are being valued and contributing!
A3: False sense of collective ownership of the process slows team acceleration to a stand still.
Nothing slows down team growth like a lack of FOCUS. Trying to do it all instead of do it well.Quality trumps quantity every day
Q3- Being fine with being fine. Missing the why for the change. Not having a voice in decisions. https://t.co/AxKBLijbFD
A3)Individuals need to be recognized for their efforts. New Teachers and Teacher Leaders must all be feed for continual growth!
A3: lack of clear vision/mission/goals/action plans
So true...time & space for innovation, reflection, and next steps matters! Autonomy is crucial https://t.co/XqYmfNd3E4
A3: Top down leadership & dictates. Team not trusted & empowered to make decisions. Lack of support from leaders
A3 Sometimes it's forgotten that there is a human side to the change process so this needs attention too.
A3: Change. Fear of failure. Support the team and reassure through the changes and risk taking.
A3- Poor comm, unclear "common" goals and the BIG 3 letter word EGO. Need effc. comm. of clearly def. goals with egos left@door,
A3 Lack of purpose. Forgot their why. Apathy sets in when we lose sight of the importance of the mission.
A3: Team members need voice and choice. https://t.co/cXVOJNf5ue
A3: When team members (students) feel coerced or feel they have a limited say as to what they are doing, this will prevent acc.
A3: negative energy and complacency.
Sometimes those weak links have the strongest input in ppl. Also, do they know they're the weak link? https://t.co/fsFrgDsBId
A3 A weak link. A negative, lazy colleague is the worst! Back hurts from carrying some.
A3: "The single biggest prob in communication is the illusion that it has taken place"- George Bernard Shaw
A3: Lack of clarity, honesty, goals and communication
Q3 Adding responsibilities without strategic planning.
A2: Establish a growth mindset among staff. Self-reflection is key to growth. Help teachers realize their purpose and potential.
A1 Team growth speeds up as members get to know each other and their strenths and weaknesses, capitalizing on their talents.
I see this often, and fear of "someone else making me look bad" is a barrier as well. Fixed mindsets!
A3: JUDGEMENTS team members or leaders comments that devalue another's opinion or input
A3: Fear of change, no trust, lack of vision, unwillingness to collaborate, fixed mindset, not focused on Ss
A3: a lack of self-efficacy, inability to be vulnerable, and no trust. It is the trifecta for stagnation.
, Yes, how will they be evaluated...as a group, individually, somewhere in between?
A3 Negativity, fear of no, seclusion, limited/no access to , false growth mindset or fixed mindset.
popping in for a few this morning :)
A3 Being too comfortable and not challenged by team members, or inability to collaborate regularly.
A3-The vision and mission are not clear or communicated. Might be time the go back and look at them
A3: Teams need time to just be together, w/out tasks at hand. Time to nurture the relationships. Team retreats are great 4 this.
Are we connecting our teams outside their comfort zone? Sometimes we don't know what we don't know. https://t.co/tYFr9sB7SI
A3 I've felt how bystander syndrome sometimes inhibits me from touching gas pedal. "Somebody else will do it." Bad Brian!
A3 lack of focus, too many initiatives at once without explicit connections, overwhelming
A3: The lack of courage it takes to confront a colleague who isn't adhering to the set norms, &/or skipping setting them
As we discuss how to improve teams at our schools,ask how you can improve your team. We are often hypocritical as leaders
- When we undervalue building cultures of positivity. Teams can't thrive in quagmires of discontent https://t.co/oOjpgYKNaD
Agreed we really need 2 take the time 2 know them as learners & understand reasons behind behv'rs
A3: When you've outgrown your flower pot, uproot and replant to spread the joy!
, who states the vision? I see this as effecting everything else.
Perfect is the enemy of progress. Plan but sometimes you have to take leap, and support those who do. https://t.co/ATQF8BLGYl
A3: Too much ready, aim, fire and not enough ready, fire, aim. We're afraid to fire.
Amen! https://t.co/4UcRMgBYNZ
Nothing slows down team growth like a lack of FOCUS. Trying to do it all instead of do it well.Quality trumps quantity every day
A3 letting those that carry negative weather bring others down. Tell them that the negativity has no place in the organization
Shared decision-making accelerates growth and ownership of processes. via
A3: Things that slow team acceleration:
- the way we've always done it
- team leaders who don't get input from teammates
A3. Team members that are not dedicated to the common goal
The individual's fear of not being enough can sabotage forward movement.
A3: when there's no clear final goal. People will work together to get there, as long as they know where they're heading.
Hopefully administrators are accepting of feedback as well in a healthy organization.
I think there is some reciprocity there. But ultimately self-interest defers to collective interest, the greater good.
Yep.We cant stay in the same place&expect progress to take care of itself. https://t.co/kuZgU1RnXS
The mindset that, "It worked years ago." Can't keep doing the same thing and expecting the same results
A3: forgetting why they are there=the students
Ts could include admin in this as well. Say "I'm trying this new thing, would you help me?"
A3: Bad chemistry. People who are in it for the wrong reasons and who aren't willing to work for the common goal.
Not celebrating success when the opportunity presents itself.
A3 Soul self-ambition needs to take a back seat to raise up the value and need of a team and what they can do.
A3. Comparing ourselves or our organizations to others also slows growth. Make the standard the mirror not the telescope.
A3: when we focus on what's easiest for us more than what's important for the students
Should be seeking that feedback with humility...but that's challenging for sure. https://t.co/0PZe5Vw4My
How well do administrators accept that frank feedback when it comes up from teachers instead of other way?
A3: too many initiatives at once, not seeing them through before new one comes along
, the question then becomes, how to build trust, relationships, etc. in order to foster acceleration?
True! https://t.co/t1RmFahFoQ
Sometimes those weak links have the strongest input in ppl. Also, do they know they're the weak link? https://t.co/fsFrgDsBId
A3 A weak link. A negative, lazy colleague is the worst! Back hurts from carrying some.
A3: If team members don't have the same WHY, acceleration slows or stops entirely.
A3: not being willing to take risks
Autonomy is huge! Can be scary at first for teams not accustomed to this but true growth & acceleration depend on it!
I agree! Lack of clarity/inconsistency in any area leads to lack of satisfaction for people involved. https://t.co/2VjWQLcNN9
A3: bottom line is that you need to believe that are are believed in and valued. This is true everywhere.
Yes✔️yes✔️ https://t.co/jsOtHEkJpb
A3: Things that slow team acceleration:
- the way we've always done it
- team leaders who don't get input from teammates
A3 collaboration is disrupted when Leaders think they’re listening but actually aren’t. Ts learn that speaking isn’t worth it
Totally agree Elisabeth. https://t.co/iTM94fFr05
Adding value to the work people are doing and celebrating small successes can make a big impact. https://t.co/ZPueX6IYmm
A2. Value the progress that is being made along the way, don't wait until then end, the value is often lost when you do.
A3: The team. Turn over in the team. You need consistency. Title 1 campuses sometimes lack that. That hinders the development.
A2 Leaders should recognize team accomplishments, emphazing progress in short time. Show how doing more brings greater rewards.
Agreed! If their isn't trust their is no foundation to build on.
For sure and the key is getting others to consistently add to the positive culture. Can't just be a few. https://t.co/jCydnyWisY
- When we undervalue building cultures of positivity. Teams can't thrive in quagmires of discontent https://t.co/oOjpgYKNaD
Exactly. Is the objective clearly explained & visible? How else do we know where we're going?
How can we begin to change that situation? https://t.co/SdprpQ1K4y
A3: The lack of courage it takes to confront a colleague who isn't adhering to the set norms, &/or skipping setting them
A3: We often get caught up in what is next and leave out reflection, reevaluation and refocusing!!
Helpful reminder. Champion solutions. Downplay excuses.
***Q4 coming up in one minute!
Quote here! RT https://t.co/rUa9PjBO3Q
A3. Comparing ourselves or our organizations to others also slows growth. Make the standard the mirror not the telescope.
so true, got to be fearless and relentless
I always say there is only 1 focus! Student achievement! (well-rounded b4 y'all jump at me, love arts) https://t.co/0K6bP9IFA6
Amen! https://t.co/4UcRMgBYNZ
Nothing slows down team growth like a lack of FOCUS. Trying to do it all instead of do it well.Quality trumps quantity every day
individuals become consumed, leads to exhaustion. Time needs to be carved out to bring back vision and the why.
A3: If team members don't aren't moving toward the same ends, acceleration slows or stops entirely.
Fear of failure. Lack of confidence. https://t.co/t5j5dTmUez
The individual's fear of not being enough can sabotage forward movement.
Gotta jet...thanks for the inspiration and thank you for the great questions! God Bless!
Selflessness takes intentional practice. Understand excellence isn't about you! It's about the organization. Team before self.
So what's the antidote to this practically? How can we begin the process of discerning what is/isn't crucial?
, "self-interest defers to collective interest, the greater good¨ This notion is at the heart of it. I disagree.
Love this! (reflective Brian!!!!!!!!) https://t.co/4S3KlagOiY
A3 I've felt how bystander syndrome sometimes inhibits me from touching gas pedal. "Somebody else will do it." Bad Brian!
This is so important! https://t.co/ifhsEOX1hv
Hopefully administrators are accepting of feedback as well in a healthy organization.
Create space where experimental, discovery learning can exist. Accelerate chances to expand as individuals, organizations (2/2)
Too often we spend our time amplifying the known…but capacity is expanded when we move outside of the known. (1/2)
I'm coming to Ashland this afternoon!
I keep wanting to restate the topic in my first sentence, but I run out of characters. :)
Can't teach the same year 15 times and expect Ss to be engaged. https://t.co/Fy4hVxKzLK
The mindset that, "It worked years ago." Can't keep doing the same thing and expecting the same results
Very well said Similar thinking :-) https://t.co/y535fNgRq9
A3: too many initiatives at once, not seeing them through before new one comes along
Change is very hard for some. The vision needs to be developed together for ownership.
3A: Knoster change management model appropriate here.
A4 in Building School 2.0-often schools admire the problem-accept the problem-work on solutions not why it won't work
That was pretty good wasn't it? Impressed myself.
3Fear of change - having to learning something new makes us uncomfortable. thinking this too shall pass https://t.co/V6ZAnGIbYY
They might not know they're weak links. That's where being candid comes in.
Great point Connie! I think it can be scary b/c we are so used to 'accountability' w/o 'autonomy'...balance matters!
A3: Mistrust, assumptions because the goal & vision are not clear.
A3 Leaders or team members focused on themselves rather than group accomplishments hinders team development.
yes it does. Be transparent. As a leader share your goal with staff. Read Bryck and Schneider's work to start.
A3: when one member feels they are doing the lion's share of the work. There is equity in collaboration.
Self-care and team support must also be in place. There's a balance there for sure.
A4: Set SMART goals, monitor progress and reflect.
This is why I believe leadership must be very careful in team formation-if at all possible let the team form itself
Try to motivate a team member who feels self interests take a back seat to the collective effort, the common good. Good luck.
A3 in Building School 2.0-often schools admire the problem-accept the problem-work on solutions not why it won't work
Thank you Cynthia. I appreciate that!
I see a graphic in the future Latoya! You are always so quotable! https://t.co/31o0EZgv50
That was pretty good wasn't it? Impressed myself.
Bystander Syndrome is my new favorite phrase https://t.co/IDmp1aqcLz
Love this! (reflective Brian!!!!!!!!) https://t.co/4S3KlagOiY
A3 I've felt how bystander syndrome sometimes inhibits me from touching gas pedal. "Somebody else will do it." Bad Brian!
Just coming up to hang out - nephew's soccer game tonight!
Yes! Reflection allows for adjustments & growth!!
So true! Pick a narrow focus, celebrate the success, see the result of the focus on your Ss. https://t.co/UWRtooR2bn
Nothing slows down team growth like a lack of FOCUS. Trying to do it all instead of do it well.Quality trumps quantity every day
Just added it to my play list too! Thanks
A4 I'm a fan of SMART goals
Barriers we have to conquer! https://t.co/4JNXbUjq1x
A3: Consider JK Rowling’s three-headed dog - one named “Tradition”, the next named “politics” and the next named “mandates”
It has helped us to realize it may be a weakness but not a big one - that matters.
Have to leave early today. Thank you for my Saturday inspiration and helping me grow as an educator!
A3: might say white space and a good burger!! - miss that eduhero today!!
Seen lots of this. Clapback is real. https://t.co/E8wb1WIxDz
A3 collaboration is disrupted when Leaders think they’re listening but actually aren’t. Ts learn that speaking isn’t worth it
Sadly, this is often lacking in most instances. https://t.co/xtbS4wqPmc
A2: Again, show them what it could look like. Find models, then be excited and contagious !
A4: constant reflection and collaboration. Are we still progressing? If not, what can we do to make more positive changes.
Q3 If teams don't see their leader "buying in" and taking a role in the team's success.
Yes, put a focus on who that data represents. Our job is not to be complacent, how is that fair to the Ss?
You forgot the part where you were all like "And I missed one of the Mandys". Ran out of characters?
A4: set benchmarks. Evaluate often. Make adjustments
A4. Consistent check ins, we have completed surveys in various ways i.e. paper/pencil, Google Docs, exit tickets, etc.
Yes yes yes! Together we grow so much more. Teamwork and collective acceleration. Love it. https://t.co/6ZI00yIJIN
Ts could include admin in this as well. Say "I'm trying this new thing, would you help me?"
I love this! That is mission since . The conference that started my growth mindset. https://t.co/1lJcSmbmSl
Are we connecting our teams outside their comfort zone? Sometimes we don't know what we don't know. https://t.co/tYFr9sB7SI
A4) Evidence boards; reflection; feedback; what are the goals and what evidence to we have, see, hear, know?
A3: Sometimes we don't identify what is important and urgent. We are often just in the urgent (reactive)
, and if those goals can be shared goals that stem from team members as well, better yet!
A4. You should meet weekly and set data points to monitor.
Much of this comes down 2 treating R staff the way we expect them 2 treat their students. Trust,Voice,Choice,Empowerment
A4 using a Gantt chart helps us space out priorities. Like sandwiching those tough 2 grade papers with easier ones.
A3: lacking courage to challenge & change, failing to understand our role as educators & impact on St's https://t.co/x8DRPU7m0Y
A4: reflection on both individual (team members) & group levels. Measure growth...keep the growth mindset. What worked/didn't?
A4: Help team members to monitor themselves.
A3: By not having honest conversations, sweeping it under the rug, ignore it.
A4: Monitoring over time? Does a music teacher or coach make a report at the end of the year about mistakes nine months ago?
And give that reflection an authentic & large audience. Encourage connection. Blog it!
And where does the fear originate? Convo that district ldrs must be willing to have. It's not about test scores!
Interesting idea. Self-formed teams may be the most powerful. https://t.co/4CXVzHEfkM
This is why I believe leadership must be very careful in team formation-if at all possible let the team form itself
A4. Make sure you have a systems management model in place (and use it).
A4: Requires internal and external programmatic evaluation. Connecting observational data with learning data.
A4: reflection! Stop accelerating and reflect on relationships and if goals/benchmarks have been met. Look back to accelerate!
Well said David. https://t.co/VsT9QbsN70
Leaders must lead themselves first. Model the traits you want to see in others too. https://t.co/lyjaGK5DSR
A2)Leaders, model your own growth. Then, seeing what others do with opportnity for reflection on current practices then action.
A4 Reflection is obviously key with scheduled pit stops to check success markers along path of clearly set goals.
A4: creating action plans w/ end dates, short term goals/objectives, reflection (individual and group)
A4: Determine what evidence is required in order to evaluate team process. Determine this along with team members.
A4: How can a team measure acceleration over time?
- Measurable goals
- Frequent data points
- Honest outside feedback/coaching
A4 Recommend having observer for a team meeting to provide structured, objective feedback to team.
A4-constant reflection. Are what we doing in line with our vision and mission?
A4: Identify benchmarks for success on the front end. Reflect, revise, & revisit goals on the back. https://t.co/RYQLwBBT0X
Does it starts with reflecting on what, how, why we do things, eliminate things not leading to student success.
Thanks for reading it, Diane! It is toxic!
A4: Team members need to learn to self and peer assess each other.
yes! And let's figure out how to make time for that! This is what moves organizations/schools/committees forward
if a leader notices that no one is trying, maybe they should self-evaluate to see what role he/she played
Focus on growth. Ability to create capacity. All individuals, orgs have boundaries…how adept are we at expanding boundaries.
A4 Establish goals and milestones. Use those points as opportunities to gauge progress made and what to adjust going forth.
A4:Monitor progress, reflect, revise, implement, repeat.
AS4. Hold your leadership team accountable for their work.
If student leaders/ASB officers don't have the same WHY, acceleration slows or stops entirely. https://t.co/Z8ZsPd1dVf
A3: If team members don't have the same WHY, acceleration slows or stops entirely.
I agree. Our team has to be involved in the visioning process; otherwise no trust and buy-in. Ss suffer.
A4: products produced/created/etc. (thinking rubrics.....aligned to IB MYP)
A4: And evaluation of team process should be more formative than summative.
Your Tweets constantly buoy me through the teaching day.
A4. I like the idea of having an evidence board. It values the evidence in all ways that it presents itself.
Right here! https://t.co/HAbdKfLrUv
A4: How can a team measure acceleration over time?
- Measurable goals
- Frequent data points
- Honest outside feedback/coaching
A4: continually check in on the goals. Celebrate the wins & continue to move forward and set new goals https://t.co/SBCNblUtr4
A4. Goal setting-a simple way to monitor progress. Set a goal, be strategic in action steps to reach it, check progress, repeat.
A4: Reflection is key --- but how can we encourage and support that when those we support are swamped with TO-DOs?
A4-Keep the main thing, the main thing. Can't lose focus of why we are here
I agree - before we start, we have a dialogue on how will we know if we are successful!
A4: Couldn't have said it better!👌🏾✨ https://t.co/f9G4ki2POv
A4: How can a team measure acceleration over time?
- Measurable goals
- Frequent data points
- Honest outside feedback/coaching
Right. For me, the trick is how to create culture and spaces where those teams form quickly!
A4: Keep setting new goals when the old ones are achieved. If you don't, you won't go anywhere.
I might be late but I'm still being blown away as I peruse the genius that is this Saturday!
A4: Set up quarterly meetings to showcase positive progress and reflect on weaknesses or failures.
Absolutely, team evaluation should be more formative than summative, at both the individual and group levels.
Like formative assessment along the way, constantly checking "temp". https://t.co/fVNcdAbpem
A4: Determine what evidence is required in order to evaluate team process. Determine this along with team members.
A4. Working with an accountability partner, where the relationship is build on trust & transparency to check in periodically.
A4: Reflection is key. Set goals - reflect on progress towards them - and identify barriers to meeting them.
That's it exactly! Honoring voice, choice, and leading w/ trust will ultimately transfer to the same Ss successes!
How to overcome in others the feeling of being "accosted"? It's about the work, not the individual.
A4: Always setting goals and establishing the path. Reflection will keep you moving forward
I hate to say it but we need to focus on the useful data we are using that indicates we are making progress.
A4 Gather baseline data & monitor frequently;Reflection is essential-asking am I/we doing what's best for Ss & open to criticism
You can’t accelerate what you don’t know…if you can’t create ‘idea flow’ throughout your organization, capacity will be limited
Gotta run but my challenge to everyone - take what you are saying this morning here and implement it Monday morning.
A4 We need to frequently reflect on our progress, adjust goals, and be open to feedback. Peer observations can accelerate this.
A4 Thoughtful anecdotal & performance data over time can act as speed- & tach-ometers. How fast are we going? What's RPM effort?
A4) Yesterday, our team reflected on how much our forward planning had come.Then we made a plan to make it better!
A4 Revisit desired goals/outcomes, develop data points, & have regular authentic reflection conversations.
A4 Shared goal setting = knowing when you've accomplished the mission.
A4. Reflections, make observations on other team members, make observations how the change is impacting the Ss
A4: using reflective ?s, self-assessments of their process & content, action research results
A positive transformation often takes place when the culture supports empowered, autonomous, self created teams
I would like to just copy this for my A4, please. :) https://t.co/UCI8UkE2h6
A4. Goal setting-a simple way to monitor progress. Set a goal, be strategic in action steps to reach it, check progress, repeat.
A4. Be honest about your current reality. Don't use the "we need to be positive" to avoid dealing with the brutal truth.
so true ! We have to stop and make time for
Regular reflection
A4: Continually ask how are we growing, what's the next hurdle, and what's the elephant in the room https://t.co/S6t5YI0W93
A4. You know you made it when your Ts hold each other accountable and it's not the admin's job anymore!
Yes......where do we go from here?
The best way to show Ts that this is important is to respect & honor their time & input. Be creative in giving them time
Hey there, Rachel! Great to see you this morning!
A4: One measurement of success is if others want to share the same type of harvest you've produced
Jumping out early today, but thanks for another dose of medicine. Love this stuff!
We examine & note artifacts that represent growth in S learning & growth in T practices &Showers https://t.co/QRLghmfxwS
A4- By continuously collaborating and discussing the how things are going with implementing new ideas.
So simple but not done often enough or at all! https://t.co/DSSPEz0rV7
A4. You should meet weekly and set data points to monitor.
A4: employ an inquiry model of growth. Look at and 's Spiral of Inquiry. Keeps a focus and never stops.
That's what defines true leaders!
All feedback should follow this outline! ✨✨
Absolutely! Otherwise we are running a race with out knowing where the finish line lives.
yes! That quote resonates with me big time!
A4: Unfortunately data can be manipulated, so monitoring has to be more than just that.
SMART goals, monitor frequently, celebrate any & all wins, make it public
A4 Needs to be public accountability in the building & dedication to growing & changing to meet goals. https://t.co/SH5CNZbPIX
A4 Can't get discouraged because things take time. Try not to let outside pressures get the team down.
Yup. We all know leaders like this. If you're not addressing it, you might as well be promoting it. https://t.co/ZT1lIc7FRk
A4 Revisit goals and intended outcomes, monitor quantitative & qualitative data, and adjust when needed https://t.co/Szg8kkVMNR
This is such an important question that I struggle with. Time is limited & we often don't make space for reflection
Hi Sandra! Always great to see you at on Saturday mornings!
A4- Purposeful reflection. Set benchmarks for progress. Eval and use data to determine next steps. Make those changes purposeful
Exactly! We need to grow them! https://t.co/iqW6FEmVkv
A4. Be honest about your current reality. Don't use the "we need to be positive" to avoid dealing with the brutal truth.
Not get offended and become defensive.
A4 Cont' purposeful part of PLC time is talking about new learning and ideas. Reviewing growth of where we were and now are
A4 ask stakeholders Ss and Ps in the moment and also years down the road see what how to improve
Yes. We're all accountable...to students. https://t.co/cOwNGIAMc4
A4. You know you made it when your Ts hold each other accountable and it's not the admin's job anymore!
A4. Real problems call for real solutions. Don't use band aids when you need an antibiotic. Be brave enough to face the facts.
A4 Record what Ts and Ss are excitedly accomplishing with a happy heart =data of success
A4. I get the data reflection, I think risk-taking reflection is equally important!
Hi Aaron! Reay to learn from great minds like you! https://t.co/EOBZ9pPdKp
Hi Sandra! Always great to see you at on Saturday mornings!
A4: Fast change fades fast. Sustainable growth takes time.
Snaps. Snaps. Snaps. 100% agree.
Leaving early, but inspired & ready for the week ahead thanks to this inspiring & talented group of Ed's! Thanks
Yes! I love action plans! (have even had Ss create them!)
🎯Mic Drop!⬇️⬇️⬇️ If feedback/reflection isn't completely honest then true growth will never occur. https://t.co/Ln2hxkHCwZ
A4. Be honest about your current reality. Don't use the "we need to be positive" to avoid dealing with the brutal truth.
glad to be here! Just wish I was in Hawaii not snowy Wyoming!
and make sure the SMART goal is smart! https://t.co/Jz6qy5gbNY
SMART goals, monitor frequently, celebrate any & all wins, make it public
A4) results. Celebrations and honest reflections. Don't be afraid to go there.
Absolutely. Defensiveness is a huge enemy of growth
A4 yes! Constant and consistent check ups!
A4 honest reflection, goal setting, consistency, and revisiting goals constantly.
Discovered this morning. Effective Twitter use isn’t about # of followers you have but engagement. What are your favorite chats?
***Q5 coming up in one minute!
This definitely is based on school culture. Developed as a way to grow.
Many times goals are set and they are revisited until the end of the year. Constant reflection is key! https://t.co/v6OguowEJ3
A4: Reflection is key. Set goals - reflect on progress towards them - and identify barriers to meeting them.
Can't wait for to include sounds options like they did gifs LOL
A4 adopt a plan, act, reflect, celebrate, adjust and repeat model.
And sometimes, a full blown surgery is the only answer https://t.co/QTmdTkjcsP
A4. Real problems call for real solutions. Don't use band aids when you need an antibiotic. Be brave enough to face the facts.
You need "positive infiltrators" like me who R willing 2 spread the positivity & mindset among their peers
Great observation. Non-exemplars are important, too. Gotta ID the Ss or T misses in instruction/learning.
A4: and communications! Honest, ongoing, loud and clear communication.
Once freaked my SMT out by putting consolidation and reflection as two of my targets...
Awesome! While teachers often plan together, they may execute differently. We need to add to our toolbox!
I'm going to spend some time contemplating how this might work. I like it.
I'd think so. And where does the curriculum fit into this?
Absolutely! There are true leaders @ ALL levels! Most important leadership is in the classroom!
Love it Jim. Well said. https://t.co/8E9CTEYVQC
Great observation. Non-exemplars are important, too. Gotta ID the Ss or T misses in instruction/learning.
Must address issues that are real, relevant, & exist. It's easy to get distracted w/what if's.
cultivate climate of compassion rather than competition..about pack leaders & not about leading the pack https://t.co/ISItydQuh8
a5: A new team member can bring fresh ideas and new strategies.
Same to you Teresa! Looking forward to some nicer NY weather. :) Hopefully soon.
A4: Document everything in a collaborative document (OneNote, Google). Everyone contributes.
This is great! https://t.co/KmzdIWNJ9E
Introduced @ Richardson Primary (ACT).Concept of 'Dysf' negative, but self-assessment (& disc of) were gold!
Yes, that's the MOST important leader in the building!
Perhaps replace 'constant' with 'periodic.' Other antidotes to paralysis by analysis from the mob?
and having the people that push you! Huge!
A5: Tendency of new members is to “fit in”. Instead, assign responsibility for being “voice of student,” other stakeholders.
Love the 'positive infiltrators' description! Definitely!
A5: allow that new member to observe the process and ideas. New eyes lead to new thoughts. Removes complacency. Challenges.
Agreed! Defensiveness can be quite a challenge in receiving reflection/feedback.
A4.We've got a real problem in edu with confronting the brutal facts. We end up working on symptoms instead of root causes.
Please come quickly! Our poor spring sports are being cancelled left & right again.
A5. A new team member can bring new ideas, new ways to listen, new norms to try, etc. A new member may also be more objective.
A2: Ask the students. They'll be able to tell if the team is accelerating. Their voice should be heard.
A5: Often our newbies are full of hope and energy - we must harness that to inspire the team! We must be intentional about it!
A5 Fresh ideas can motivate the team. Give a new member opportunities to share and feel like an important part of the team.
My grandpa used to say, "Figures don't lie. But liars do figure." Honest data & reflection are essential for growth.
A5: Turnover's so important in growth of a team Need to prune back in order to encourage growth. New member = new ideas = growth
A5: As says, we should hire so that our current teachers grow to be like the new hires, not the other way around
A5 reaffirm that everyone is working towards the same goal with the same mission and vision : student centered!
A5: (1) new ideas (2) new perspectives (3) fresh, positive attitude (4) renewed energy for the team
How well are we getting new ideas, new thinking flowing throughout our organization? What processes promote that?
Yes sir. https://t.co/dPXY575pIh
And sometimes, a full blown surgery is the only answer https://t.co/QTmdTkjcsP
A4. Real problems call for real solutions. Don't use band aids when you need an antibiotic. Be brave enough to face the facts.
A5: new energy, new ideas keeps the team moving forward.
A5: Hire people that will push your thinking. Ones that will ask questions and have the ability to build relationships.
WOW!!! I'm using this. Thank you for sharing!
A5: Make it an expectation that new Ts will bring ideas to the table that will be implemented.
A5. This is the optimal time to engage those new team members. invite them to serve on a committee.
This happens quite often unfortunately. https://t.co/PztSE1D31S
A5: Tendency of new members is to “fit in”. Instead, assign responsibility for being “voice of student,” other stakeholders.
A5 A new team member brings fresh perspective, enthusiasm. Be careful about how addition might affect group chemistry.
Check. Reflection should beget action. Doesn't always have to be earth-shaking. Increments can be okay.
We should model that all voices (teacher, student, parent) are valued & fresh perspectives are golden https://t.co/SGPrlGEqOi
A5 Empower them to have an authentic voice & bring their talents to the group. Make them a valuable member.
A5. Place them alongside a strong leader to mentor them.
A5. Don't just hire for position & content, hire for soft skills & fill what's missing in current team! https://t.co/4aER0HuCsM
A5 New members bring different ideas and can invigorate a team that's grown comfortable.
We don't hire teachers to fit our teams. We hire teachers so our teams will rise to their heights, energy, & passion. Hire ⬆️!
A5:New members presents perfect opportunity to revisit the why, review past actions & set revised goals. https://t.co/fwEYM4HAi2
A5: new member means an opportunity to reset norms and refocus the work of the group
A5: Consider the possibility that a new member may not need to "fit" us, we may need to conform/reshape to them.
A5: I was a new member, I was able to ask/inquire about anything. I was willing to take risks. I didn't know any different.
A5 Using new team member sounds deceptive. Like leader has given up on team. how to frame that better? https://t.co/EpezZNaKll
A4: Evaluate current practices to make room for innovation and accelerate in new directions. https://t.co/8980ADqqcb
A5: People want empowerment. Help educate on the goal and watch the lift off.
Yes. We need analytical thinkers to make us better not a bunch of yes men! https://t.co/tXqO4HN5v5
A5: Hire people that will push your thinking. Ones that will ask questions and have the ability to build relationships.
Right. Don't hire someone who fits w/ where you are. Hire someone who is already where you want to be
A5: allowing them the chance to speak, but also listening while they speak. Using the excitement of the "new" person to rub off
A5 to build a team environment: Everyone counts regardless of the time served on the team.
A5 Not sure we need new or better team members. What we need is better thinking, and actions based on better thinking.
A5: When a strong piece is grafted and transplanted, new growth follows; everyone flourishes!
I like this question. I'm a new team member this yr. -looking forward to reading responses to this one
This works wonders for student achievement too.
A5 New member=New Ideas; They havent been indoctrinated into the group milieu/group think mentality
we did a book study last year on the 5 dysfunctions-great read!
I would add not to use "brand aids" as well. Real change is engineered for the situation. Not bought in canned PD.
A5: new paradigm. New team member can look at objectives and ask if there's another way
I so agree. Not people who will simply agree with you, but people who see things in a new light
A5: New member brings a new perspective. You eat, live, and breath what you've put in place. Sometimes you need a fresh approach.
A5: Leaders need to tell the new hires not to be quiet and sit in the back of the room early on - get up front and be vocal!
It's important 2 1st have a culture built on foundation of mutual trust & vulnerability
If that's a worry, we already have the problem. Grouping isn't the problem & won't hide it; attitude is
A5-New people have new ideas and fresh perspectives that could facilitate growth in the team
A5) Our new teammate was amazing with new Technology! Using her strength in tech + our knowledge of curriculum=Win for kids!
A5-Effective new members can breath life into a team. New ideas, and attitudes to the fold can be refreshing = a + change.
You got it! https://t.co/xcuQXUhlem
A5: As says, we should hire so that our current teachers grow to be like the new hires, not the other way around
Fantastic Bethany!! Teams should be legos not amoebas. https://t.co/rUAZVADJaL
A5: Consider the possibility that a new member may not need to "fit" us, we may need to conform/reshape to them.
We can't throw out the curriculum but we can focus on how we are meeting the need of students and why.
A5 Give new team member a mini project: I'd like you to add x to the group. Build up and then sit back and watch magic.
A4: Implementation data can inform acceleration in teams: Consistent reflection on this data over time. https://t.co/Q0X1baH92t
A5: Hire for attitude. Train for success.
Exactly!-key part. When yo are on the team, you are on the team. THAT is when you earned your voice.
A5: growing your school's leadership for the future, not just the present
A5: New team members should reflect where you want to be, not where you are.
A5: As a benchmark! Great role models are necessary sometimes in order to understand expectation
A5 All team members matter. The right blend of dynamics creates opportunities for peer mentoring as well as productive tension.
This way old members won't be on the defensive b/c they will hopefully see how to improve thru the explanation.
Or ask that question that starts you thinking in another direction. Love a fresh insight!
I agree - they ask the innocent question - "why are we doing this?"
if not feasible to remove, shuffle around into new teams within the school. Different dynamics. New interactions.
A5: also a lot of time the new person has a different perspective. They aren't used to the school or district norms. New ideas..
A5. Invite all perspectives to the table-even those we don't understand/agree. The best compromises are born out of conflict.
They also have to be aware of relationsips they develop from the start in order for others to embrace. https://t.co/c71bgLHdBN
A5: Make it an expectation that new Ts will bring ideas to the table that will be implemented.
I'm definitely going to look into this book. Thank you for sharing!
That's the mentality we need to encourage. Glad you didn't say I didn't know any 'better'.
I like that https://t.co/dzdK083GFW
We don't hire teachers to fit our teams. We hire teachers so our teams will rise to their heights, energy, & passion. Hire ⬆️!
depending upon the team this can be a difficult possibility to consider. I completely agree though.
Which presumes compelling visions/whys are dialed in as lenses 2 focus subsequent decisions
We have to be careful of our decisions "to do as we always do it" Is it best for students?
It is now on my "to read" list!! :)
A5: A new team member isn't bogged down with past group decisions and attitudes.
A5. Embrace conflict. Harmony feels good, but conflicting perspectives make collaborative solutions. Don't be afraid of it.
Yes-Positive Infiltrators are how we share & spread our message-sometimes staff "hear" better from peers
This is crucial. Seen team dynamic diminish when new member's fresh perspective squelched. https://t.co/bVC6u7DS7X
A5 A new team member brings fresh perspective, enthusiasm. Be careful about how addition might affect group chemistry.
Leaders must have the EI to create teams, leverage abilities that push each other-most teams are built on sameness..
Yes - and we must pay attention to what they have to suggest after they ask that question!
A5 Challenging skill for leaders is shaping and developing productive teams through adding/subtracting members.
Thanks for sharing David! I look forward to reading!!
Which is GREAT leadership. Having vision & staying focused on that vision.
every team needs a rebel! one person who makes us question, learn and grow and stretch as a team
Right. Without them, it's like we're accelerating toward speed bumps.
A5: provide us the opportunity to reflect on old assumptions. To really explore the "we have always done it this way" mantra
A5 By using their strengths to promote/encourage others growth. Take advantage of competitive collaboration New person=new ideas
A5: Give them a leadership role, mentor them
yes! And it's so exciting to see this in action!
So awesome!! That is what high-functioning and effective teams look like!
Great chat. Thanks for the spark . Thanks always great to learn with you.
Create me chemistry! in order to get things grooving again! https://t.co/ULWhbbGvHK
if not feasible to remove, shuffle around into new teams within the school. Different dynamics. New interactions.
Sooooo true! Have to follow up with "how" we are going to accomplish revised goals gathered from reflections.
We need more rebels!!!! https://t.co/37bQng4HNh
every team needs a rebel! one person who makes us question, learn and grow and stretch as a team
This is so true! Important to remember
A5 Listen actively to the new team member's questions
A5 use more than one! provide choice and have Ts share what they know/what they want to know more about https://t.co/puI02Q7UAY
***Q6 coming up in one minute!
A5) a new team leader can upset the apple cart in all the right ways. It's like hitting a reset button.
A5: I see becoming a new team member as an opportunity to share my knowledge and thinking while learning from others.
Thanks for being here, William!
A5: New and different should be welcomed. Easier tweeted than done though!
Yes, give them a voice and opportunity to share https://t.co/iseP5RF4Hx
A5. A new team member can bring new ideas, new ways to listen, new norms to try, etc. A new member may also be more objective.
. checking in with new team member is crutial. Their needs matter
A5. Be strategic in how you mentor the new team member. Help them grow by letting them use their strengths.
I completely agree! But the spirit of how the dissenting view is expressed matters.
Like the metaphor. Speed bumps as best case. Brick walls & cliffs among worst.
Mentoring is SO critical!
They must honor the work that has been done before they can implement new changes.
yup. I never thought I'd be jealous of Vermont weather...
Just came across this. We are in a business to serve and most importantly do what is best for kids! https://t.co/KPE8e0fBbq
A5: Feed off their new ideas & energy. Change is great because it stirs things up & ignites dwindling fires.
Most teams fail to have the candor or creative abrasion to truly move from pushing ‘whose’ idea to getting to the ‘best’ idea.
agreed. Nothing worse than members feeling they can't share their thoughts because they are new. Not a true team.
that will work if: learning culture on staff, supportive leadership team, excellent relationships & lots of trust.
When you're smack dab in the middle of something your view becomes routine. New eyes see things we overlook. Perspective matters
I come back to having positive infiltrators working w/ you-it's incredible the changes we've seen!
Thanks So much great stuff here. Have to check out early. Have a wonderful weekend all.
Mine came along &gave me partner 2 "be different" w/after being w/team where it was just done that way! https://t.co/Tz9CvIwMtn
A5. A new team member can bring new ideas, new ways to listen, new norms to try, etc. A new member may also be more objective.
Love the image of "creative abrasion"
Thank you. "Idea flow". Processes that get new thinking around to members consistently. https://t.co/8TKrgdl4SO
How well are we getting new ideas, new thinking flowing throughout our organization? What processes promote that?
Tempting to compare those w/o growth mindset as becoming those speed bumps
Absolutely gives a sense of purpose and shows they are valued as a part of the teaching community https://t.co/d3VT7kHrWV
A5: Give them a leadership role, mentor them
A5 Resist the temptation of the status quo by reforming grps based on S needs. Also spreading opps 2 many; not the chosen few
A5: New members bring fresh ideas, however be sure to support them if/when there is resistance can be defeating
A5: They must understand the common acceleration vision and how their role fits in in order to work to achieve that purpose.
Yes however ideally we want everyone to be encouraged to contribute in this way, new & vetean.
A5 don't be arrogant and see ppl as new as being green but as having the most current training w/ innovative ideas
A5 Pt II- The best thing about a new person is "they don't know the way it has "always" been done!
Yes mold the group to their needs instead of the other way around.
A5: it's about hilighting strengths & all have them. New members are sometimes overlooked. Shine a light on those skills!!
absolutely!That rebel has to be an agent of change not annoyingly smug&sanctimonious
We cannot rest on our laurels. WE must move forward.
A5: Let new members share. Best teachers steal and evolve the best ideas. We can steal from the same sources only so many times.
I like this: "loyal opposition"
Agree. Honor the work, embracing the opportunity vs. threat that a new voice brings. We tend to memoralize what was.
I think new folks often see what we've been avoiding or pretending not to see.
It's a balance between relationships & challenging others, we need it!
also check out noii.ca. Great stuff with networks. There's no stopping networking :)
A6: not be afraid of constructive conflict-to find what's best for students
I've seen many Ts shy away from holding their peers accountable! They become part of problem! https://t.co/ucKVZgP2oE
Most teams fail to have the candor or creative abrasion to truly move from pushing ‘whose’ idea to getting to the ‘best’ idea.
Great point. A little competition is a good thing I think. Like using with students ! https://t.co/v7Ttjy3Z8T
A5 By using their strengths to promote/encourage others growth. Take advantage of competitive collaboration New person=new ideas
If we don't have those things, we're going to be working against ourselves anyway...
A6: it's important to hear where we are at. Find out and bring team together to help with the vision
a6: Be present, listen, support and encourage.
A6: Celebrate recent success & share my enthusiasm & optimism for our ability to tackle our next goals! https://t.co/gJAuvVKTWG
Fine line between a rebels & subversive loose cannon.
A6: I will encourage & motivate them! Week B4 state assessment so boost morale w/ notes, food, & silliness
A6: Listen as we prepare for next year & celebrate accomplishments. We need input & a pat on the back
A6: challenge them to 'celebrate' the last month of school! To cheer on achievement rather than welcome summer break!
A6. Ensure that I am NOT modeling complacency! Support & push others to do the same.
Q6 Review feedback from survey sent out to teachers. Listen and focus on their reflections as we plan for next year.
A6 Accelerate your team by taking the initiative. Don't wait to be told what to do.
so true. New leaders must walk that fine line with their actions and words.
Perfectly said. You nailed it. :)
A6 I am going to engage discussion of how our teams can be more effective? I want to hear what others have to say.
Right, but then we risk not having a growth mindset about those who haven't adopted yet
A6. Make time to visit with team and to listen to their voice.
When those folks eventually hop in, though, the going feels good. Wishful thinking?
My goal too. Open myself up to conflict rather than shying away from it.
when they're on board, they grow us!
A6 celebrate what we accomplished this past week. Let others know the "good" that is happening even at this time of year
A6. Hiring Ts who are not afraid to push others, who are risk-takers and lifelong learners!
A5 Wondering what questions might be appropriate at interview for someone hoping to be a new employee
Did you know- most common Myers-Briggs 'Type' amongst educators? One LEAST comfortable w conflict! We are Givers!!
We need more "respectful and empathetic" rebels!!!! https://t.co/xQQttO1YzD
I completely agree! But the spirit of how the dissenting view is expressed matters.
Being challenged helps us stretch & grow.
Keeps it fresh! It's good for our brains! Lots of great can come with this! https://t.co/h9oP69sWAp
A5) a new team leader can upset the apple cart in all the right ways. It's like hitting a reset button.
A6: thank them for all that they do; celebrate their team's successes; remind them of our short- and long-term goals
Just like our students ask us!
If various roles work with S collaboration teams why not apply to T collaboration teams
A6: Lead an honest team conversation about where we're at, and set one achievable acceleration goal for moving the group forward
A5 Continually adding value to others, leveraging strengths, challenge team in new directions to push one another for growth.
A5: I am going to implement "PAUSE WITH YOUR PEERS" as a option at the during our summer term lunch breaks.
Absolutely This is so important! https://t.co/Bi95C0GoJq
A6 celebrate what we accomplished this past week. Let others know the "good" that is happening even at this time of year
I've seen it happen, and it ROCKS when it does. I had late adopters PRESENT at last PD
sharing & celebrating is wonderful
We need to remember that intellectual conflict is about attacking ideas not people. I question ideas, but it's not about you!
A6-We are reevaluating our vision and communicating about greatness. Start talking the talk and get walking the walk.
Yes, yes, yes! https://t.co/OZIA32l4WI
A6. Hiring Ts who are not afraid to push others, who are risk-takers and lifelong learners!
I've lurked the past hour and retweeted some amazing thoughts and ideas! Great hour spent learning this morning! Thanks
A6- I'll continue to brainstorm with my team as we reflect on ways 2 continue 2 improve our how & why https://t.co/kYfH5EDy9O
My thoughts exactly. Thank you . https://t.co/YubOzyX3yD
A6: challenge them to 'celebrate' the last month of school! To cheer on achievement rather than welcome summer break!
Great way to launch the convo and promote others to think about this. Go from good to great! https://t.co/r7ueXZssyo
A6 I am going to engage discussion of how our teams can be more effective? I want to hear what others have to say.
A6: continue to model that good is not great and that great can always be greater; celebrate successes never be "satisfied"
A6: I am going to implement "PAUSE WITH YOUR PEERS" as a option at the during our summer term lunch breaks.
Questions represent engagement, not resistance https://t.co/gUv2Z59XHX
We need to remember that intellectual conflict is about attacking ideas not people. I question ideas, but it's not about you!
A6. Give five "sincere" compliments a day.
A6: take time to reflect on how we are doing and how we can collectively improve as a group
Excellent! Grow teachers: Embed evidence-based instructional strategies then measure implementation. https://t.co/mPtpsHQGtk
We examine & note artifacts that represent growth in S learning & growth in T practices &Showers https://t.co/QRLghmfxwS
A6 I will actually take a step backwards to let tchrs reflect, think, and move forward. Give them time, support, feedback
Yes! Sometimes the Q's a new T brings to team are the most telling & allow for reflection. https://t.co/y3LEjdaDYV
A5 Listen actively to the new team member's questions
I figured you might have been experimenting with some song lyrics but, alas, it was a typo!
We spend a lot of time celebrating the status quo…look to celebrate the outliers, those on the periphery, the pioneers.
A6) continue to champion together our collective commitments w/ the same intensity at the END of the year as the BEGINNING.
A6 Make my days count instead of counting the days!
We are going to celebrate our 'wins' & look forward to next years opportunities to continue to get better!
Right. When those Ts do get on board it's like a turbo boost to the whole team
Love that idea! So, teachers attend as an option?
A6 Advocating for team. Bonus it helps me, but they are the focus
Rebrand late adopters as eventual adopters or some other encouragement?
A6:This week I am going to listen more and talk less.
JohnWink90 Agree. Honor the work, embracing the opportunity vs. threat that a new voice brings. We tend to memoralize what was.
A6: continued collaboration and forward thinking. Always searching for what is best for our kids.
A6: I must keeping walking the hall. Too easy right now to hunker down. Best PD and growth happens in the hallway each day.
I will start to ask leadership some of the tough questions, I will try to ask the tough questions
A6- Purposeful collaboration in order to devlp. a team culture that is willing to try new things. Moving from good to great
A6. Celebrate all the positive we do on a daily basis
Teacher appreciation week is this coming week! Perfect timing!
A6 Encourage/motivate to finish strong. Engage in convos to set goals for next year - summer reflection ideas.
A6) Soon I'll be transitioning into a new role, but my current focus is to set my teammates up for success even after I'm gone.
A6 Continue trying to connect them w/ other Ts doing awesomeness. Has seemed to be the accelerator for this team that works best
A6: Engage my team in reflecting on what has worked this year and build our goals and steps to push us forward next year.
They can also just upset. I've been on both ends of that equation. Motivation must be transparent.
I like this, as well as offering alternates and other ways to grow.
A6-No matter what the data states....move forward
A6. Say, I have 16 more days to make a difference..instead of saying only 16 more days of school.
A6: 1st - 2nd - Celebrate our accomplishments 3rd - reflect on opportunities to grow. 4th - plan to leverage.
A6: 2 ways I can help accelerate growth:
1) Celebrate risks taken to serve students
2) Create easy next steps for growth for Ts
Another Saturday morning of great discussion & learning. Have an amazing weekend Tribe!
A6: push the accelerator more than before, heading into the last 19 days, prepping for SY 2016-17, not getting ready for summer
A6 I will express appreciation & celebrate success. Thanks for a gr8 chat
I call it: hitting stride. https://t.co/z3sj1TQE3X
A6. Say, I have 16 more days to make a difference..instead of saying only 16 more days of school.
I love this! What a great mindset https://t.co/lax2Vkxflz
A6. Say, I have 16 more days to make a difference..instead of saying only 16 more days of school.
There will be transcript following today. No worrries if the chat flew by, you can catch up!
Like having fog on the road. Can't go fast when visibility is low. (Metaphor soup thickening nicely.)
I DO love Always makes me happy to see edu promoted in a positive way
Thank you!! I'll be rereading :) https://t.co/KYAZeeTsxD
There will be transcript following today. No worrries if the chat flew by, you can catch up!
Optional is key! The room must be used by like-minded folks who WANT to join.
A6. We must remember the talents of an individual will never supercede the work of a team. One is never greater than ALL!
A6 .Remembering that it is my choice to..."Make it a great day or not".
I have some big plans for the end of the year but I'm working on building support. I'm excited to see what happens!
Great convo today! Hope everyone has a great day! 😊
A6: Learning Leaders Academy (https://t.co/abQeRStUxs )--What questions are you asking? Bring them and join the conversation!
When you're late to a party you miss dinner but still sing & eat cake. Celebrate!
Have a wonderful Saturday everyone! Off to interview a new teacher candidate feeling optimistic!
Yes, what is best for kids should be our focus!
Yes! https://t.co/inMzMaEZDD
A6: challenge them to 'celebrate' the last month of school! To cheer on achievement rather than welcome summer break!
It's not about easy. It's about tackling any situation w/grace as a team.
Carry forward the excitement of great professional development by having actionable steps to propel implementation forward.
Join in 1 minute! Amazing educator from right here in San Diego, is hosting. 7:30 PST
great stuff this morning, Neil!!
A6 remind teachers that you want kids to have a positive year ending to remember and want to come back for more
Yes!! We do just that and supporting others who are just beginning to discover SM! :-)
A6. Having crucial conversations w/ Ts who have Bystander Syndrome. If you're not pushing your peers, you're not moving growth.
Thanks for being a part of this amazing conversation, Brett!
