#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).
Welcome to #LeadUpChat! We saved a place for you! I am thrilled you are here. Please, take a moment to introduce yourself, where you are from, your role, and your favorite holiday movie.
I'm excited to be in the driver's seat for today's conversation. In addition to being a co-creator of #LeadUpChat, I'm also a secondary Admin in Prosper, TX. Traveling this weekend to Orlando, FL. for the Learning Forward National Conference. Hope to see a few friendly faces!
Good morning #leadupchat! I'll be in and out of this chat because I'm trying to get some work done. Ha! I am a grade 4 teacher in Calgary, Alberta. Previously in Quito, Ecuador. My favorite holiday movie is Love, Actually. Yeah! I know! Sappy movie, but it really warms my heart.
Scott principal of @ForestGlen41 returning to this chat after being away for way too long...Christmas Vacation is the favorite holiday movie. #leadupchat
My wife @MeehanAHC is a teaching superstar. Actual email from three of her students who helped lead rehearsal for one of her choir classes yesterday while she was on retreat. #studentcentered#leadupchat
Good morning! I’m Heather Hooks. I’m a high school English teacher and coordinator for the after-school program at Bentonville High School in Bentonville, Arkansas (Home of Walmart). My favorite holiday movie is Miracle on 34th Street. #LeadUpChat
A1 have to be willing to stay the course when things get difficult and people are questioning the decision. Leaders were prone to change direction quicklybecause of criticism invite chaos. #leadupchat
A1 To explain and help people understand the "why". To meet people where they are and not necessarily where we want them to be and support from there. #LeadUpChat
A1: Strategic planning/management and an idea of who the early adopters are always helps! This coupled with patience and understanding...while not responsibilities, are important characteristics! #leadupchat
A1: Must be able to build trust/relationships, manage stress/fear in a healthy way, and find silver linings EVERYWHERE. People need to trust that things will be ok. #Leadupchat
A1 speak clearly speak with conviction & be able to grind it out-change is more than making a U-turn on a scooter-more like turning the aircraft carrier #leadupchat
Leaders have the responsibility to be active listeners when dealing with change. You may not be able to fix everything but your people need to know that they have a voice in the process #leadupchat
With so many fantastic thought leaders there is a good chance we didn't get to welcome some of you! Thanks again for being at #LeadUpChat this morning!
A1 Leaders must take on responsibility of helping mentor Ts, whether they're new or not. Everyone benefits from feedback, support & encouragement. Too often we think only new Ts need mentoring. As an experienced T, I crave that collaboration. Helps me continue 2 grow. #leadupchat
A1: Change agents must possess a fear of failure that drives them past the fear of risk. A vision driven philosophy that can be shared & adapts without losing the important elements. & relationships that are always a part of the day. #LeadUpChat
A1: A leader must be able to articulate clearly how change fits within the overall core values of the organization. Change only for the sake of change is no good. Must be part of bigger vision.
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Yes! If we see criticism as "feedback" we can communicate better, tweak if necessary & keep going. Plus,listening openly to feedback & responding to it, builds trust #leadupchat
A1 have to be willing to stay the course when things get difficult and people are questioning the decision. Leaders were prone to change direction quicklybecause of criticism invite chaos. #leadupchat
A1: Critical to be open-minded if leaders want to navigate change. Having a growth mindset to show others it's OK to fail is critical as well. #leadupchat
This is so important. Did I already say that? No? I'll say it again. This is so important. And, a positive relationship because we can cultivate relationships that go sour, too. #leadupchat
Shelly from rural KS- HS Principal sitting at the school board conference because I️ get to be superintendent too. Fave Christmas movie: A Christmas Story #LeadUpChat
A1) Every leader builds up or reduces trust through their character, competence or relationships. Trust gains willingness to "go with you" or not. It's essential to the effective influence of a leader. #leadUpChat
A1: Leaders need to be able to question ideas, to consider how plans serve larger goals, and the strength to say NO when ideas fail to meet students’ needs. Leaders must be willing/able to firmly end damaging practices. #LeadUpChat#teachthemwell#edchat
Yes! But I'm not sure how often this actually happens. When I stop everything to listen, teachers are often shocked. (I'm fairly new there) But that few moments or an hour+ builds trust & connection. SO IMPORTANT #leadupchat
A1 have to be willing to stay the course when things get difficult and people are questioning the decision. Leaders were prone to change direction quicklybecause of criticism invite chaos. #leadupchat
A1 I call it YELP leadership - navigating to where we want to be - 1) get to Yes on ideas 2) Engage teams 3)Leverage resources 4)Prototype small first #LeadUpChat
A1 Leaders have the responsibility of keeping our kids at the heart of the change. Sometimes that means tweaking our ideas, putting our pride & feelings aside #leadupchat
A1: The ability to actively listen and identify the root cause of issues. The courage to change conversations and the willingness to succeed despite the obstacles thrown into our paths. #LeadUpChat
A1 good communicator and listener. Explain the why and get others excited about the possibilities while listening to concerns and addressing them #Leadupchat
A1 being able to say NO when its not the change that's needed-strong leaders need to be able to weed out the unnecessary noise & focus on a vision for the long term #LeadUpChat
Morning all, Jen from OR - A1, listen to understand, ability to build all kinds of relationships, being humble, being bold (when needed), have crucial & transparent conversations while keeping the relationship in tact, & ALWAYS learning & growing #leadupchat
A1: Laser-like focus, adaptability, resilience and ability to inspire are necessary elements to create a thriving culture of change. #leadupchat#leadlap#pushboundedu
A1) This image never gets old (to me ... ha ha) From my book on executive function as the missing link to student achievement ... superskills of leadership. #leadupchat
A2. First of all, we need to be willing to change. If our teams see our attitude and mindset about change, theirs is likely to become similar. #leadupchat
A2 By communicating! Be honest and try to focus on the "why". Listen to what people will need for support and do your best to make it happen. #LeadUpChat
Yes & saying, "No," leaders need 2 have good reason. Lots of times Ss will ask, "Can I..." Asking 4 permission bothers me. Not sure why. Still thinking about it, but I try hard 2 say, "Yes," or 2 throw it back at them. It would be great 4 leaders to do the same w/Ts. #leadupchat
A2 identify and communicate the need for change, brainstorm possible obstacles and solutions with all involved. Being prepared for obstacles will help keep everyone focused on the goal #LeadUpChat
A2: Selling change is done on a one-to-one basis. Talk to people individually, listen to them, get a sense of their concerns. Building those relationships is key to selling change.
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A2: #StartWithWhy to best prepare your team for change. If they understand why change is needed, they will follow your lead. "When the pain of staying the same becomes greater than the pain of change, shift happens." -#PBIS#leadupchat
A2: By understanding the change and being able to articulate the benefits. Also, by earning the trust of your team that you'll be part of the process. It's not the assignment of new work. It's OUR new adventure. #LeadUpChat
A2: Transparency of our own thoughts regarding the change, and lots of discussion. It can’t be an event that happens to them, but a process. #leadupchat
A1: while there are many leadership responsibilities necessary to navigate change my most important ones are knowing your people, their strengths & how to support them through the change. #leadupchat
A2: Leaders should share a clear vision for change and provide resources & support to manage the process. Never drop a bomb on your team and leave it for them to figure out. #LeadUpChat
A2) Start with "why?" (@simonsinek); engage them in "aha" experiences that build a "felt need" for the change; be transparent about what is to come; make them part of the solution-finding ... Engage, Empower, and build Efficacy. #leadupchat
Spot on! I'd say patience & understanding & empathy are responsibilities when we deal with small humans & larger ones-without those we build no culture &.... #leadupchat
A2 Share the vision repeatedly, be clear about their part in the change, help them know (and grieve) what they will be letting go of, celebrate successes along the journey #leadupchat
A2: To prepare for change: I think we need to embrace process, good, bad and ugly. Expect turmoil that will lead to learning. This graphic from @austinkleon helps #leadupchat
A2: Communicate, Community, Share the work, share the reasons, share the ideas, create the culture FIRST! Lead with change & vulnerability to promote RISK, CREATIVITY, & CHANGE daily as change’s greatest asset is the whole community #LeadUpChat
A2 Change must be linked to thoughtful and clear beliefs and practices must be coherent with and reflect those beliefs. Too often leaders begin with resources/programs. #leadupchat
A2: We build a foundation of trust and communication, share the "why" behind any changes, and map out incremental steps to lead us toward our goals. Creating a logic model can help. #leadupchat
A1To lead change P must support BOTH meaningful ideas AND respect for the change process. Great ideas r not enough, understanding how change works is critical: respecting skeptics, the difficulty of implementation, piloting, supporting PD, supporting financial needs. #leadupchat
A2 A clear rationale and direction for change is paramount. Team members should know what steps we will take, who to connect with for information, and what to do if the steps do not go as planned. #leadupchat
A principal I know says, "I'd rather ask for forgiveness than ask for permission." Maybe leaders should let their teachers know this. It's a great growth mindset perspective. We might fail, but we'll move on. #leadupchat
A1 Discuss problems/solutions with our teams so that the idea for change comes from them instead of being mandated. Ts jump on board when they're involved in the decision #leadupchat
A2 be open about it-be intentional & explain how it aligns to the vision & mission & be ready to reflect with all involved on if its the right change #leadupchat
totally! expect the bumps and to wind up in the ditch at least one. And bring chocolate. And budget for drinks and donuts. When humans are involved, it’s always messy #LeadUpChat
Vision first. #StartWithWhy! If your people understand the reason for an initiative, they’re more likely to push through details & confusion. @simonsinek#LeadUpChat
A2: Selling change is done on a one-to-one basis. Talk to people individually, listen to them, get a sense of their concerns. Building those relationships is key to selling change.
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I have had both. I feel it is my responsibility as a leader to make sure the people above us, The ones often making the decisions, listen to us as well. #leadupchat
A2: Remain trustworthy at all times. Be transparent, anticipate uneasiness, firm up the positive foundation, listen to concerns & jump together #Leadupchat
And, make sure this feedback is actually taken into consideration. Sometimes, Ts go through the motions of doing this & they end up feeling like whatever feedback was given was completely ignored. #leadupchat
A2: You plan for change in advance of the change. Working to make my vision our vision through listening and seeking out win-win solutions, not compromise. Compromise is lose-lose. Find the 3rd alternative that will make all stronger and better. #leadupchat
I think it all lies in our attitudes we possess. If we are negative and stubborn, change will never happen smoothly. Having an open mindset, and presenting multiple ideas can show your willingness to change. #leadupchat
Good morning #leadupchat. Happy to jump into this pool of innovators, inventors, & creators!! You open up mindsets, opportunities and growth networks for educators & kids. Hear hear!!
A2. Any big change has a clear rationale, connnected to the school and district vision, shows “interest convergence” i.e. “what’s in it for me?” but most importantly making connections to why it’s best for kids. I use @ThinkingMaps to visually articulate changes #LeadUpChat
A2: Making it known we are in the trenches together all working toward the same goal. During the process of change, presence and communication are key. #leadupchat
A2 remember we “are what we celebrate” as @dalepd says - honor the work of those who lead to give children the best we have to offer and tell their stories everywhere #LeadUpChat
Right, Ben. The intentional component is key as we facilitate change. As leaders, we are charged to be purposeful with the shifts we make in our work, so that our team members have a clear road map to success. #leadupchat
A2: I agree with letting teams be part of decision making. All stakeholders need to feel part of making the change. So often teachers don’t feel like they have a voice!🗣🗣🗣 #LeadUpChat
A2- Your team is integral in the change process & part of the solution in building that vision, plan, goals, etc. We can set vision, but if we don’t have buy in & collaboration, learning, growth, & overall change will be difficult #leadupchat
A1 Also, leaders must always ask: How will this change directly affect teaching & learning? Is this idea a fad? What is the historical lineage of the idea? Is it a old wine in a new bottle? R we just supporting innovation 4 innovation sake? How will the idea help S? #leadupchat
Love this! After all, we are all in the business of doing the best we can for our students and schools. Seen in that light, we can better understand decisions that are made. #leadupchat
A2a: We have to realize that for change to be successful, it’s not a top/down or bottom up choice. It must be inside/out. Sustainable change must happen inside each one of us first before we can expect change in others. #leadupchat
A3 It is important to involve all stakeholders and make sure all understand the why and how it will affect them. Leaders need to calculate stakeholder involvement to balance the team and to ensure no one is overlooked. #LeadUpChat
A1 Leaders must also support bottom up ideas. Change should not just come from mandates, teachers must be on board. Otherwise when teachers close their classroom doors they will resist the change, if they feel it will not help students. #leadupchat
A2: We build a foundation of trust and communication, share the "why" behind any changes, and map out incremental steps to lead us toward our goals. Creating a logic model can help. #leadupchat
& we need our team to see that sometimes the road map may have detours & scenic routes but we always are moving to the same destination-be sure not end the journey just to sit & admire a view-always forward = always get better #leadupchat
A3: the trust, communication, and groundwork you lay before the change are important. Getting feedback prior to the change to see the pitfalls and pushback are critical for leaders #leadupchat
A3: a good leader has emotional intelligence and mad observational skills and can calculate who needs what when. They can read the room and know that one size does not fit all #leadupchat
A3: Successful implementation of change depends on people's buy-in. Not considering impact of stakeholders and how to support them is a recipe for failure.
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We read this in the Mastermind. Awesome book -- especially that part of the 🐘. Don't assume the worst. People may just need more effective training
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A2 Great ?. We best prepare teams 4 change by having everyone understand & work together 2 make change happen. Sometimes it has to be done in bits & pieces or w/Ts who are 1st implementers. We need 2 encourage those that are taking chance 2 make things better for Ss. #leadupchat
A3 adult learners are on a continuum of readiness for shifts in practice - no different than with young learners — assess that to differentiate 4 diff needs in change process #LeadUpChat
A3 Varied implications means everyone has a different response and reaction. Why we calculate it: because our students are counting us to achieve the intended impact! #leadupchat
A3: Change has varying implications for stakeholders due to new responsibilities required, adjustment period, mindset, and initiative overload. Look at past changes. How many have endured more than 2 years? #leadupchat
A2 To prepare for change leaders must support BOTH meaningful initiatives AND the change process. Ideas w/o respecting process won't work as change is messy. It takes time for new ideas to succeed. #leadupchat
Congratulations @participate on @iste seal of alignment in educator standards! You’re creating opportunities for exponential teacher learning, networking, leadership & growth!! Excited for this journey! #leadupchat#edchat#satchat#globaled
A3: the trust, communication, and groundwork you lay before the change are important. Getting feedback prior to the change to see the pitfalls and pushback are critical for leaders #leadupchat
A3 you calculate the effect by discussing it with them & not downplaying the difficulty-take advice when constructive & help them see an end goal that is obtainable #leadupchat
A3. Each individual and group responds differently to change. We calculate to be able to align resources and supports to effectively meet the needs of the stakeholders impacted and to improve chances of #Sustainability#LeadUpChat
A3: You need to think about how the change will impact all of your stakeholders. Talking to others and getting feedback is the best way to gauge/calculate the implications #leadupchat
A3 Since Ss are our primary stakeholders, leaders calculate their implications first. Then we consider how we will communicate the implications to other stakeholder groups in efforts to harness all efforts to S success. #leadupchat
Yes, if Ts don't see how it's best for Ss, then not as likely to make that change. At same time, some Ts may need support to see how it's also best 4 them - to help them grow their teaching practice and become better Ts. #leadupchat
A2 Preparing staff for change 1 Listen to your team 2 Be empathetic to their concerns 3 Correct things that you have control over to limit their concerns 4 Stay positive & look for opportunities to utilize staff's skills 5 Train & prepare 6 Provide on going support #leadupchat
A3: Obstacles and roadblocks can be minimized by giving each stakeholder a voice before implementation. You can’t predict the implications, just Ask THEM! #leadupchat#pushboundedu
A3: Stakeholders will provide insight on things we don’t consider. We have to listen to them and learn how to improve the process of evolving. #leadupchat
A3: Communication is key. Too often leaders make assumptions about what others know and understand. Don’t be afraid to be redundant. Redundancy is a principle of learning. #leadupchat
A3 While making the change benefits our kids, it may force teachers, parents & community members to let go of a tradition or something they loved. Give them time to grieve & adjust. #leadupchat
A4) Great teachers know their audience to the point where together can anticipate questions before they arise. Great leaders must do the same. #leadupchat
A3: If you lead people (not just manage them), you need to understand how things affect them. All of them. Then you can continue to make a positive impact. I don't want to be the reason the load is heavy. #leadupchat
A2 Preparing teams for change is an ethical responsibility. It means ONLY supporting change ideas that positively affect teaching & learning. And, aligning the change with the school mission, PD, financial commitment, curriculum, and keeping the community informed. #leadupchat
A3: changes will often affect some more than others. It’s important for leaders to manage expectations, feelings, worries, - stakeholders all need support and validation #LeadUpChat
A3) Everyone has a perspective and individual needs ... the leader's job is to meld that together into a beautiful landscape where everyone can thrive. #leadupchat#noeasyjob ;-)
A3: By seeking feedback consistently from stakeholders. Ensuring trust for honest feedback. Followed by reflection & adjustments when needed. #LeadUpChat
A3 This is imp so that leaders can see what kind of leading work they will need to do to help all stakeholders support and grow w/the change. Change is hard for some. We need to recognize this & help all stakeholders grow. #leadupchat
A3: The investment of stakeholders is essential, it has to be calculated because they are the most importantpart of the success. W/out the community of change, change fails #LeadUpChat
A3: When doing what is best for kids means that you may not make every stakeholder happy. Sometimes, not everyone understands the why or subsequent implications. It's our job to continue to frame this message & clarify for stakeholders. Often times, more than once. #leadupchat
A3: Leaders must ensure all stakeholders are represented in the decision-making and change. Realize and prepare for the fact that some may feel they are “losing” something and be guided through that but ensure that everyone sees the ultimate gain. #LeadUpChat
How might outcomes of change b different if we honestly discussed changes with students? they might not get all the "ed jargon" but since they are most effected they might want a heads up-Ss on district committees? leadership teams? #leadupchat
A3 Since Ss are our primary stakeholders, leaders calculate their implications first. Then we consider how we will communicate the implications to other stakeholder groups in efforts to harness all efforts to S success. #leadupchat
Agree with the sustainability piece, here. As leaders, we are called to identify how new ideas and processes will continue to support our Ss reaching academic, social, emotional, and positive leadership goals. #leadupchat
Navigating change for leaders is necessarily intentional. Leaders must strategically push into energy of innovation & balance support for fear in face of difference #leadupchat
Inspired by Q3: Radical idea - what if your school offered Ts the opportunity to take part in a Tweetup like #leadupchat or #satchat (or one of your own!) for recertification points in lieu of attending a traditional one size fits all PD? @ColleenSwaim@lewickiDJO@patton_carl
Agree. Making all stakeholders a part of process from the beginning, not just after implementation, is key. We have students, parents, and community reps on our Building Leadership Team. All have voice. #leadupchat
A3: By seeking feedback consistently from stakeholders. Ensuring trust for honest feedback. Followed by reflection & adjustments when needed. #LeadUpChat
A3: People respond differently to change. Plus, each individual has a unique lens. Our responsibility as leaders is to unite our collective resources and energy so that it can be used to row in the same direction. #leadupchat
A3: you want all stakeholders on board. Even the ones who are least impacted. Especially those. Empathy again. Getting all voices in sync. NOT like this: #LeadUpChat
Ah, yes! We all need 2 know we matter. Leaders are in the best position 2 help Ts & others know this. I know it's best when it comes from inside us, but recognition once in a while doesn't hurt either & it doesn't have 2 be done in a public way at all for it to work! #leadupchat
A3: People respond differently to change. Plus, each individual has a unique lens. Our responsibility as leaders is to unite our collective resources and energy so that it can be used to row in the same direction. #leadupchat
A4 We have to be on the ground level. A bird's eye view rarely tells the true story. Sometimes crucial conversations and varying levels of pressure are necessary. #LeadUpChat
A3 Great Q. It is easy to talk about change. But the S & T r th ones affected. For S the change must positively affect their work. For T, they have a right to be trained in new techniques, or new resources. It is unfair to expect T to implement an idea w/o training. #leadupchat
A4 Conversations. Building positive relationships. Listening. Conversations. Building positive relationships. Listening. Conversations. Building positive relationships. Listening. Did I miss anything? #leadupchat
Benefits not just teachers, but for administrators who need to experience being in the classroom as teacher regularly, which ultimately benefits everyone. #leadupchat
A3- Change affects every1 differently. Beginning w/ the end in mind is important, but identifying barriers b4 hand is crucial; this only happens thru gathering feedback on the front end. We need to plan for the pitfalls when possible. #leadupchat
A4: We reinforce the process by frequent check-ins and ensure that everyone has the resources necessary to successfully manage the change process. And frequently revisit the vision throughout the process. #LeadUpChat
A4: Process is essential but at same time it can’t blind us to course corrections that may be necessary to create powerful, lasting change. #LeadUpChat
A4: so important to follow the process including the feedback loop, listening, tweaking as much as needed, and involving as many as possible #leadupchat
A3 to implement change effectively, leaders need to consider possible obstacles and how it influences or deters stakeholders involvement & support; like any strategic game--similar to chess, you must look ahead a couple of moves and consider all possibilities #leadupchat
A3. WOW dissertation kind of Q :) Vision & understanding the implications of change help leaders prepare and negotiate a better route to the desired outcome. WHY...we are in a people business!! We can nudge, shove or force to a detrimental outcome... #LeadUpChat
A4. Many have already mentioned this...relationships, trust, direct support, listening, modeling, and incorporating stakeholder ideas into the adjustments and modifications that will be needed throughout the change process. #LeadUpChat
A4: Celebrate the steps your staff makes toward making that change. Change, inevitably, can breed fear. Letting your staff know you are with them is so important. Revisit where you are in the process with all stakeholders. This supports change momentum. #leadupchat
Ultimate goal - What’s best for our students & THEIR future.
Requires us to meet our team where they are, lead them forward, celebrate wins, & adjust the sails depending on the direction of the wind.
We must look forward to anticipate hurdles. Adjust accordingly. #leadupchat
A4: Talk about the WHY. Be open about how it may affect people. It's ok if it's tricky or uncomfortable, because change isn't easy. But here's why it's important. #Leadupchat
#leadupchat Transforming our educational systems is on the same level as National Security. Create a sense of urgency, build capacity, laser sharp vision and GO!
A4: By honoring all input. Inspiring every team member to be a star in their role. Show that you value the unique strengths that each person brings to the team. #Leadupchat
A4: Reinforce the process of change with a growth mindset, with the knowledge that "Mistakes Grow Your Brain" -@joboaler
Admit (and praise) mistakes publicly. FAIL=First Attempt in Learning #leadupchat
A3: When we impose change their will be an adjustment period for students, we must think about b/c if we change to often student will have negative effects #leadupchat
A4: go meta. Make sure that people know that you as an admin are also working through change. Talk about your own navigation. Be appropriately vulnerable and transparent #leadupchat
A4 Process is reinforced through continuous communication and focus on the steps that we take to reach our goals. As we go through the process, we must emphasize reflection so that we will LEARN from the steps we take. #leadupchat
A3 When working with stakeholders (other than T who usually know the jargon), it's critical to avoid educational jargon, otherwise stakeholders will be turned off (e.g., What is a flipped classroom? What is RTI?). Respect stakeholders by explaining educational phrases.#leadupchat
A4 - you reinforce process by having S’s, staff, stakeholders as part of the process throughout. It is vital or you won’t get buy-in to change, initiatives, etc. #leadupchat
Absolutely! Not all experiments or risks are going to pan out. But that doesn’t mean we don’t try or support those who do! Change happens when we get out of our comfort zones! #leadupchat
Change & momentum can stall when systems aren't in place to frame the purpose. It is extremely risky business to push folks off the ledge & build support in a reactive state. #leadupchat
A4: Process is essential but at same time it can’t blind us to course corrections that may be necessary to create powerful, lasting change. #LeadUpChat
A4: involve people in the process, set goals and celebrate your successes along the way. Also be realistic that change is difficult and will take time. #leadupchat
A4) Teach the change process, label the phases of change as they are experienced (including those rough spots, reinforce where the change will lead. #LeadUpChat
A4. Support the process with time training & resources, allow for safe experimentation and growth, and don’t lose your culture in the midst of the the change! #leadupchat
A4. Our principal @patton_carl publishes a weekly school newsletter where we give teacher #ShoutOuts (inspired by @gatesed@iscott4) to Ts who are helping to lead change by example in their classrooms. Quick blurbs raise visibility! And #ObserveMe follows. #leadupchat
A4: talk openly/ candidly about “the hard” as it comes. The biggest failure of change i think is follow through & creating the open opps to stay a course, not give up, & work the hard #LeadUpChat
Right. Thank people for taking risks, experimenting & implementing - even when it doesn't work. What can we learn from mistakes? Everything. #leadupchat
Yes, & support pushback from Ts in spirit of wanting what's best 4 Ss. Sometimes lone voice is the one we need 2 listen 2. When everyone agrees & then does same 'ole, same 'ole that doesn't work, then we've got a huge problem on our hands. Better deal w/it openly. #leadupchat
A4: It's all about relationships and trust. If we don't work to build both of these things, we aren't a leader that anyone will follow. They are the key for most everything we do. #LeadUpChat
So true. If they aren’t used to their voices being heard...you have to build that trust be showing them. Be transparent in communication & show how their input is being used. #leadupchat
The small steps component is key, Rhonda. To digest big change, we must be intentional on the benchmarks we set and celebrate growth along the way. #leadupchat
A4: find ways to been seen working through change. It can’t happen just from your office. How can you get involved at the ground level with your community? #leadupchat
A4: You must also have a process to gather information quickly (& equitably) as not always is there time to gather every bit of information. What is your “down & dirty” process to get information? That is when the relationships you have built are key. #leadupchat
A4: By making sure to support along the way. Give feedback, be there with resources, intentionally bring the conversations back to the focus on the vision for change #leadupchat
A4- Consistent, clear communication that the process of change is messy and that's okay. Celebrate each small success. Listen,Validate & Appreciate. #Leadupchat
A4 We reinforce process by listening to & respecting resisters and skeptics, accepting that implementation is difficult, & piloting when possible. We need 2 remember that many teachers are thinking, "this too will pass," so P need to only support reforms of substance. #leadupchat
A4 Apply new learning; On-going and differentiated support for staff; Integrate changes; Let all know that "we are ALL in this together"; Hold each other accountable; Celebrate successes; Reflect & modify when necessary (avoid close minded/fixed mindset) #leadupchat
Yes, and sometimes this can become a popularity contest. #leadupchat It's important to keep an eye on this! This is where the leader has to be aware of what Ts are doing and truly celebrate that. Everyone deserves 2 be celebrated.
In reply to
@MeehanDJO, @patton_carl, @gatesed, @iscott4
YES! #failforward is huge Bc their is so much fear involved w change. We need to remember it’s not about us, it’s about Ss. Taking risk is necessary to create change. #leadupchat
A5 Crucial conversations need to happen. Things do not usually go away if ignored. Rely on the momentum of the non-resistant to lead the way. #LeadUpChat
A5 Resistance is a part of leadership. However, as leaders we are challenged to learned from the resistance and the resistors to inform our next steps to grow teams to reach success. #leadupchat
A5: Love people through it. Respond to critics, don't react. If we are the catalyst of the change, and react to others when they question our intentions...
RESPOND without taking it personally, and with a listening ear. #leadupchat
A5: listen to others, communicate the plan and begin moving forward. You can’t wait for everyone to be on board and can’t slow down for the resistors. #leadupchat
A5: Don't take it personal. Change is hard. Different people will handle it differently. Watch them and listen no matter what. Provide support. But always make decisions that are good for kids. #leadupchat
A5 Listening to why Ts are resisting is important. Asking for alternative paths to get to the same place and allowing Ts to experiment. Then, coming back to have more conversations. It's about respect and support, I think. #leadupchat
Q5: Resistance is mitigated when leaders focus on creating a culture of continuous learning and provide high-quality and consistent professional development. #leadupchat
A4 We reinforce process, by respecting process. As many change experts have said, "Change is a journey, not a destination." Process means building teacher capacity, and collaborating. #leadupchat
And their (our) resistance needn’t be a factor in holding back on change. It’s change itself that can feel threatening, not so much the result. #leadupchat
A5: That can be the toughest part of change. How you deal with it depends on the “resistor". Resistors can add valuable insights. Often our most vocal resistors aren’t our only resistors. #leadupchat
It is about the ability and process of building relationships and supporting those relationships in the transition of change. The transition is where the real work takes place. #LeadUpChat
My dad taught me to think about these crucial convos as "care-fronting" people. Then Hal Urban taught me that what we permit, we promote, so I'm working on getting better at them. #leadupchat
Listen with empathy. Resistance almost always has roots in failure, fear, & some sort of real experience. Honor it as valid then support in pushing past #Leadupchat
A5) Diffuse the resistance. Two fav questions to keep the conversation moving in positive directions.
"Can you temporarily suspend disbelief?"
"Can we agree to disagree on this point for now?"
#leadupchat
#leadupchat Transforming our educational systems is on the same level as National Security. Create a sense of urgency, build capacity, laser sharp vision and GO!
A4&5: Knowing that some changes will be hard is first. Remaining positive and open to communication is key. Listen to others. Continue to support your team in their efforts. Be willing to step back and go in another direction if needed. #LeadUpChat
Thank you #leadupchat! I'm glad I joined in this morning. Stepping out early to continue some work - obviously didn't do this at the same time I was participating here! I will catch up w/tweets later. Have a great Saturday everyone!
A4 I've learned thru trial and error that building teacher capacity, collaborating, taking risks, respecting a teacher's willingness to try something new are just as important as the actual change initiatives because it creates a culture of change. #leadupchat
Q5. For me I seem to keep going back to conversations...but critical conversations where true listening and authentic, open dialogue occurs helps move us forward! #LeadUpChat
A5: Listening & responding. Don’t take it personally & be empathetic to others’ POV. Just like we need to differentiate w Ss, must do same w those effected by change. We are dealing w people. #leadupchat
A5: Meet with resisters to uncover the reasons for their resistance. Talk through hesitancy. Never ignore opposition or those who are chronically unadaptable. #LeadUpChat
A5. Constant reinforcement of the guiding WHY (“vision”) behind the move. Focus on the most willing first and celebrate early adopters loudly. Move the top and you’ll move the middle. Holdouts will start to see the middle move over time. #leadupchat
Right, Elisa. The alternative paths piece connects to the need for leaders to be flexible. It is essential that we are able to identify alternative routes to success and harness our team's collective capacity to reach our goals #leadupchat
Love that "care-fronting." Good old dads give the best advice. Having those conversations is always difficult, but I always feel better afterward. #leadupchat
A4 We reinforce the process by helping to shape a culture that respects change, and supports teacher capacity building to make a difference for students. #leadupchat
A5: Resistors of change feel as if they are having something taken from them; something they care deeply about. Seek ways to show them that they are gaining something. If they change is a needed one, there will be a gain. #leadupchat
A3 Since Ss are our primary stakeholders, leaders calculate their implications first. Then we consider how we will communicate the implications to other stakeholder groups in efforts to harness all efforts to S success. #leadupchat
A5: Keep communication open. Don't deny disagreement. Invite dialogue during PLCs/CLTs, before and after school, in the parking lot. Wherever. Celebrate small gains, and do so as often as possible. #leadupchat
A5: Validate the risk & failures. Change doesn’t happen with immediate success, it happens through rough opportunities & tough conversation. But it must continue on if it’s truly the change needed/ wanted #LeadUpChat
A5: Resistance is often about fear. Work hard to shift the culture of your school, create relationships that make people feel safe to take the necessary risks #leadupchat
A5: Listen and be willing to modify when good points are made and explain how the resistance is counterproductive to your goal when appropriate. #leadupchat
Yes, I know that's true; also happens 2 Ts in classroom. Yet, that is why all of us - leaders, formal & informal, & classroom Ts - need 2 make an effort to make sure that time/urgency, etc doesn't take over what we know is truly important. Not easy, but critical. :-) #leadupchat
A4: We just have to ask. Ask how it's going. Ask what they want. Ask what they need. Ask how we can help. Encourage, model, listen, support. #leadupchat
By creating a culture of adability, flexibility, trust, and true acceptance or understanding of best intentions. When that type of culture exists paired with supportive relationships - then a team is ready to exist and excel in transition and change. #LeadUpChat
A4 For successful change to occur, teachers must feel they are in a school that welcomes a willingness to take risks and make mistakes, as T learn new techniques, in order to help students succeed. Teaching is incredibly complex, thus process must be respected. #leadupchat
The focus of all educational change should be creating a better experience for kids. Too often change is packaged differently and it damages progress #leadupchat
A5: Find at least two followers, dance and start a movement: https://t.co/9djiao1KWl
Also, "Move Your Bus" by @ronclarkacademy motivate your runners.
Ignore the laggards unless they are slowing you down.
#leadupchat
A6: I try to be somewhere between these actions. Taking the temperature of others, keeping myself in check, and protecting the healthy culture through a change.
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A6: Create the WHY together. Then stay passionate about it. Revisit often. Keep the excitement going. Check-in to make sure support is in place where it's needed throughout the process. #leadupchat
A6: Common is the key word. Involve all from the outset. Listen to understand. Be honest, transparent, and willing to be vulnerable. Find win-wins. Empower others. #LeadUpChat
A5 First, if there is no resistance, then we are not really implementing change! So resistance must be EMBRACED as part of the process. Leaders must hear the resisters, they often r right, & by following some of their suggestions the change is more likely to succeed #leadupchat
A6) Keep everyone focused on the why ... reviewing data, generating ideas. @CWTESPrincipal is transforming her school and videos teachers reflecting on each year ... great "journey" videos to look back on. This is after year 3:
https://t.co/Jv3u2WqiQP#LATIC#leadupchat
Love this Shelly! Observe & notice (continually) then describe what you’re seeing...thereby validating work, efforts, significance of both. Means SO MUCH to people, creates sense of belonging, and moves you collectively closer to vision. #leadupchat
Q6. I go back to a solid foundation built on healthy relationships. Once we build a solid foundation, then we can move forward...otherwise on shaky ground... #LeadUpChat
A6: Give all stakeholders a voice by inviting them to join us. We can't force change, we mustn't try to dictate it from a stage. We can go slow to go fast and we put check points along the way to make sure you're on the same page in the same book. #leadupchat
1st it has to be focused on the community, 2nd get out and explain and take questions. If you cant answer questions you cant push a change! #leadupchat
A6: You create the action plan for change together. Even if you are initiating that change, the Ts & staff are doing the meaningful work. They need to own their comfort level & readiness for that change. Support through observation and feedback, as well as celebrate! #leadupchat
A6: 1st it has to be focused on the community, 2nd get out and explain and take questions. If you cant answer questions you cant push a change! #leadupchat
Q5. For me I seem to keep going back to conversations...but critical conversations where true listening and authentic, open dialogue occurs helps move us forward! #LeadUpChat
And never forget that "decisions are made by people who show up” (Jed Barlet). Encourage engagement. Gotta jet #LeadUpChat! A pleasure learning from all of you this morning! Thx to our moderators! Have a great weekend, all!
A6. Like @gatesed says: Elevate and Celebrate Effective Teaching and Teachers (@ECET2natl) - by whatever standard your “effective” may be. Let your people KNOW your story, then SHARE your story. @iscott4#leadupchat
A5 Resistence can also be used to foster a key aspect of change: collaborating & building capacity. Change is not just about implementing a new idea, it is about changing the culture. Thus, hearing resisters (who often fear trying something new), indicates respect. #leadupchat
There is often a difference of perception and reality from both the leader and stakeholders. Both sides, but specifically leaders in this case, strive to align perception and reality of any change and transition for the best outcomes possible. #LeadUpChat
Thank you for spending the last hour with #LeadUpChat as we explored change leadership! We look forward to seeing you back next Saturday as we continue our series "Real Talk." Lead On and Lead Up!
