#memspachat Archive
A chat for Principals, Administrators & Lead Educators. Come join the Collaboration and Learning THURSDAY'S at 8pm ET.
Thursday January 28, 2016
8:00 PM EST
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is starting NOW!!!!! INTROS everyone. Here we go...
TOPIC: From Business Playbook to School Playbook
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Dawn Kennaugh, Elem Principal at Beagle Elem in Grand Ledge.
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Hello old friends! It has been too long! Matt from Livonia. MS AP.
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Ben, El. Principal from Spring Arbor, Michigan. Looking forward to another gr8 chat.
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Hello crew! Jon here, from Livonia. Glad to be back in the chat!!
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Michelle Allen, Principal at EP Clarke Elementary in St. Joseph, MI. Looking forward to learning from you! Happy Thursday!!
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Good Evening Chris in Marine City HS AP/AD
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Tim Lyma, Principal @ Elmwood Elementary in Waverly - Still in my office this fine evening after an amazing region 8 meeting!
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Doug Ammeraal -- Principal at Mona Shores Middle School. Multitasking...Frozen Trouble w/ daughter!
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Bill here, Grand Ledge teacher leader looking to get in the admin game
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Hi ! Theresa from Huron Twp here and really excited for this week's chat!
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Stephanie, principal Hello everyone! Lurking a bit..
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Cris Rupp from Blissfield Middle School. Good evening!
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Good Evening! Carol Franz checking in from Leslie Middle School. 🎉
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Denise Kott, Clawson, Instructional Coach
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Thanks. I like to jump on this chat when I'm not supervising an event
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READY from Ann Arbor, MI, home of the Carpenter Cougars. I am Michael Johnson.
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Todd. Middle School Principal. Macomb.
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sounds about right. House to myself, what else to do other than jump on the
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Tom H.S. AP from Massachusetts. Good evening. Hope everyone here is doing great.
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Good evening from Milford/Huron Valley
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Elem. principal at Bertha Neal El. in Durand
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Kelly from Cadillac, principal at Kenwood Elementary K-4
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is blowing up with great minds ready for collaborating!!!
TOPIC: From Business Playbook to School Playbook.
Q1 is on deck
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5/6 principal at Mackinaw Trail Middle School , Cadillac
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Bill from Yale. Hi everyone!
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Donny. Proud Principal, Warren Woods Middle School.
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Q1: In what ways can principals offer examples of what success look like?
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What school in Huron Valley? I'm an MHS grad myself
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WOW-- what a turn-out tonight! GO MEMSPA! Amie from Vicksburg
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Love seeing the Middle School folks!!
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Kathleen from Marysville...lurking mostly tonight.
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A1 Student success or professional success?
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Teacher leaders ROCK! The most powerful type of leadership - among peers!
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Craig McCalla, Cornerstone Elementary in Dexter. Go Region 2!
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A1 - Model expected behaviors EVERY DAY. Treat staff, students, and community with utmost respect. Be a CHAMPION.
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A1 A powerful way is to use Twitter - it is free, can share visual examples of student/teacher success, and be used to learn
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What success looks like? Starts with a positive attitude. Most would equate happiness to success.
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A1: arrange visits to other schools, instructional rounds, highlight successes in staff meetings or memos ...
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A1: We start each staff meeting with Kudos and good news. Celebrate the small stuff!
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https://t.co/k92n0J6VyG
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A1 come to the building and see the energy created by staff - from the front door to everywhere -the atmosphere tells you everything!
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A1 Have teachers provide examplars of student progress & growth during CPT & share best practices during faculty meetings.
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QUESTION 1 once again... Moving fast...
Q1: In what ways can principals offer examples of what success look like?
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Rachel Card, principal at Belle River Elementary in Marine City. Interesting topic tonight!
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A1: Celebrate the success stories in our own classrooms & those from classrooms we are connected with!
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A1 Teacher sharing and leading at staff meetings, Google collaboration, modeling activities to staff
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A1. Celebrate success in weekly newsletters to staff, at monthly staff meetings.
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Must be my first time - keep leaving off the # https://t.co/Wxc8T9MEcf
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A1 - the creations on the walls - creating new and better things show the learning around the building
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A1. Share stories, give others chances to share their own success stories.
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A1: by modeling, being genuinely engaged in projects and interests of others, providing resources and LISTENING!
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A1 staying positive. Championing staff accomplishments.
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A1: leaders can tell their story, but better yet, provide the platform for others to tell their success stories
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Share successes in newsletters, PTA meetings, staff meetings and successes during PLO.
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A1: Lead by example. Model our expectations in our actions. Be the kind of professional we want our teachers to be.
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Creating a school # and getting staff to show the positive
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We start every staff meeting/PLC/Grade Level Meeting with celebrations - gotta shout them out!
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SHARED LEADERSHIP. Develop leaders within your building...staff & students.
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A1. I always try to be a model for what I want to see
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A1. Model! We model during PD offerings, faculty meetings, etc. We model with reports and summaries. https://t.co/5SXceKVTK1
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Q1: In what ways can principals offer examples of what success look like?
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A1: We have to model failure first... Ultimately, we need to share & recognize success in Ts & Ss. Succes depends on the person.
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A1 Model successful growth from other schools using both qualitative & quantitative data to staff>Use data carousels>debrief!
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A1: Hard to quantify. Data can show success, but success is something that everyone feels, knows, and shares together.
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Checking in late representing with my crew
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Collective Responsibility...Collective Success!
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A1: https://t.co/kRgj4RqW8H
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We start every staff meeting/PLC/Grade Level Meeting with celebrations - gotta shout them out!
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sometimes learning from failure leads to the best success
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Lead by example. Share the successes of Ts or Ss within your building or district.
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Agreed -genuinely engaged
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A1: Data to support success of culture, student achievement and happiness of stakeholders.
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A1 - Attack problems as OPPORTUNITIES for SOLUTIONS.
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QUESTION 2 coming up on ....
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Create a great culture and success will show itself
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True statement here - this is messy work!
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Absolutely. It makes it more meaningful and authentic in many ways.
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. so true - but for some, data = success
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lurking among principals with vision tonight.
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Keep it rockin !!!
Responses are great, awesome collaboration going on the side, and we doing it TOGETHER!
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Q2: How is the word “accountability” seen in and out of your school?
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A1: tell the Ts what you heard/saw that was nice..even if it's in passing does it!
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Learning should be the criteria for success - data is one piece of that puzzle, but so much more
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https://t.co/xeQYiMEts4
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I think the best way is to develop peer relationships within the school. There is modeling all around us!
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A1: Not sure there's one right answer but modeling, demo'ing successful vision is a good first step.
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A1: Showing success is important, it's also important to work with Ts on problems of practice that we don't have solutions to
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A2 I think among teachers it is a frustrating word because they never have felt that they weren't accountable!
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A2: Accountability is viewed w/ fear internally b/c externally ppl believe to punitive Doesn't need to be that way
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Hmmm. Accountability often "feels" negative, but it doesn't have to be. We're all accountable. Biggest is educating kids!
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A2. Honestly, I would say mostly as a negative that was brought in with the increased testing.
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A2 Told 3x this week that staff values "A"--helps them believe in expectations and follow thru. https://t.co/yWd8Yvlk96
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Q2: How is the word “accountability” seen in and out of your school?
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A2 Unfortunately accountability has become a dark cloud---lets get back to TRUST & RELATIONSHIPS
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A2 I hope our district focuses much more on the internal accountability we as educators create than external accountability
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A2: Showing up!!! It's about action - not just words.
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This is the answer!!!
https://t.co/U0XdCaXcYm
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A2 Unfortunately accountability has become a dark cloud---lets get back to TRUST & RELATIONSHIPS
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A2. High expectations for all with rewards/ consequences distributed "fairly".
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A2 Among parents it is more about what total product of education we are providing.
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A2 Many Ts cringe at the word. You have to relate it to being accountable for and to our students.
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A2:Accountability begins w/ setting the "fence lines," modeling expectations, and holding each other to those. Trust. Ownership.
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A2: Focus on results & growth. Data, observ., feedback, and communication keep everyone accountable as a team and as individuals.
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A2 - Accountability is built through TRUST and COURAGEOUS CONVERSATIONS.
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A2: I wish it were viewed more as "we're ALL accountable to each other." Hard for some to hold others to agreed-upon standards.
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A2 When discussing internal vs external, we talk about viable curriculum and backing with action before assessment.
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A2 - Accountability should be about student learning/creating/growing. We all hold each other accountable for our Ss learning
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A2 I think accountability has a real negative connotation to it now, but it really shouldn't
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A2: S expectations are posted and spoken daily (school pledge said daily after The Pledge of Allegiance)
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Jennie from Marysville! Hello to all!Lurking and reading along tonight!
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Telling stories, showcasing progress, keeping the main thing the main thing. Connecting teachers. https://t.co/bqqbn9VavM
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QUESTION 1 once again... Moving fast...
Q1: In what ways can principals offer examples of what success look like?
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Trust & Personal Responsibility is KEY.
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A2: There needs to be proper support for all and shared accountability for all. We are in it together!
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Accountability is only seen as negative because of the strings we've attached to it.
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Build relational trust, mine for conflict, clearly delineate commitments and then build shared accountability!
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A2: trust in one another. You count on me and I'll count on you.
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A2: Accountability is the product of hard work, sometimes difficult conversations and personal and professional growth
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QUESTION 3 is in the hopper on ....
Get ready!
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A2: Accountability: taking extra time with Ss in between classes - at lunch, on planning so they're cared for in meaningful ways
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Me too! Michelle from Milford. Enjoying learning from all! https://t.co/OEEMpTLMpB
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Jennie from Marysville! Hello to all!Lurking and reading along tonight!
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Jennifer Goethals Principal of Blanche Sims Elementary in Lake Orion checking in!
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A2cont: Offering support, reminders, and clarification (communication) can aid accountability. "Just in time support."
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Good points. I'd add trusting relationships and an atmosphere of failing forward, with a want to change
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A2 Four pronged approach of accountability: Funding, District, Student, and Parent. If even one is broken, hard to achieve
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Good shares tonight. Don't be afraid to offer different viewpoints, we grow when our thinking is pushed.
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A2: Trust and Relationships is the key. Having a growth mindset when talking accountability builds everybody.
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A2: Favorite quote right now. Fits T admin relationship too. Accountability shouldn't be punitive. https://t.co/8kGbuMcOtU
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I see was pushing hard at the meeting I missed this morning for
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Q3: How can we position staff members for success by supporting their growth and achievement?
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Love the failing forward message
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A2: Ss are keeping us accountable everyday, it's hard to fake it!
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...where are you tonight?
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A2 Accountability can have a negative connotation but it is more about assessments, professional growth, and performance.
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A3 honest and open feedback about student learning. When we focus on what matters everyone improves
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reporting out anon. walk thru data on SIP goals in weekly memo - plus & delta - it helps with reflection as a team
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A3 Shared leadership and shared decision making. Listening, supporting, and sometimes pushing!!😀
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QUESTION 3 again - We're rockin!
Q3: How can we position staff members for success by supporting their growth and achievement?
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A3 CRITICAL to establish a culture where people have the freedom to take-risks, fail and learn.
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Q3. Frequent walkthrough, with positive feedback, supported with reflection questions for further growth.
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A3 We have to make sure they know it is acceptable to fail. Our biggest successes come from failures.
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A3: Model/provide opportunities for T to reflect on their practices and assess their own strengths and areas needing development.
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A2 accountability can seem negative when it is external pressure, but positive when it is internal professionalism
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A3 COACHING!- Teaching is complex, give support through district trained coaches (& trusting culture)
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A3 We need to honor their commitment to others with time and celebrate their growth and achievement of all learning.
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A3 I have built time into staff timetable for personal learning journey. The document learning and share with peers
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And, drop the mic! 🎤 https://t.co/dyaVxpan16
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A3 honest and open feedback about student learning. When we focus on what matters everyone improves
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A2: Accountability - holding the bar high for ourselves & our students. Celebrating our successes & confronting the realities.
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Q3: Find lots of connections for Ts inspiration. Plenty of good things going on in our buildings to share for T motivation.
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A3: To support staff we have to be in classrooms, collectively think/learn, and support with learning opp., resources, and TIME.
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A3 - Providing Ts with opportunities to see their colleagues in action. Pop in, cover their class, and have them go & explore.
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A3 By supporting their professional growth we in turn help develop a positive mindset. We always need to challenge ourselfs!
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A3 Offer PD that has value - some content driven, some to increase performance re: evaluation. Listen! https://t.co/PiPf3ZN4qA
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Q3: How can we position staff members for success by supporting their growth and achievement?
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A3. by providing Professional development and whatever they need to be successful!
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We push our staff to differentiate teaching, but then as Admin we don't differentiate.Vital to meet our teachers where they are.
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A3. Being there, listening, talking, encouraging, supporting, and all the other positive -ing verbs you can add to the list.
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sharing the 10 day challenge to show staff how they can control their learning should also help
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A3: Ask them what they NEED, follow up and LISTEN
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A3: LISTEN and observe in order to build your people up. Believe in them more than they can believe in themselves!
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We need 2 flip the script on accountability. We need 2 focus more on professional growth and inspiring Ss 2b great!
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A3: Encouraging leadership from whatever chair..inspiring others to take risks, learn, and grow.
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A3: We need to meet staff where they are at and provide them the feedback necessary to move forward.
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can you share more about the 10 Day Challenge?
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A3: Find something every day to rally up around. Growth can be found in the little things we do in all of our classrooms.
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Staff meetings have an Edcamp style component we are all lead learners at points of the session
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A3 Create a culture of risk taking, teach staff about being connected via technology and encourage learning from each other
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A3: get 2 know them at personal levels & what they're passionate about, where they want 2 b n future, what they want for Ss
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A3: Support growth & achievement by encouraging Ts to connect with others through prof. orgs, online PLNs, & Confs
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Also gives empowerment and a feeling of success. https://t.co/WV3PJwIVZh
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Staff meetings have an Edcamp style component we are all lead learners at points of the session
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A3: aligning teachers to work with the focus n their strengths *build confidence*build capacity*
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A3 - By providing Ts with what we expect them to provide to Ss...TIMELY and SPECIFIC FEEDBACK.
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A3: Ownership - the more staff invest the harder it is to walk away.
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A3 give teachers time to collaborate and provide some focus to make it meaningful.
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A3: Encourage. Offer growth opportunities. Shared leadership at staff meetings/PD.
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A3 - Establishing challenging yet reachable yearly goals. Reflect, review and refine often.
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Poking my head into tonight. Brian, HS principal from Mass (but a U-M grad).
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out to dinner with the hubbie...checking in late. Allyson from Zeeland
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QUESTION 4 coming up.... Get ready
We;re moving quick tonight = LOVE IT!!!
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Q4: New demands & educational paradigms mean that yesterday’s training is not enough to stay current. How can we address this?
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You are great at this Kelly
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Teachers leading teachers see what's up outside of their own classroom walls. Must build that culture first
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A4: Aren't we doing it right now? A start at least
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A3: constant communication...conversations..be everywhere to see what is really happening. Growing together!
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A4 Great question!!! Find our superstar current teachers and help them become the leaders of learning
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New Accountability Model: Less focus on A-B-C-D and more focus on empowering Ts to be great for Ss = Ss who are CCR!
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A4 Differentiated and Individualized PD. Have to start letting our teacher train on what THEY need. They know best.
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A4: encourage your Ts to keep exploring and give them the chance to share w others
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A4 Model expectations on taking ownership in your growth thru meaningful PD. Be a lead learner.
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A4. I put updates in a weekly memo, brief "teasers", videos, articles etc.
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A4: Cultivate culture of continuous learning. Stay on top of current research & best practices. Trial new ideas collaboratively.
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A4: It means as bld. and District leaders we must work/learn to continually stay current in order to support our Ts/Ss.
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A4 Use technology to bring outside in. Find resources (<3 Marshall Memo) that brings new thinking. https://t.co/Rq3Y1GzROB
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Q4: New demands & educational paradigms mean that yesterday’s training is not enough to stay current. How can we address this?
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A3: Know your staff as people and educators. Know how to grow them, make suggestions that grow them connect them with others
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A4: Leadership. Passion. Above and Beyond EVERY day.
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Begins with relationships. Know T's strengths/weaknesses. Personalize PD for staff. Finally, keep staff current on topics.
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Q4 model continual professional growth and support staff PD build capacity through PLC and create online PLN with staff
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A4: Empower & support our "go-getters". The early adopters lead the way. And, expertly manage change. https://t.co/Qe2hInK8QR
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Q4: New demands & educational paradigms mean that yesterday’s training is not enough to stay current. How can we address this?
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A4-Learning from MEMSPA & LM 6 has given me tools to model-Google Classroom to share current learning w/ staff
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A4: Ts are passionate. When they understand why, they learn fast. Take the time to help define the why before the what.
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A4: Attend PD provided by . For T's, instructional rounds, T's teaching T's.
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A4 - clear and consistent message that we are all responsible for all learners at all times and no excuses
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A4. Take control of your building's PD. Make it relevant. Infuse it with meaningful tech. And have some fun!
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A4: Smaller budgets means we have to get more creative. Lots of virtual opportunities or other connections worth consideration.
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Be sure they know your trust them and empower them to grow! https://t.co/k2Q0Hjrahh
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A3: Know your staff as people and educators. Know how to grow them, make suggestions that grow them connect them with others
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A4: stay plugged in and get others plugged in. Grow together and sustain excellence!
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A4-innovative technology use, Ts sharing with one another after attending conferences/workshops! Collaboration!!
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A4 - Use staff meetings to share ideas, highlight new tools. Require staff to be on Twitter and share stories, links.
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A4:Yes!Support collaboration, creative environ, use data but not the whole picture of what Ss need. https://t.co/RDZPWSr734
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A4 Differentiated and Individualized PD. Have to start letting our teacher train on what THEY need. They know best.
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A4 - not here yet, but video the best and share at staff learnning opps.
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A4: By validating the pas and guiding to the future by being a learner in the present. Have a blended staff, connect people
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A4cont: We have to stay "in touch" with current Teaching and Learning practices. Offer opportunities/support for learning.
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A4: Grow them in-house. Let the superstars like lead the way.
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A4 - Some of the most valuable and productive PD happens within the walls of our buildings. SHARED KNOWLEDGE & COLLABORATION
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Have each teacher share one thing at each meeting or in each Monday Memo. https://t.co/FKXQgBgDP6
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A4 - Use staff meetings to share ideas, highlight new tools. Require staff to be on Twitter and share stories, links.
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Building relationships with your stakeholders is key to successful PD tomorrow.
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A4 Becoming a connected educator, working on more student centered lessons, more teacher collaboration & quality PD helps
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GREAT job !!!!
QUESTION 5 coming up in 30 seconds...
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Absolutely! Tall oaks from acorns grow! https://t.co/Vfgu5zE0DK
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A4 Great question!!! Find our superstar current teachers and help them become the leaders of learning
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Celebrate the rock stars in your building. Let others know who they are.
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Q5: What can help us stay in tune & understand the needs & wants of the new Gen-Y teachers so they can get the most out of them?
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A4: Thinking within the box. Using what we have,Twitter,personalized PD,small group book studies sharing to all, EdCamps etc
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And give them all the tools to ALL be rock stars! https://t.co/wfssd7km9x
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Celebrate the rock stars in your building. Let others know who they are.
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A5. Get out of their way! Provide networking with Ts from other buildings/districts. Promote sharing! https://t.co/e3NwuJiQ2h
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Q5: What can help us stay in tune & understand the needs & wants of the new Gen-Y teachers so they can get the most out of them?
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AMEN! Seize the Day! Opportunity doesn't wait! https://t.co/ygvxawxF3Y
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A4: Leadership. Passion. Above and Beyond EVERY day.
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A.5 encourage & support their involvement & leadership in the building. LISTEN
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A5 - positivity - keep them from ever becoming jaded and cynical - Provide them with the best mentors and require many obs
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A5: Build relationships with teachers so they are honest with you, then TALK to them, they are full of ideas. Grow together!
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A5: Give them roots & wings.
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Connecting and collaborating with motivated and driven colleagues for innovation can really impact teaching/learning.
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Q5: encourage their voice and celebrate their passion and success, in a way that doesn't *intimidate* the veteran group
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We meet every other mo w/prob. teachers. Considering working with HS and neighbor MS to do a potluck/share.
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A4 Model. Model. Model. The expectation for school leaders needs to be high. Staying current is not optional.
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A5: I'm finding generational reading to be interesting and insightful. Try to meet them w/ some understanding
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A5b: Get obstacles that negatively affect Ss learning out of their way, help them keep the fire alive.
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A5 understand they grew up with tech & teamwork. Most learned very differently than we did, not ind learners, May need guidance.
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A5: Mentor..communicate...connect...LISTEN...ask questions ....support...MOVE outta of their way. Challenge to learn.
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A5: Listen to them, support them, encourage them to take risks. Help them connect with other staff.
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A5: Make them TEACH you! Learn side-by-side with them and show them how we got to this point. Learning is a two-way street.
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A: communicate early and often. Encourage risks & failure
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Yes! Positively Promote the Profession!!
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A5: Observe, ask questions, listen, engage in conversation. Find out their values and beliefs. What drives them?
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Great reminder! Veterans have a lot to offer, too!
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A5 By understanding the needs of S's Pisa study shines light on areas of growth> S's resiliency big one https://t.co/4ROclfC24N
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A5 - Talk to them EVERY DAY. Build RELATIONSHIPS with them. SUPPORT their needs. ENCOURAGE them. PUSH them.
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A5 Provide them opportunities to share their experiences. Encourage their voice in decision making.
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Q5 listen share model and learn together never say "this is how we do it"
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A5: Observing instruction and listening to concerns. Talking to Ts one-on-one. Gen Y's thrive on affirmation and feedback.
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A4: Seek out PD and professional learning to stay current and then teach our staff.
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Q5: Embrace the new gen's and mentor them. They often have the passion and drive, just need help navigating.
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Listen, listen, listen . . . respond. (Oh, and learn about "generations in the schoolhouse" too!) https://t.co/Ru3IdZySng
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Q5: What can help us stay in tune & understand the needs & wants of the new Gen-Y teachers so they can get the most out of them?
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Model collaboration, model service, model expectations, model success!
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I continually learn from those in my building! So valuable!
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A5 collaborate with them - let them be heard and not drowned out by the louder voices in the room
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I get excited when convos are 2 way. One of my favorite things is sitting down with T's & working thru a variety of topics.
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A5. Watch and listen. See what they are doing/trying and learn about it so we can help them.
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sorry just got home from hockey practice
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A5: Text us. That's how we communicate. Joking aside, everyone has different needs. Their self assessment can teach us lots.
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A5 Provide great mentoring for the new teachers and support for growth.
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Agree with . Modeling is key. New and veterans alike can learn from each other. Stay fresh, focused and relevant.
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A5 Also remember that they may not be tech savvy just because they were born in the '90s :)
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A5: structure pd that allows for choice and teacher lead discussions like unconferences/edcamps!
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Wow, great responses on ...
QUESTION 6 coming up...
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A5: helps to model your willingness to try new things...conversations about bkgrd, beliefs, values, their everyday lives
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A5: Recommend: Knowing Y: Engage the Next Generation Now Shout out to Paul
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Q6: What suggestions can you give others about how school leaders can be better institutional leaders and instructional leaders?
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Q5: Help them appreciate what's gone before them in building the culture and then help them to be part of growing it.
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A5. Remaining child-centric & reflecting on current-best-practice are essential. We need to ask, "Is this STILL best for kids?"
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not just ask Ts about goals next year, but what 3-5 year goals? https://t.co/jofV71nHg3
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A5: Observe, ask questions, listen, engage in conversation. Find out their values and beliefs. What drives them?
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they were born with some kick butt music, though.
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A5 - This is where leadership/relationships come in. Well defined SI goals/PD. Space to fall but close enough to pick them up.
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A5: I'm going to echo ...communicate early & often. Gen-Y's crave constant feedback.
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Best book! I learned so much! https://t.co/i7N2E7enEY
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not just ask Ts about goals next year, but what 3-5 year goals? https://t.co/jofV71nHg3
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A5: Observe, ask questions, listen, engage in conversation. Find out their values and beliefs. What drives them?
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A6: get into the classroom, the "trenches" and be perception about what Ts and Ss are facing daily...be available, be real
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A6 Listen. Encourage. Motivate. Help. And smile :) Remember the things your Kindergaten teacher teaches. spend some time there.
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A6 - build a community that sees the vision and models the vision for everyone who enters - many voices are better than 1
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Thanks for letting me chime in on tonight. Go Blue!
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A6: Stay in close contact with curr., inst., Ss. Dev. thick skin to take care of business, but always remain a teacher at heart.
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A6. I think I want to read this answer.... I am still working on this one! https://t.co/lAUN4TZ14C
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Q6: What suggestions can you give others about how school leaders can be better institutional leaders and instructional leaders?
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A6. Model High standards, be involved, show "human side" and admit when you are wrong..listen
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Focus on people first. Find ways to say yes and be open to all ideas.
Be a lifelong learner.
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A6: Learn alongside your Ts and Ss! Model risk-taking and let them support your growth, too!
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A6 Personally- I give thanks to Stephen Covey's 7 Habits
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A6: Everyone MUST lead, just not at the same time!!!
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A6 - People work first paper work second. Be visible, be present. Turn wrenches with your Ts!
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A6 - Admit not knowing what you don't know. And then, make an EFFORT to learn.
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don't be afraid to hand over the keys to the car. The higher the ladder you climb the less control you really have.
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A6: give those closest to the information the authority to make decisions
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A6: stolen quote-keep the main thing, the main thing- focus on student learning and what you have to do to support that focus
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A6 focus your time, be intentional, visit classrooms and give meaningful feedback, have conversations about teaching and learng
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A6: By being a model of teaching and learning. Walking the walk. Sharing personal/prof learning and goals alongside staff.
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Gotta go. Formative Evals are calling my name!! Thanks for a great chat.
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A6 Model, encourage, listen, provide open feedback loops and stay involved.
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A6: CULTURE -- High expectations for teaching, learning, and behavior. Relationships. Positives in self, colleague, and Ss.
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A6: Invest in staff and their development- ask for input, feedback and spend time in classrooms
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QUESTION 7 is in the hopper...
Coming right up...
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A6: Organize & facilitate instructional rounds. Ask reflective questions. Great discussion after!
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Q7: In what ways do you, or can you, hold personnel — including leaders — more accountable for results?
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Q6: Be a life long learner & share your learning with others. Build relationships, delegate, coach and always put kids first!
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Is this why we had the accountability question earlier?
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Accountability is a tough word- if we create a positive culture focused on doing what is right for Ss, the rest will follow
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A7: Transparent data & data analysis. Challenge T's to meet a goal. Private conversations when needed.
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My middle school Princ. Ray Mellberg was the original Chief Learner, he told me, the principal should always lead the learning
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A7: Be results driven and make regular reflection on data a cornerstone of your culture.
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Instructional leaders grasp pedagogy. Putting kids 1st without a relevant pedagogy is like trying to ride a bike without wheels.
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A7 - open and honest again - if the vision is clear, student learning is the goal - if everyone buys in accountability is easier
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A7: Model, support, encourage, inspire and ask questions
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A7:keep continuous perspective...what data telling us? Don't be defensive, willing to question practices, model vulnerability
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A7: Develop a shared responsibility for results. Team members support each other. Do not make failure punitive.
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I agree, but we also have to stay human and not let the "data" just be numbers
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A7 Give time for reflection and then ask for next steps. We all should be taking steps in a positive direction.
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A7: Leadership Team (P, 2-AP) hold each other accountable. Always focused on what's best for kids...we are accountable to THEM.
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Gotta go. My son's bball practice is over. says we gotta be out of the gym by 9:00!
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Last Question coming up... QUESTION 8 on
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A7: Lead by example with high standards for ourselves. There needs to be ownership of results by all.
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Q8: What are some suggestions that schools and/or districts can invest in success, now and for the future?
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Q7: Set and model high expectations. Use data to reflect on and guide programs and instruction.
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A7 Data analysis and clarity. Working together to look for ways to improve and move forward. https://t.co/TkRR1j8L57
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Q7: In what ways do you, or can you, hold personnel — including leaders — more accountable for results?
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A7 Review/evaluate everything regularly. One simple thought - What's the problem and solution. Focus on strategy/improvement.
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Q7. Work side by side with your staff and encourage them to reach every child. It will drive them to do great things 4 kids!
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A7: focus on strengths and building from there
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A7: says shift the monkey
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THANKS to ALL for an inspiring chat tonight and thanks to for "pushing" me. I enjoyed the last hour!
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A7: Open and continuous discussions about student progress. Not my kids/your kids. Our kids. Vested interest as a whole.
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A8- Leader in Me! Thanks MEMSPA--great night!
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Q8: Invest in people- your culture- follow the vision created with your team
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Thanks learned a lot tonight. Need to close it down for the night.
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Strategic planning!!! Roadmap for success - helps set priorities and stick to them. https://t.co/fVkYEouBIk
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Q8: What are some suggestions that schools and/or districts can invest in success, now and for the future?
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A7. What we give time to is what we love. Are we having the conversations our kids need us to have?
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RT:
5 minutes to - Are you ready
TOPIC: "From Business Playbook to School Playbook"
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A8: evolve with the kids work smart not hard
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please consider adding your name to a petition to get the admin SIG up and running. We need you! https://t.co/VktkdZGO0A
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A8: It's about people not programs (borrowed from ) They are our past, present, and future!
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A8 It's all about people & passion. Find folks that love their kids & their subject; you can't lose. https://t.co/VcId41mK2c
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Q8: What are some suggestions that schools and/or districts can invest in success, now and for the future?
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A8: Invest in Ts. Invest in S. Invest in Best Practices. Invest in individual & collective success. Invest in collective growth.
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A7: as a leader be transparent with T about your own professional goals for the year and balance building data with perception
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Q8: Invest in your people.
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A8 Provide PLOs that target teachers needs and opportunities to master their craft.
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THIS. https://t.co/l00VgLUIxF
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A8 It's all about people & passion. Find folks that love their kids & their subject; you can't lose. https://t.co/VcId41mK2c
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Q8: What are some suggestions that schools and/or districts can invest in success, now and for the future?
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A8: Invest in quality PD and innovation incubation. Provide resources to forward-thinkers. Constantly nurture/develop your team.
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A6: Know and attend to change theory. Respond accordingly. Don't over-react. Focus forward. And laugh everyday!
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A8: invest in transformation over reform. Support innovative initiatives that develop kids Strengths and grow the whole child
