#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).
Good morning! Jeff here, co-creator of #LeadUpChat & edadmin in North Texas. Today we are talking "Culture Crafters vs. Culture Killers" with @casas_jimmy. I'm ready to jump back in at #WeAreReynolds with my fantastic team starting Monday to craft greatness together!!
Good morning and welcome to another week in our Summer series! We saved a seat for you. Please share your name and where you are from! All tweets this morning will come from @casas_jimmy and moderated by @drneilgupta. Feel free to retweet the Qs #LeadUpChat.
Good morning, Michelle from Saskatchewan, Canada joining in this morning from my deck with a cup of coffee. It doesn't get any better than this. #leadupchat
I will try to identify those items that can become culture killers in our schools. Whether you agree or not, everything can be turned into a culture builder. Try to respond to both sides. #leadupchat#Culturize
Curt Slater Proud Principal of the Wyoming Wildcats in MN. We are doing a #Culturize Staff Facebook Study on Chapter 3 and the staffs reflection is so powerful. #LeadUpChat
The learning never stops! Welcome and great to see you today at Kristy. By the way...if you are not following this great teacher START now! #LeadUpChat
Let’s not allow average to become our standard and let’s do our part to expect excellence & carry the banner for all things in our school community. After all, what we model is what we get. #leadupchat#Culturize
Great to see you as well Jeff! Do you ever sit back and marvel at the garden that has grown from the seeds you planted? Thank you for your leadership! #leadupchat
A significant invitation that applies in all aspect of our lives! Thank you @casas_jimmy for reminding us that it is important to consider ALL perspectives--a culture builder for sure! :) #leadupchat
I will try to identify those items that can become culture killers in our schools. Whether you agree or not, everything can be turned into a culture builder. Try to respond to both sides. #leadupchat#Culturize
Kaitlyn from Frisco, TX! Gearing up for what will be a year of significant growth for me as I focus on forming unforgettable relationships with my kiddos. I’m ready. #LeadUpChat
A1:
Killer: When we seek to punish rather than teach.
Killer: When we evaluate rather than coach.
Killer: When we comply rather than invest.
Killer: When we say my kids rather than our kids
#leadupchat#culturize
A1 I think students might say they do not have a voice and they want to be listened to and teachers might say they want some autonomy and to be trusted more. #leadupchat
A1: Students want relationships. Builders foster and create opportunities to KNOW and LOVE students. Any adult can help build a culture like that! #leadupchat
John from DC. High school instructional coach. Great connecting with everyone today here at #leadupchat! Hope to see many of you at the #HiveSummit in a few!
A1: Students may mention grades and A.R. as culture killers. They want what they learn and read to have meaning and purpose that matters to them. #LeadUpChat
Q1. If we were to take time to examine our school’s culture through the eyes of the students & staff, what might they say are the culture builders & culture killers in our schools? #leadupchat#Culturize
A1 Culture builders are conversations and actions that have a positive impact on kids. Culture killers are conversations and actions that have a negative impact on kids. #LeadUpChat
A1 #LeadUpChat Culture builders know they choose their attitude, and they intentionally bring the positive every day. Culture killers intentionally seek out someone who is as miserable as they are.
A1: Culture builders are genuine support from district and building administrators, positive attitudes and growth mindsets; everyone feeling valued and that they have a voice; "we" is bigger than "me" #leadupchat#MiddieRising
A1 Culture builders: establishing a collective, purposeful collaboration among the team, shared decision-making, students identifying their own learning goals, and leadership actively engaged in learning with students #leadupchat#culturize
A1:
Builder: See yourself as a model learner, not a model teacher.
Builder: Teach kids, not content.
Builder: Try to catch students & staff doing right.
Builder: Be kind.
Builder: Believe all kids are good
#leadupchat#culturize
A1: Killer: Negative Nancy’s
Builder: Building up those around us, and leading with a mindset of making a difference in the lives of those you serve! #servantleadership#BeTheDifference#leadupchat
A1: Culture Killer--too many initiatives that are not aligned to the overall mission/vision. Culture Builder--effective collaboration that gives everyone (including students) voice. #leadupchat
A1: Culture builders would be vertical collaboration that is happening after hours with passionate educators and PD that honors choice. Culture killers would be negative talk and broud brushing a student as a certain “type” of kid. #Leadupchat#Culturize
A1 A strong culture killer is when leaders do not take the time to understand the strengths lens of those they lead. Not everyone sees the "world" the same way you do. We all think, feel, and behave in a unique way. One is not necessarily right and one is not wrong #leadupchat
A1: Culture killer would be inconsistency between responses and reactions from adults in the building. Culture creator is the familiarity and appreciation from teachers and students of a small town school that value our place in the community #leadupchat
Culture killers: gossip, territorial attitude over Ss and content, not willing to go the extra mile to build relationships or empathizing, negativity #Leadupchat
A1-Culture builders: Empowering ALL to grow, learn, collaborate, share, have a voice.
Culture killers: Squashing voice, breeding compliance, focusing on things we can’t control #leadupchat
Q1: Culture builders for students:
Buddy bench (not for resting- sit to signal you need a friend at recess)
Before School Maker Space
School Garden and Compost bin
After school clubs (year book, flag team, music, enrichment)
#leadupchat@OakHarborPS
A1 Culture builders include leading through a strengths-based lens and wellbeing to create the conditions for thriving schools Wellbeing matters in performance and achievement. #leadupchat
Agree, Matt. It's essential as we are strategic about constructing the culture in our schools that we establish and implement effective communication among the team @mafost#leadupchat#culturize
Culture builders create a team with a shared mission. We own our culture and climate. We build it TOGETHER! We are proud and welcoming. We know OUR why.
#leadupchat
A1: Culture builders - any opportunity to connect, collaborate, or lift someone else up. Culture killers - not taking advantage of these opportunities. We are here to make each other’s lives better. Every moment matters. #leadupchat
A1: I think they would say positive teachers build up our culture and all the great ideas that never came to be would be the culture killers #leadupchat#culturize#dontletfearstandinyourway
A1: Builders - monthly student character red carpet walks, celebrating growth over achievement for Ss and Ts, laughter. Killers - any kind of unwarranted suspicion of others’ intentions, selfishness #leadupchat
A1 Builders- high fives, smiles, fist bumps, positive comments, being in hallways and cafeterias and recess, listening.
Killers- hiding in classrooms, consequences before conversations, parking lot conversations. #LeadUpChat
A1 Culture Killer: Having an adult-centered school instead of a student-centered one
Culture Builder: Adults who understand that their collective efficacy is what it takes to make sure every Ss is successful #bettertogether#leadupchat
Our HS got a bad rep yrs ago that we’re trying to turn around by presenting facts and spotlighting our strengths. Changing the way everyone sees us including students and parents is our 1st step in changing the culture.#leadupchat
#leadupchat
A1: Culture Builders: Empathy,
A balance for equity and equality (knowing the difference and when to apply it).
Both Ss & parents want to be listened to.
Culture killers: Lack of respect
No buy in from Ss & parents
Poor customer service
A1: The low haning fruit here is trying to do too much and creating confusion. Allowing staff to stay focused on a few really important things provides clarity and focus - in turn allowing Ts to grow and discover. #leadupchat
A1:
Builder-Taking time to build relationships
Builder- Incorporating community and SEL throughout our day
Killer-Punitive consequences desired by some #Leadupchat
A1: Poor communication, lack of unification, and lack of building presence... all admin. I am an AP in our HS, and that is what they would say, do say. #leadupchat
Q1: Culture Builder: Making daily connections with staff and students. Culture Killer: Dictates rather than dialogue when approaching major change. #leadupchat#culturize
A1. These can either be culture builders or culture killers… how we communicate w/ each other, how we use our time, how we treat one another, & setting or not setting expectations. it all boils down to RESPECT & LEADERSHIP or the lack thereof. #Leadupchat
A1- A sense of flattened organisation where all members feel welcomed and valued. A culture based on Relationships, Rapport and Respect are culture builders and lacking either one is a culture killer #leadupchat
A1: Builders - our AM community time, loud music and relationship building to mini-lessons on character and every student given at least 1 high-five to start their day. Killers - T's that raise their voice instead of use compassion for kids #leadupchat
A1 #LeadUpChat Culture builders for kids are adults and students who engage in the school and treat others with kindness. Culture killers for students are those who don't want to be there and watch the clock and wait for the school day to end.
A1. When 2 camps emerge with different perspectives on how to move a school forward, the one side can’t help but say that the other is the culture killer. Like the “technology” camp inherently at odds with “good old fashioned teaching.” Doesn’t have to be this way! #leadupchat
A1: Our huge growth (and continued growth can be a barrier when it comes to establishing our culture. This leads to educators having to evolve and learn from others which can be difficult. "Changing a culture requires changing the conversations - #TeachLikeAPirate#LeadUpChat
A1: I have the privilege of being part of a brand new campus next year! So far, a major culture builder has been all of the incredible people hired to teach and love kids at @2018Memorial. Keeping that momentum will be key! #LeadUpChat
Key point, Heather. The family dynamic often sets the environment for our schools to stay attuned to the heads and hearts of our team members - support is always a theme among family @hahenglishteach#leadupchat#culturize
A1: Culture Builder: Making daily connections with staff and students. Culture Killer: Dictates rather than dialogue when approaching major change. #culturize#Leadupchat
A1: Our huge growth (and continued growth can be a barrier when it comes to establishing our culture. This leads to educators having to evolve and learn from others which can be difficult. "Changing a culture requires changing the conversations - #LeadWithCulture#LeadUpChat
A1-Culture builders are ladder builders. They help people and the organization climb up. The destroyers focus on bringing others down, never willing to try anything new, a spend the majority of time gossiping. #Leadupchat
A1) Culture Builders for Kids...
- Safety including smiles & hive 5s
-Communication (they want to know too)
-Ownership of their work
Culture Killers for Kids...
-If teachers don't bring it daily
-They won't celebrate if we don't
-emphasis on quantity over quality
#LeadUpChat
A1) culture builders are our celebrations.
Culture killers- still some punitive believers. Not everyone says hi in the hallway (we are modeling expected behavior right?) #leadupchat
A2: Killer: Often times surveys are done w/good intentions, but then the follow up just isn’t there. And when this happens year after year, people begin to believe that nothing is going to change. #leadupchat#culturize
A1: Culture Builders - supportive staff & administration as well as strong sense of community’s
Culture Killers - lack of technology & innovation. Time capsule learning.
#leadupchat
A1 As a parent I appreciatethe role of teachers in building a positive culture. My 15 yr olds World Civ teacher was a vet. The students learned a lot about respect that that changed them in and out of school.#leadupchat
A1: A major culture builder is addressing everyone by name, students and staff. A major culture killer is identifying students with a label rather than their uniqueness. #leadupchat
A1.2: culture killers: hypocrisy. Having values but only using them when it’s convenient for those with power. Asking people to play a role in the leaders mind as opposed to folx being their authentic selves, even when it makes folx u comfortable #leadupchat
A2: Because they tell the truth and sometimes it’s just hard to see it in print. They are healthy because they give you all of the perspectives. Someone just had a wonderful point how not everyone sees things through the same lens as you! #Leadupchat#Culturize
A2: Surveys are often culture killers, because we don't do anything with the information. We often "check the box" that a survey has been done for compliance, but don't act on the them. #leadupchat#culturize
A1 Culture Builders: RELATIONSHIPS!; Support risk taking; Reflect & willing to change; teach social skills & problem solving; set clear expectation—Culture killers: no one listens to me; no one supports me; I am overworked; being wrong/failure are bad-don’t take risks #Leadupchat
A2 Surveys, without present leadership, can be a culture killer. If admin/you aren’t in the classrooms and blding up staff, there’s a disconnect! Turn it around by talking and listening to staff and then following up if needed with a survey. #LeadUpChat
A2 If people feel like their feedback on surveys doesn't go anywhere and their opinions do not lead to some kind of action then they are looked at as a waste of time. #leadupchat
We have an opportunity daily to craft a culture of high commitment vs. compliance for both our teachers and students. When there is shared ownership around a vision that wins the day...everyday! #LeadUpChat#Culturize
A2: How about spending lots of time talking to your teachers to build relationships so that they feel comfortable enough to share their thoughts & concerns without needing a survey to do so? #leadupchat
A2 #LeadUpChat Surveys are impersonal and sometimes convey a message we do not intend. Want to get a handle on the REAL pulse of your campus? Talk with people and REALLY LISTEN.
A2: If the survey results in no action, what is the point? Have conversations with people to find out what works and what doesn't. Be vulnerable, transparent and seek to improve. #leadupchat
A2: Killer: When people don’t believe that completing a survey will change anything, they don’t invest in the process & respond w/sincerity. They simply “check the box” & just get thru it. #leadupchat#culturize
#leadupchat
Surveys are the devil. They are faceless and people tend to skew to the negative. We all feel that we need to fix something rather than celebrate what has been accomplished. Goes back to listening to listen, rather than listening to respond.
A1.2: culture killers: hypocrisy. Having values but only using them when it’s convenient for those with power. Asking people to play a role in the leaders mind as opposed to folx being their authentic selves, even when it makes folx uncomfortable #leadupchat
A2 Don't ask my opinion if you aren't going to provide feedback. Organizations make several mistakes in survey admin: too many questions, questions not linked to measurable outcomes, no response or feedback of results. #leadupchat
A2: After completing a survey, then what? I wonder if the surveyor could somehow be more transparent with follow-up and follow-through based on survey responses. #LeadUpChat
A1: Builders - There is a pervading sense of resiliency and grit among community and staff. There have been some serious challenges over the years and they have not just endured, but risen. #leadupchat
A2 #LeadUpChat Surveys are impersonal and sometimes convey a message we do not intend. Want to get a handle on the REAL pulse of your campus? Talk with people and REALLY LISTEN.
A2- Clearly communicating the purpose and outcomes of collecting survey data is key. Let everyone know why we are wanting the information and what we plan to do with it. #leadupchat
A2: surveys don’t allow Ts or Ss to freely express themselves. They’re not very open ended & many feel like no one looks at the results. If we want to improve, we must give the Ts and Ss a stronger voice & look at results TOGETHER !
#leadupchat
A2 Participants may be afraid to be totally honest in case there is not anonymity. If it is totally anonymous, then they might be brutally honest! #leadupchat
A2: They are a culture killer when they are done, and no action is taken to address the issues brought out in the survey. Leaders need to listen to their staff, students, and community when their feedback is asked for. #leadupchat
A2 Surveys need to have a specific purpose that is communicated to all. The results can be a killer because educators tend to focus on the negative and not the positive. One comment can stick with you a long time. #leadupchat
A2) when surveys are done and follow up doesn’t happen, Ts feel like their voice isn’t heard. Be intentional with questions...ask things about your vision and let their voice bring it to life! #leadupchat
A2- Surveys can be helpful if there is follow through. Too often they are used as smoke and mirrors and then people won’t respect them...or you. #leadupchat
A2: surveys are often considered as culture killers b/c we ask for them too often. Instead, we should focus on using surveys as opps for admin to truly listen to tchrs and student voices. #leadupchat
A2: Focus on the why; ask meaningful questions and then actually use the feedback; people want to know that their feedback is going to be heard and taken into consideration; provide the opportunity for F2F convos as well as a follow up from the surveys #leadupchat#MiddieRising
A2: Surveys may be a culture killer because it's an inauthentic forum for communication... to me, that demonstrates a possible lack of trust and relationships between leadership and the community- surveys can be a barrier of inaction #leadupchat
A2: Builder: What if we were to give the survey to one person at a time, face to face, in order to gather feedback. And then we took that info back to the entire staff & said, “Here is what I heard. Now let’s get to work!” #leadupchat
A1:
Killer: When we seek to punish rather than teach.
Killer: When we evaluate rather than coach.
Killer: When we comply rather than invest.
Killer: When we say my kids rather than our kids
#leadupchat#culturize
A2: because there isn’t any follow up. They aren’t used. When surveys are used as benchmarks for success and define innovation, Ss and Ts can get excited to see how their work makes and impact #leadupchat
I agree! I would love to see us having more AND conversations as opposed to either/or conversations. We can have sound instructional pedagogy AND use tech to help us do so. #leadupchat
A1. When 2 camps emerge with different perspectives on how to move a school forward, the one side can’t help but say that the other is the culture killer. Like the “technology” camp inherently at odds with “good old fashioned teaching.” Doesn’t have to be this way! #leadupchat
A2: Surveys must be anonymous and the information shared publicly then acted on or at least discussed. Surveys can be starting points for discussion but collaboration means building together. #leadupchat
A2 When results take too long to come back and feedback lags too far from administration then we are reacting to old data. The survey becomes a trailing indicator rather than a leading one #leadupchat
A1: killer: kids seeing the adults’ negativity. Killer: poor/ miscommunication. Builder: the opposite of the two above— positivity and great communication #LeadUpChat
A2: There is nothing wrong with surveys. The problems come when people have their opinion solicited and still feel unheard or they fear that honesty will result in penalty. Let’s not give surveys a bad name. Instead, let’s conduct the process well. #leadupchat
A2: Surveys are somewhat impersonal and, if no action is taken by the leader, he or she fails to “walk their talk” which is akin to disaster to your organizational culture. #leadupchat#culturize
A2: Surveys that lack follow-through are what kill culture. Don’t just share results. Identify the “quick-wins” and make those happen. Reflect on other items and continue to build from there. #LeadupChat
A2: If the survey results are clearly linked to changes within the school’s processes, respondents will feel empowered and find additional opportunities to share their voice #LeadupChat
A2. Surveys can feel like they’re trying to replace genuine human interaction with low-level machine box-checking & anonymous venting. But surveying to get a genuine sense of what’s working is essential. Reiterating your WHY and acting on what you learn is huge. #leadupchat
Q2: Culture builders for @OakHarborPS teachers:
Greeting teachers with a smile.
PLC time built into our contract.
District staff bringing breakfast (Pancake Posse) and ice cream (Big Dippers).
Yearly Staff kickoff: https://t.co/Qx6i59GICd#leadupchat
A2: Not everyone feels safe completing surveys. We have to create an environment where people feel safe sharing and providing honest feedback. #LeadUpChat
A2: Focus on the why; ask meaningful questions and then actually use the feedback; people want to know that their feedback is going to be heard and taken into consideration; provide the opportunity for F2F convos as well as a follow up from the surveys #leadupchat#MiddieRising
A1- builders: a safe environment that supports academic growth and emotional well-being, all aligned to a vision that embodies the needs of all Ts and Ss killers: unclear expectations in an environment with inconsistencies. #LeadUpChat
A2: Builder: If we are going to give surveys, then we must share results, be clear in our vision, followed then w/a plan, actions steps, & a timeline to address concerns. People will invest when they believe something will be done. #leadupchat#culturize
Gotta bounce for family brunch. But I'll be back to scoop up all the golden nuggets of knowledge ya'll leave behind. Thanks for having @casas_jimmy this morning. What a treat! #leadupchat
A2 When surveys are sent without seeing the results or chance, many will wonder what’s the purpose. If you want opinions, ask & be willing to listen without question. #LeadUpChat
A2: Survey's are one sided conversations whose results never make it into the public forum. Engage in real one-on-one dialogue for true reflection and results. #LeadUpChat
A2: I think the response to the survey is what changes it from being a culture killer to a builder. How leaders respond and handle criticism both valid and invalid is a game changer.
#Leadupchat
A2: for surveys to be a culture builder they must be consistent, acted upon after results are in, and it is equally important to survey Ts/faculty, as it is the Ss. Usually surveys gain a reputation as culture killer when the results do not result w positive change #leadupchat
Rare for leaders to share data that reflects poorly on the school. It would build Culture to say to Ts and Ss- look we are struggling here; what answers/solutions do you have? Then implement! Culture will change. #leadupchat
A2 I have seen surveys used as a positive to find ways in which I can grow as a teacher...the key - LISTEN TO FEEDBACK, don't take personal - learn and grow for your students! #LeadUpChat
A1:
Killers: secret decision making, attitudes of self preservation, achievement over relationship
Builders: “I got your back”, “We’re in this together”, opportunities to grow, transparency, coaching
#leadupchat
A2 Surveys need to have a specific purpose that is communicated to all. The results can be a killer because educators tend to focus on the negative and not the positive. One comment can stick with you a long time. #leadupchat
#leadupchat
A2: I've been in districts where the surveys are completed online, because of this Ts don't want to speak their truth, because they believe the response can be traced back to them. This makes it a culture killer because no one tells the truth, so nothing changes.
@casas_jimmy A2: Surveys give us a chance to talk about negative things. While it’s important 2 know where the opportunities for growth lie it’s also important to know where things are going well and use that info to build on positivity within a building. #leadupchat#Culturize
A2: I don't think a survey is a culture killer. It's what you do with the conclusion that matters. Assessment is key for growth. How do you know if you're on the right track without assessing? #leadupchat
A2: Never been a culture killer in my experience because they are the catalysts for:
-Conversations
-Action
-Goals
-Follow-Up
-Team Problem-Solving
-Celebration
#leadupchat
I like how you put that. We have had that happen with student surveys. Part of the issue was we needed to spend some time uploading how to do a survey to get your opinion across in a way that might lead to positive action. #leadupchat
A2 When surveys are sent without seeing the results or chance, many will wonder what’s the purpose. If you want opinions, ask & be willing to listen without question. #LeadUpChat
A2 pt. 2: I think this also speaks to the trend of over-analyzing how we lead schools. Data is outstanding, and we need it. But not every single element of a school can be datatized. Especially not relationships. #LeadUpChat
Culture Builder: consistent method of celebrating all types of "small" wins.
Culture Killer: Recognizing the same people all the time or same types of wins. #LeadUpChat#theyallmatter
A2: Surveys may be a culture killer because it's an inauthentic forum for communication... to me, that demonstrates a possible lack of trust and relationships between leadership and the community- surveys can be a barrier of inaction #leadupchat
A2: Surveys are too often administered to collect evidence to support a notion that something is wrong. We have to flip that and gather data about opportunities to grow...not to point fingers. #leadupchat#Culturize
A2: If you look at things from a positive perspective you can look at how you build your culture. How can you help teach lifelong skills? How will you help your students to grow through the situation? How can you create a culture where people want to be there? #leadupchat
A2: if used to collect feedback and then ACT upon that feedback and share the results with those who took it, surveys are a culture builder. #leadupchat
A2 I have seen surveys used as a positive to find ways in which I can grow as a teacher...the key - LISTEN TO FEEDBACK, don't take personal - learn and grow for your students! #LeadUpChat
A2 Surveys just aren’t personal and the perception is that they don’t bring about change. They need to have a clear purpose and people need understand how the info will be used. #leadupchat
A2) Surveys often rank up there with standardized testing because there may be a perception that the data gathered is reactionary and potentially punitive. One of the best surveys is to talk to people...face to face. #LeadUpChat#Culturize
A2 When surveys are sent without seeing the results or change, many will wonder what’s the purpose. If you want opinions, ask & be willing to listen without question. #LeadUpChat
A2 If people feel like their feedback on surveys doesn't go anywhere and their opinions do not lead to some kind of action then they are looked at as a waste of time. #leadupchat
A2: Culture Killer when the questions don't actually get at what matters most to those taking the survey. Turn it into a culture builder by involving key stakeholders in the development of the survey. #leadupchat
A2: Surveys and NO action are culture killers! Why ask if nothing changes. Could be compared to #fakenews...Act like you are doing something and then nothing. BE THE CHANGE! #leadupchat
A2. We transform surveys in to culture builders by receiving results without an ego, being transparent with the data, & doing something productive with the data as a result. #Leadupchat
A2. Surveys become culture builders when you follow up with team conversations & action to address the input. They are timewasters (killers) when we leave out this component #leadupchat
A2. Typically Ts see surveys done to them rather then with or for them. Empowering Ts to understand surveys are a tool to collect data to move an organization is step 1. Sharing this data with all stakeholders is as equally as important. implementation & purpose = 🔑 #Leadupchat
A2 Killer: People use their responses to surveys in a passive aggressive way
Builder: We can change that by asking questions in a way that asks for solutions, share the responses and work as a team to address any areas of need #leadupchat
A2-Great leaders have a feeling what the survey might tell. That is because they spend the majority of their time having year long conversations with their team on what is working and what needs attention. #Leadupchat
A2: Never been a culture killer in my experience because they are the catalysts for:
-Conversations
-Action
-Goals
-Follow-Up
-Team Problem-Solving
-Celebration
#leadupchat
A2: Surveys - Avoid asking about things that cannot be changed, or that have already been decided.
Only ask if you are truly wanting advice about how to fix a problem.
Keep them short (realize that teachers are very busy). #leadupchat
Q2: People don't trust they are anonymous which stems back to building a culture of trust. I would rather have a conversation geared around the topics asked in the survey. You'll learn more from a conversation instead of checking a box. #LeadUpChat
A2: Give time for reflection instead of complaining. The difference is reflection is going to drive your school forward while complaining is going to stagnate. #leadupchat#culturize
#leadupchat Isn't that interesting...relationships...what many of us consider the most important factor of our school's culture can't be traditionally measured, but oh my...the impact!
A2 pt. 2: I think this also speaks to the trend of over-analyzing how we lead schools. Data is outstanding, and we need it. But not every single element of a school can be datatized. Especially not relationships. #LeadUpChat
Nichole from Farmersville jumping in late. A2: surveys should be developed by the team that will fill it out. What information do they want to know to improve? What info do they want me to know to improve the school? Input is key. #leadupchat
A1: culture killer- those who undermine the positive with gossip and complain behind closed doors.
Builders-those who embrace change and brainstorm solutions to challenges. #leadupchat@casas_jimmy@heffrey
Carlsbad kicked off the marathon year in 2017. Hectic two days of travel, plus Legoland with the family, then 26.2. Stay focused, have a support crew around you, the outcome is always positive, no matter how you run! #RunLAp#leadupchat#SaturdayMorninghttps://t.co/FbKfZq9QSX
A2 Just as we expect students to use feedback to move towards mastery, survey results must be communicated then results must be used to improve every step of the way #LeadUpChat
A2 Negative - I've seen them used with campuses but results are not discussed with stakeholders which would mean you are vulnerable and open to change. #LeadUpChat
A2 Culture killers- isolates people. It makes them feel devalued and an outsider to the school community. To reverse this...listen to the heart of what they are saying, find commonalities & incorporate their ideas into the school goals; make them feel valued again! #Leadupchat
Share the complete plan for the survey data that’s being collected-a brief explanation of relevance, outcomes, and action steps at the top of the page may help improve the mood. Also- keep them shorter, fewer and a little funny. #LeadUpChat
A2 pt. 2: I think this also speaks to the trend of over-analyzing how we lead schools. Data is outstanding, and we need it. But not every single element of a school can be datatized. Especially not relationships. #LeadUpChat
A2.2: Surveys:
Imagine constructing an amazing building without first surveying the land...doesn't work.
>>>Surveys can show your school's capacity for change.
#LeadupChat
#leadupchat The theme that keeps coming back around is follow through. Lack there of will always be the biggest Culture Killer in our classrooms, schools, districts, states and nation. If we do not take care of what we say we are going to do, we let our trust die a each time.
Belief and trust in the survey “creater” is important. We need to believe they care and will actually use the survey results for the betterment of the team. #leadupchat
Hello, my name is Ben Dye and I’m a student in the Digital Communication class with @ghartman. This is my first time participating in a twitter chat. #Leadupchat
A2: Surveys= Have at least one open-ended question. Make sure you have a "Thank you for your input" page at the end. Follow up by sharing results (and head advice given within). #leadupchat
A2: I think it depends upon the relationships the leaders have with those they are seeking the survey feedback from. If it is strong, then surveys will be culture builders. If it is weak, they could be culture killers. #leadupchat
A2: Surveys can be culture killers because they are cold and formal, & if we don’t see any positive growth or change after sharing our opinions, then it appears as if our voices don’t matter. #leadupchat#schoolculture#culturize
A2: A short, interactive survey that shows immediate results in a staff meeting may be beneficial as well. You can talk about the results instantly & improve together. #leadupchat
A2: Killer: When people don’t believe that completing a survey will change anything, they don’t invest in the process & respond w/sincerity. They simply “check the box” & just get thru it. #leadupchat#culturize
A3. Faculty meetings are the time for the leader to model best instructional practices, they should reflect the needs of the faculty, be engaging, and renew one's creative and personal commitment to the work..#leadupchat
A3 #LeadUpChat Faculty meetings hurt our culture when they fail to honor educators' time (i.e. scheduling) and when they could have been handled in electronic communication.
A3: Killer: When the meetings go too long w/o a clear agenda, purpose or plan on how to move forward. Just talk, talk, talk, followed by more talk. #LeadupChat#culturize
A2: Share the complete plan for the survey data that’s being collected-a brief explanation of relevance, outcomes, and action steps at the top of the page may help improve the mood. Also- keep them shorter, fewer and a little funny. #LeadUpChat
A3: If it could be sent in an email, we don't have a staff meeting for it! I have one staff meeting a month led by a teacher to share "Teacher to Teacher" information & tips. Those are always the best! #leadupchat#culturize
A3 No one wants a meeting just to have a meeting. Give meetings a purpose- building relationships, sharing ideas, talking about our students, smiling and laughing together- and a meeting can be a culture builder. #leadupchat
A2- Share the complete plan for the survey data that’s being collected-a brief explanation of relevance, outcomes, and action steps at the top of the page may help improve the mood. Also- keep them shorter, fewer and a little funny. #LeadUpChat
A3: They kill culture when we meet for the sake of meeting. There are so many other ways we could communicate. Try a Twitter chat. I didn't have a single staff meeting in our building last year (outside of August) #leadupchat
Q3: Faculty meetings- If you can say it in an email instead, please do so.
Use time saved to show and tell best practices instead (Number Talks, Quick STEM activity). #leadupchat
@casas_jimmy A3: Faculty meetings can be information dumps and breeding ground for negativity. What if we used that time as a group to celebrate our accomplishments, share positive data and frame discussions in positivity? #gamechanger#leadupchat#culturize
A3: Classic faculty meetings are top down, laundry list, sage on the stage events. Why not turn them over to the faculty and facilitate the outcome with them? #leadupchat
Q3: Culture Killer…FACULTY MEETINGS. In what ways do they hurt our culture & what would you suggest would be ways to improve our culture? #leadupchat#Culturize
A3) faculty meetings are evil if you cover info that can be done in an email. Ts get bored, negative mindset. BUT if you model your expectations for teaching in a faculty meeting #gamechanger#LeadUpChat
Hi @MarcineSimpson I’m so glad to connect w/ & learn with you on #leadupchat today about school culture! You did a phenomenal job leading the culture at EC Summer School! #LISDculture
A3: make Ts meet to provide simple information that could have been shared in an email is a killer. Meetings used to solve problems (a think tank) are great opportunities to build #leadupchat
A3: I will never forget the principal in my 2nd year of teaching who gleefully locked the doors to our faculty meeting area the second the clock struck 8:00am. Faculty meetings unfortunately can become a display of power/captivity rather than a collab/celebration #leadupchat
A3: Killer: When we use this time to share w/the entire staff our displeasure about something instead of addressing the concern w/those few who are creating the problem. #leadupchat#culturize
A3: If only held for housekeeping and logistics, that information could be shared digitally to honor the time of others. If held for collaboration, reflection, celebration, they can bring a school family closer. #leadupchat#Culturize
A3: I love the idea of setting campus goals during a faculty meeting and following up with those goals. Having a mini-Edcamp during a faculty meeting would be neat too. #LeadUpChat
A3 #LeadUpChat One solution we piloted in the school where I worked last year was an online faculty meeting via my blog. Every staff member commented to document virtual attendance. Every staff member had a voice. It was really cool!
A3) When bringing so many people together, it's important to collaborate, dialogue, share ideas, and learn from each other. Use email and bulletins to share one-way information. #leadupchat
A2: Killer: Often times surveys are done w/good intentions, but then the follow up just isn’t there. And when this happens year after year, people begin to believe that nothing is going to change. #leadupchat#culturize
A3: Faculty Meetings are a culture killer when they are just sit and get. Too often they are just a review of things that can be sent in an email. T’s time is precious, so make the most of faculty meetings by helping them grow! #leadupchat
A3: Killer: if the meeting is simply a review of agenda items, then the Ts will feel their time was wasted (I’ve been guilty of this 😬). Builder: provide an annotated agenda to Ts to review but use meeting time for PD, peer collaboration, etc. #LeadupChat
#LeadupChat
A3: Meetings that can be replaced by an email just kill me. I try to keep my staff meetings to an absolute minimum, and respect the teachers' time as much as possible. I do not keep them around for one minute longer than I need to.
A3: If it could be sent in an email, we don't have a staff meeting for it! I have one staff meeting a month led by a teacher to share "Teacher to Teacher" information & tips. Those are always the best! #leadupchat#culturize
#leadupchat
A2: I'd rather have periodic Round Table discussions so that instant feedback can be given as opposed to a yearly survey where the feedback will most likely not be given honestly.
A2: it’s not the survey that kills the culture but the lack of follow up and follow through. No change = culture killer! What’s being done with the results? #leadupchat
A3 Faculty meetings can kill culture if they have no purpose, are done just to check off a box, a full of sit & get, focus on negativity, don't provide an opportunity for team learning, and if team members aren't allowed to share their learning with others #leadupchat#culturize
A3: Killer: When we forget to have fun. Let’s be sure to treat every faculty meeting like an event where people walk away excited for the next event (faculty meeting). Just like the experience we expect teachers to create for kids in class. #leadupchat#culturize
A3) Culture Killer - the pitfall of making faculty meetings an information dump & place to pile on the proverbial plate "more."
Culture Builder - gathering times as community, celebration, & growth; allowing personal & professional to intersect w/ meaning.
#LeadUpChat
A3: Killer-if there's no purpose/going over info that can be sent in an email/disengagement. Improve culture through modeling the practices that asking teachers to use-not sit and get-engage staff in a meaningful way that respects their time #leadupchat#MiddieRising
A4. Traditional faculty meetings are virtually obsolete in an era of “this could have been an email.” Redesign meetings so that EVERYBODY is bringing something to the group to contribute, or eliminate them. Spend more time creating, dialoguing, sharing in PLCs. #leadupchat
Q3: Culture Killer when faculty meetings are consistently used to communicate issues that could have been done over email or to top-down preach about issue that really only has a few violators. Ts time is too valuable. We (admin) lose sight of that. #leadupchat
A1 The magic in creating a thriving culture is to move beyond platitudes, slogans, sayings and utilize practices that include understanding uniqueness of staff and students, strengths, utilizing their strengths, and implementing wellbeing as a measure of performance #leadupchat
A3: format and voice are it to build vs kill with faculty meetings. This should be an arena for the Ts voice, just as our classrooms should have the Ss voice, without fear of judgement or retaliation. Respect of time and a clear purpose/focus #leadupchat
A3- Faculty meetings are opportunities to connect, collaborate and create a better school climate. Leaders need to listen to voice and provide choice. Snacks and incentives never hurt either. #leadupchat
A3: I don't view faculty meetings as culture killers. They are a must, IMO. Maybe I'm missing the definition of what a culture killer is. Can @casas_jimmy or anyone else clarify? Thanks! #leadupchat
A3: Sit and get meetings with reminders and information that could have come via email are culutre killers. Meetings that celebrate staff, are inclusive and collaborative and model soild instruction are culture builders! #LeadUpChat
Interesting point about skewing to the negative. I think that really is true - you don't get false positives on surveys.
I wonder if the opposite skew is true for conversations?
#leadupchat
Q3: Meeting for meeting sake = Killer. Weekly notes (ie Friday Focus) can accomplish most. FM are short and direct (10-20 min tops 1X month) Agenda only has info that can't be shared best in writing. T's help build topics
#leadupchat
A3: At the root of the matter, faculty meetings are despised because they are perceived as being entirely about what somebody else wants. To improve this, only include people that must be there, and notify them before that you are holding it to serve their interest. #leadupchat
A3-If a meeting is for housekeeping items, find another way to share that information using digital tools. Bring staff together with purpose, to share, collaborate, and learn from one another. Time is precious. Use it wisely! #leadupchat
A3: Builder: No meeting should last longer than an hour. Begin to give some of that time back to teachers. Become more efficient & effective w/meetings. #leadupchat#culturize
@casas_jimmy A3: Faculty meetings can be information dumps and breeding ground for negativity. What if we used that time as a group to celebrate our accomplishments, share positive data and frame discussions in positivity? #gamechanger#leadupchat#culturize
A3: I do think faculty meetings are important in some form or fashion. You can't have a positive school culture and build trust without ever knowing your faculty and staff. #LeadUpChat
Q3: if they are “sit n get”, could’ve been an email type. Fav mtgs are he perfect opportunity to model and practice what we preach, and to learn form each other. It’s a place to highlight amazing ideas, strategies, and people. #leadupchat
A3 This is definately something I am struggling with right now. We have moved away from information which I think is a culture killer, but wow PD can have a negative vibe if some don't want to participate. Suggestions? #leadupchat
A3: Keep things positive. Begin the meetings with celebrations and opportunities for self-care/mindfulness. Tell your staff the plan for the meeting so they know what to expect. Stay on plan. #leadupchat
A3: Faculty Meetings can kill the culture of the building if they are used to give info that could easily be put in an email. We must respect everyone’s time. We don’t hold faculty meetings. We switched to department meetings to share best practices and analyze data. #leadupchat
I try to include community building activities and staff celebrations in every staff meeting to build culture. I've been in meetings where a long list of updates or things that could have been put in an email devalues people's time and kills culture. #leadupchat
#leadupchat In @DanielPink book #WHEN he states “To maintain a well-timed group you should regularly...foster a sense of belonging and activate the uplift.” So...move away from the nuts and bolts and make them meaningful w/ time to revisit and dig deep into your why.
Q3: Meeting for meeting sake = Killer. Weekly notes (ie Friday Focus) can accomplish most. FM are short and direct (10-20 min tops 1X month) Agenda only has info that can't be shared best in writing. T's help build topics
#leadupchat
A3 If it can be shared in an email don't have a meeting to discuss it. No sit and get! Use Fac Mtgs to model instructional strategies, share kudos and #eduwins and use that time for staff to share their expertise with others. Most of all...make them FUN! #leadupchat
Exactly. Surveys are intended to give everyone a voice for the purpose of improvement. It’s a form of assessment & it all depends on the delivery and how it’s handled. #leadupchat
A3-Hope to focus more this year on sharing ideas together. Present a challenge or scenario and have the team share how they would solve it. #Leadupchat
A3: Sometimes staff can feel that there is no follow-up or follow-through from meeting topics, so it's seen as a time consumer. #LeadUpChat ACTIONS speak louder than words.
A3: Why are we still calling them faculty meetings? If we can’t/ don’t change we can’t expect anything else to change. What do our teachers want? So often we don’t ask🤔 #leadupchat
A3 Faculty meetings need to reflect how we’re asked to teach our Ss. Dynamic. Some can be summed up in an email. Some can be be flipped & others can be Edcamp or similar style. Utilize the strengths of the group and be mindful of time. #Culturize#LeadUpChat
A3: Builder: Turn meetings into teaching & learning opportunities for staff. Model what we are asking teachers to do in class. Less talk & more staff doing & learning. #leadupchat#culturize
A3: When we lecture to our staff they should be creatives and engage S's but fail to model creativity and engagement during a staff meeting. #LeadUpChat#culturize
A3: Here's the formula: 1/3 celebration, 1/3 professional development, & 1/3 information (only bc you simply can't help some f2f information sharing). #leadupchat#Culturize
Love the EdCamp idea for faculty meetings. So many of our Ts have not experienced EdCamp, so they don’t see the power of that format...YET! #leadupchat
A3: Don't use faculty meetings to share information that could come via email, newsletter or a prepared video. Use standing meetings to keep them short and productive. @EducateArmstro1 calls them "hallway huddles." Use time together to grow and learn together. #leadupchat
A3 #LeadUpChat I think a smart way to make a faculty meeting a culture builder is to ASK the staff what they want from a faculty meeting, and then listen and respond accordingly. Folks will tell you what they want if you'll just ask!
A3 Make staff meetings energizing #LeadUpChat
Not 4 sharing what could be put in memos.
Have some good food is available, ensure some laughter, plan some good co-learning discussions - meet in a circle - thank everyone 4 contributing
A3: Builder: Stop regular monthly faculty meetings & only call a meeting when it is necessary. In other words, the message we send is that it must be important if we called it. And dismiss them once you’ve share the info, even tho the mtg. was scheduled to go longer. #leadupchat
A3: Use faculty meetings to celebrate progress or demonstrate caring. Make them brief and impactful. Once they are over - linger. Model socializing and relationships. #leadupchat
I agree with this but I also think it’s of value to give people multiple platforms to provide feedback. Differentiated for different types of personalities. #leadupchat
A3: Emails might be more convenient than meetings, but they lack the face-to-face interaction that's vital for building positive culture! If there isn't enough "stuff" to "fill" the time then hold a shorter meeting or use the time to build relationships & get feedback #LeadUpChat
I love the idea of a 15 minute faculty meeting! So much could be put in an email, a school podcast, a video update... depending on the preference of the campus- get rid of some of the read and repeat nonsense! #leadupchat
A3 Failure to honor faculty members’ time; Improve by starting on time, sticking to the agenda, not allowing the “Negative Nancies” to dominate the conversation! #leadupchat#Culturize
A3: Having a faculty meeting just to meet and going over random items hurt the culture of the school. Have an agenda, email it out. We use Canvas for our faculty meetings. We keep them short, on topic and we engage the whole staff. #leadupchat
Absolutely. No one really wants to upset the boss and they tend to fear retribution. Even if that has never happened before, they may have had a leader in the past that did that to them.
A3: Faculty meetings can be flipped by sending "announcement" info ahead of time along with a purposeful PD preview to get the staff excited about what they will learn and take away from our time together. #leadupchat
A3: Meetings w/o leveraging the talents of the staff kill. Meetings are much more productive if the faculty can engage in prpblem-solving on matters that are important to the whole school #leadupchat
A3 Make them relevant, inspiring, culture BUILDING, problem solving, NOT OLD SCHOOL. We are here to make a change...so LET'S DO IT!! Start with the age old faculty meeting! We surely have the ability to turn them into an EdCamp style!! #LeadUpChat
A3- As teachers set personal goals and student growth goals, develop cohorts and target professional learning to support these goals. For basic information that needs to get out, establish a method to share & access anytime anywhere. #LeadUpChat
Agree, Meghan. I shared that with our team this week during our 1:1 sessions. If the information can be shared over email, that's how we'll do it. Our time together is valuable - it will be focused on collaborating, learning, growing, and building our team #culturize#leadupchat
A3: When we lecture to our staff they should be creatives and engage S's but fail to model creativity and engagement during a staff meeting. #LeadUpChat#culturize
A3: Use a variety of platforms to provide information and engage in dialogue. They don't always have to be at 3:00 in the library or cafeteria. #leadupchat
A3 vulnerability must be present for creativity. If leaders are looking for creative ways to solve problems or continue to grow they must ask questions in staff meetings and allow others to respond without judgment. #leadupchat
#LeadupChat This is where your day to day interactions with staff and students show its importance!! If you have the connection and relationship established, you don't need the big meeting to get everything done. Face to face all day every day! Be visible as a leader=good things.
A3-they hurt when they are used solely as meetings..email-like announcements and info. They help when they are mini PD sessions based on the current needs of the Ss and Ts. We use 15 min for “announcements”, and 45 min on pd through a book study or other content. #LeadUpChat
A3: Faculty meetings hurt culture when the content could be a quick email. Another major culture killer in faculty meetings is the #blanketmonkey statements regarding issues that should be directed privately to a few, not broadly to the whole group. #leadupchat#culturize
Faculty meetings should be PD time. Instead of admins leading this, Ts should lead them...collecting data on the most pressing topics or learning the faculty wants to discuss. A PD revolution needs to happen for culture #Leadupchat
A3 Decide to bring your own inner purpose to the meeting. Look at all things as significant because they’re happening. Shift inner outlook. #leadupchat
A3: Just the term faculty/staff meeting is a killer. Need to find way to update. I try to put as much info. as I can in the weekly to staff & newsletter to parents-put everything in one place to cut down on 100 emails. Also try to make PD hands-on sessions. #Leadupchat#Culturize
A3 Faculty meetings kill culture when the purpose is mismatched to the format. Example: an info dump can be a video/email. Time is valuable and showing respect for time builds culture. Meet, but intentionally build culture during those meetings.
#leadupchat
Love it! I would chnage the order to celebrating in the end. Like a sandwich: 1/3 PD (engaging, for sure!) 1/3 info 1/3 celebration. Finish with the good part. #leadupchat
A3: Here's the formula: 1/3 celebration, 1/3 professional development, & 1/3 information (only bc you simply can't help some f2f information sharing). #leadupchat#Culturize
Culture Builder - I have never heard a teacher say, "please don't offer us food." There is something about creating a kitchen experience for the people we spend the most time with during the week. #CultureMatters#LeadUpChat
Love it! I would change the order to celebrating at the end. Like a sandwich: 1/3 PD (engaging, for sure!) 1/3 info 1/3 celebration. Finish with the good part. #leadupchat
A3: Here's the formula: 1/3 celebration, 1/3 professional development, & 1/3 information (only bc you simply can't help some f2f information sharing). #leadupchat#Culturize
Keep in mind, many Ts are spending a lot of emotional energy building relationships with Ss. Introverts have a limited tank. Relationships between Ts is important but we have to recognize the extra work those meetings are for some Ts. #LeadupChat
A4: Killer: We give too much responsibility to a committee w/o a clear purpose, timeline, outcome, guidelines, resources, support, or time & then wonder why they don’t invest in the process. #leadupchat#culturize
A3: they hurt when the time is not spent learning or delivering info that can be shared in other ways. Let’s be sure the time is spent with intentionality and provides opportunities for teacher voice! Let teachers lead teachers. #LeadUpChat
A4 Committees are builders when positive, trusting, open relationships are built among all members. Before a committee gets to work for kids, the members need to know each other better. #leadupchat
A3: When there is no learning during staff meetings, then we are hindering the development of a learning culture. There should always be learning & pedagogy during staff meetings. Use email or a shared platform (Office 365 or Google) for the rest. Put learning #1. #leadupchat
A3: Builder: We engage in an equity focused activity at each meeting and allow the space for the discussion - sometimes it takes 15 minutes sometimes the whole meeting. Critical to addressing race in our school culture
#LeadupChat
But that data doesn’t eliminate the power dynamics. If someone didn’t like it, was there a mechanism to measure that in a manner that eliminated the pressure from telling your boss something doesn’t work for you? #leadupchat
A4: Instead of committees....
>>Dynamic Teams
--Teams with measurable outcomes.
--Teams with Impact.
--Document (social, video, pics, etc.) the success of the teams.
--Dissolve team when work project is complete.
#LeadupChat
I believe firmly in this but don’t always do the best job. I have to find better ways to deliver mandated info which needs to be delivered. Looking for suggestions! #Culturize#Leadupchat
A3: Builder: Turn meetings into teaching & learning opportunities for staff. Model what we are asking teachers to do in class. Less talk & more staff doing & learning. #leadupchat#culturize
A3: Those words “Faculty meetings” are culture killers because they reek compliance and “sit & get”. As leaders we have to be intentional, inclusive, creative and flexible in every way when it comes to faculty meetings. #leadupchat
A4: committees are ineffective when they lack purpose or direction. Committees must be grounded in shared beliefs and a clear direction. Establish trust among members and use protocols to keep the focus the focus. #LeadUpChat
A4: For committees, make sure all stakeholders are represented (e.g, each grade level) and everyone impacted has time to contribute ideas/thoughts to his/her representative prior to any meetings. #leadupchat
#leadupchat
A3: While staff meetings are necessary, I think they become culture Killers when they don't build capacity or drive. They can be culture builders if they're purposefully planned in such a way that everybody leaves with a greater emotional buy-in to the vision.
A4: I'm seeing a common thread here...anything seen as a culture killer is unresponsive, disengaged, and lackluster. #LeadUpChat The solution? Be PROACTIVE, REACTIVE, and SUPPORTIVE!
#LeadupChat Hey y'all heads up, this week Southside Virginia Edcamp will be going live. It will be the only edcamp in Virginia this fall! More information will be coming soon, just a heads up!! #ssvaedcamp
A4 Effective committees have a clear purpose, have established norms of collaboration, advance the vision of supporting success for all Ss, allow different team members to lead, & are always sparking innovation to positively contribute to school culture #leadupchat#culturize
A4: Builder: To effectively address any issue, concern, policy or program, we must be clear w/our staff that resolving these items is everyone responsibility in the organization, not just a select few. Put processes in place where everyone is a part of the solution. #leadupchat
A4 If the committee is working toward something that is being "forced" upon us and people do not understand the why it can be frustrating for everyone. #leadupchat
A4 #LeadUpChat I think committees ought to be similar to REAL (as in not mandated by the principal) PLCs in that they are authentically generated by a group of people with similar interests to address a common need.
A4- Make committees optional. Allow staff to choose which ones to join. Allow adequate release and planning time so that committees can be productive and purposeful. #leadupchat
A4: Committees kill culture when there is no shared understanding of the mission/vision. Developing coherence builds the culture because everyone understands the role they play and how essential their collaboration is to the mission/vision. #leadupchat
Agree. And without much thought of the individual strengths on the committee. They get stuck when they all think, feel, and behave alike. A productive committee is made up of complementary strengths partnerships. Strengths matter. #leadupchat
A4: Killer: We give too much responsibility to a committee w/o a clear purpose, timeline, outcome, guidelines, resources, support, or time & then wonder why they don’t invest in the process. #leadupchat#culturize
A2: Surveys gauge group feeling. The surveyor discovers a problem, but doesn't know where it comes from. A helpless feeling that promotes separation. #leadupchat@casas_jimmy@drneilgupta@heffrey
A4: Sometimes committees feel like just another thing to add to our plate. I think if done with enthusiasm and building excitement towards it, teachers may actually volunteer instead of being voluntold. #leadupchat
A4 Committees can be ineffective if your Voluntold to be on it and don’t have the interest. Micromanaging by admin can be a huge killer too. Builder is a set purpose, valuing time, and moving forward collectively. #LeadUpChat#culturize
A4: Instead of committees....
>>Dynamic Teams
--Teams with measurable outcomes.
--Teams with Impact.
--Document (social, video, pics, etc.) the success of the teams.
--Dissolve team when work project is complete.
#LeadupChat
A4: Why do committees work on what seems like the same thing every year? Either we've not done an authentic needs assessment, or the work we're asking people to do isn't truly meaningful. So... are required committees really the way to transform schools? I think not. #leadupchat
A4: With committees it's again all about purpose. Does a team of people really need to work on a project? If yes then establish norms, set specific outcomes due at specific times, and purposefully select the members of a team.
#leadupchat
Q4: mandatory committees are a killer. Allowing the autonomy to choose a committee helps. The energy and positivity of the committee leader is important. Ownership is invaluable #leadupchat
A4. Committees with specific (time-bound) tasks and reasons for being make total sense. That means clear deadlines, meeting protocol, and deliverables. Otherwise you end up with amorphous teacher cliques, time wasters, and shadow systems of red tape & hierarchy. #leadupchat
A4. Committees can be powerful and incredible learning experiences if communication is there among all members of the committee, and their work is being shared frequently with staff. Transparency, Purpose, positivity, and communication! #Leadupchat
A4: A committee would be a culture killer if it’s put together simply to arrive at the “leaders” predetermined direction/answer. #leadupchat#mediumplus
A4 Killer: Committees that don't have a goal/focus and are just a waste of time. If the decision is already made, don't bother having one.
Builder: True collaboration that focuses on a goal, and always keeps Ss at the center of the conversation #leadupchat
A4: I really struggle with committees. I prefer to let my teachers decide what committees need to exist & let them lead them & just keep me in the loop. I try to only sit on School Improvement & PBIS committees. #leadupchat#culturize
A3 F2F time w the school community is rare & should be treasured by making it impactful & meaningful. Celebrate together, engage in professional learning, value the needs of the group, infuse FUN! #leadupchat
Jumping in way late from Kansas. A4: committee are a killer for me when there is no input from members or if the decision has already been made. #leadupchat
A4: Sometimes committees are formed just because they have always existed. Culture killer? When a committee forms without a WHY that actually means something. No passion = culture killer. #leadupchat
A4: Killers-when there are energy vampires; not working towards the same end goal. Effective committees have defined purpose and everyone is all in; each member striving for growth and in return improving the committee; caring and collaboration #leadupchat#MiddieRising
@casas_jimmy A4: Committees start with good intentions but can turn negative quickly. Equal voices, agendas and time limits should be set and followed and info should be shared out ASAP. Change has to happen if that’s the goal or it’s just a waste of time! #leadupchat#Culturize
I agree with that; sometimes when an admin sits on a committee the teachers think the admin is in charge of it. That's no good, in my opinion, because it kills the opportunity for teacher leadership. #LeadUpChat
A key word everyone keeps repeating for committee effectiveness in building culture at #LeadUpChat = CLEAR. It's hard to drive with a foggy windshield. @casas_jimmy
A3: Faculty meetings hurt culture when the content could be a quick email. Another major culture killer in faculty meetings is the #blanketmonkey statements regarding issues that should be directed privately to a few, not broadly to the whole group. #leadupchat#culturize
A4: effective committee: Survey done. Data says there is a problem. Committee formed to fix problem. Committee presents potential solution. Solution implemented. Data measured, reported. Repeat. #leadupchat
A4: #LeadUpChat
Perhaps we relook at 'committees' as working groups - complete the task and refocus on what's next. Keep it fresh and include voices and missing narratives
A4 Any committee or group will spin circles when there is not enough strengths diversity. A committee needs to be made up of different ways of thinking and behaving. Throw aside positions and roles and look at strengths as a way to build strong committees. #leadupchat
A4: Committees are such a great builder and killer of culture. The builder is having so many representatives and a shared collaboration. Killer is that usually there are one or two that do all of the work. Remember college?? #Leadupchat#Culturize#WEareLakota
A4: Committees becomes killers when the same Ts serve on every committee. I’m 1 of the Ts that either volunteer/select. It’s a culture killer bc the way it’s perceived and reacted to by other Ts. If other Ts won’t offer their voice, what do you do? How do we fix this? #leadupchat
A4: Committees don't work if the communication part isn't there. They also don't work if the same people are on all the committees. Effective=communication+representation #leadupchat#culturize
A4: Committees can become routine with the same people and same ideas. Ad hoc committees infuse new ideas and allow staff members to work in their strength zones or try something new without being "married" to one project/team year after year. Variety is the spice... #leadupchat
A4: Why do committees work on what seems like the same thing every year? Either we've not done an authentic needs assessment, or the work we're asking people to do isn't truly meaningful. So... are required committees really the way to transform schools? I think not. #leadupchat
A4: Committees- If you've already decided the direction, don't hold a committee just to claim everyone had a say, just boldly go in that direction.
If you truly need to solve problems, use committees and just LISTEN. #leadupchat
Love the thought on intentionality, Matthew. As leaders we must set the tone that the team's time is valuable - this communicates that we all have a purpose, a priority, & a plan to grow all Ss @matthew_arend#leadupchat#culturize
Q5: Culture Killer…GOSSIP The biggest culture killer in my opinion. What do you believe is the root of gossip & how can we begin to address it in positive ways? #leadupchat#Culturize
I tried this past year to take more charge but didn’t always have the ability. It’s a huge killer when you’re told “what do you want to talk about” but then are judged for bringing up issues. #leadupchat
A4. Here's the thing about committees we need them and they do important work. They also create opportunities for leadership and for others to develop their vision. I think finding ways to make them successful are vital #leadupchat#Culturize
Maybe, but then I think we need to ask why they feel that way. And then it is our responsibility to behave in a way that doesn't validate that concern. #leadupchat
A4:
Effective—buy-in by all members, belief in one another, synergy, a bigger purpose 🙌🏻
Ineffective—person leading isn’t bought into purpose OR is over ambitious creating division in the group
“The woke need to leave room for the waking.”
#leadupchat
I don't get it, not a native English speaker... What's the difference between a committee and all the things you wrote? Aren't good committees like that? #LeadupChat
A4: Instead of committees....
>>Dynamic Teams
--Teams with measurable outcomes.
--Teams with Impact.
--Document (social, video, pics, etc.) the success of the teams.
--Dissolve team when work project is complete.
#LeadupChat
A3: My advice for the traditional "faculty meeting":
- Use the 2-Minute meeting to disseminate info.
- Use the 15-Minute meeting to build culture, share learning, and celebrate.
#LeadupChat
Committees can be culture killers when staff are assigned to them. Allow staff to choose where they want to serve based on their passions and strengths! #Culturize#leadupchat
A4: Committees don't work if the communication part isn't there. They also don't work if the same people are on all the committees. Effective=communication+representation #leadupchat#culturize
A4 Leaders must allow committees to do their work and be willing to accept their outcomes or recommendations. Is the committee just a formality or show or is it to truly empower others? #leadupchat
Before abandoning ship, how could committees be reestablished with a clearer purpose so it’s not just a committee to have a committee. I completely understand where ur coming from. If the car is broken, you don’t buy a new one. You get it fixed. #leadupchat
A4: Another way committees could be culture killers is if they don't have the tools needed to maximize their time. Modeling the use of structures such as agendas, norms and protocols can help committees be more engaged and efficient during meetings. #leadupchat
A4-Committees need to be a mixture of team members. At times the same team members with the same values become the committee and new ideas are rarely developed #Leadupchat
#A3 Faculty Meetings: Model great teaching and get others up in front besides administration. It can be an opportunity to build leadership and spotlight the awesome that exists on our campuses through our teachers #leadupchat
Q5: Culture Killer…GOSSIP The biggest culture killer in my opinion. What do you believe is the root of gossip & how can we begin to address it in positive ways? #leadupchat#Culturize
A4: Ask people to be on the committee, instead of requiring. This way the committee is built around people who want to be on there. Ensure all committee members are doing certain tasks according to their specific skills...give them opportunities to shine. #leadupchat
Yes, nothing is more of a culture killer when you have committees and decisions have already been made and you’re just trying to make staff “a part” of it. Come on man! #Leadupchat#Culturize
A5: Killer: Staff who feel slighted, hurt, jealous, underappreciated, tired, or frustrated, tend to begin to blame others for their circumstances. And when we don’t invest in others or notice, they treat others in a way that reflects how they feel. #leadupchat#culturize
A5: Root of gossip is dissatisfaction with yourself or your own job. If you are miserable, it is easy to try to talk about others to take your mind off it. #Leadupchat
Q4: Committees: Start with SILENT brainstorming on paper by all participants about how to solve problems/ what is needed.
Have each person share 1 thing on list until all ideas are shared.
Encourage follow up w/ email.
Participants reach out/ share with constituents. #leadupchat
A4 Effective - Have goals stated and a vision given so members understand their part. You receive good input from your committee and value their voices, this should lead to change - positive for all stakeholders - building a culture! #LeadUpChat
A5: The root of gossip is several pronged: failure to build a supportive, positive, inclusive culture, lack of transparency, communication, and shared decision-making, and poor hires. #leadupchat
I don't get it, not a native English speaker... What's the difference between a committee and all the things you wrote? Aren't good committees like that? #LeadupChat
A4: Instead of committees....
>>Dynamic Teams
--Teams with measurable outcomes.
--Teams with Impact.
--Document (social, video, pics, etc.) the success of the teams.
--Dissolve team when work project is complete.
#LeadupChat
A5 #LeadUpChat The culture-killer of gossip stems from insecurity on the part of the goissp(er). But why the insecurity? Could be lack of communication, lack of clarity, lack of purpose...
A5 Gossip happens when leaders don't communicate effectively or aren't willing to listen. Foster relationships and gossip tends to go away. #leadupchat
A5: the root of gossip is a lack of trust in common spaces. If things aren’t allowed to be discussed in a group, they will be discussed in the “meeting after the meeting” (@revdrJamie ). #LeadupChat
A5: Gossip originates from fear and insecurities. By transforming school culture into empowering leaders and increasing communication from admin to Ts, Ts to Ts, and Ts to Ss there will be less gossip. #Leadupchat#nodrama
I agree with @casas_jimmy on this point. The problem in this case is not the admin sitting in the meeting, it's the relationship with the admin. #leadupchat
In reply to
@casas_jimmy, @jackson_carrie, @Hahne_Elyse, @casas_jimmy
A3: My advice for the traditional "faculty meeting":
- Use the 2-Minute meeting to disseminate info.
- Use the 15-Minute meeting to build culture, share learning, and celebrate.
#LeadupChat
#LeadupChat A5: Gossip is derived from questions that are difficult to ask. So we develop answers for ourselves, which are most likely not accurate. Misunderstandings and gossip lead to mistrust and deceit.
A5: Gossip is a direct reflection of our inability to address and confront questions and issues head-on...we have to create systems of openness to dialogue #leadupchat
A5: Killer: Staff who feel slighted, hurt, jealous, underappreciated, tired, or frustrated, tend to begin to blame others for their circumstances. And when we don’t invest in others or notice, they treat others in a way that reflects how they feel. #leadupchat#culturize
A5 pt 2.: Addressing gossip can be done in leading by example! Be communicative and transparent. Include Ts in decision-making. Call out those who gossip or spread rumors with a coaching mindset. Make great hires. #leadupchat
A4-ineffective committees lack communication loops, vision, and overlap responsibilities w other committees. Effective committees have process to inform unrepresented staff, understand how their small part builds the bigger picture-clear vision. #LeadUpChat
A5:
There is a void in communication and trust when gossip abounds. Create channels for transparency in all levels of the school, from support staff to admin #LeadupChat
A5 Feeding into the gossip is a sure way to let it spread fast. To counter it, ask about something good or someone’s opinion on a topic. #culturize#leadupchat
A5 This is modeling, never engaging in it on any platform and that can be in regard to colleague or any other aspect of our work. This takes daily practice and work but it matters #leadupchat
A5: Insecurities are the root of gossip. First, don’t do it (model the way). Second, don’t respond to it (verbally and w/ body language). Third, if necessary, call people out if it gets excessive (most awfulizers aren’t used to being called out). #leadupchat#culturize
A3: Give out info in digital form before the meeting. Turn the meeting over to faculty to share cool activities and culture building activities. Flip the meeting! #leadupchat@casas_jimmy@drneilgupta@heffrey
@casas_jimmy A5: Lack of communication leads to gossip. There should be no first among equals. Information should be delivered to everyone, each person’s input should be important and we should all be on the same team: Team Student! #leadupchat#Culturize
A5: Gossip is a HUGE culture killer! It happens with lack of communication and trust. I think it starts from the top down so setting that expectation and modeling that behavior is so important. You can't expect Ts and Ss to be positive if you aren't. #leadupchat
A5: gossip comes from a “gotcha” mentality. It spawns from jealousy and competition. If leadership models positivity & teamwork, gossip lessens #leadupchat
A5: I think there are many reasons for Gossip. What's important is that we shut it down. I love @casas_jimmy advice of asking the person "Have you spoken to ____? I bet they would feel terrible if they knew". #leadupchat#culturize
A5 The root of most gossip, which is unhealthy purpose wellbeing playing itself out, is a lack of a feedback culture both formal and informal and suffering purpose wellbeing of the school. Our strengths are lived out in an unhealthy way when we are suffering. #leadupchat
A5: Builder: Believe no one wants to be that person (gossiper). Over time, they simply lose their way & become someone who preys on others 4 their own benefit. Reach out 2 these folks in a kind & caring way & focus on your own relationship w/this person. #leadupchat#culturize
A5: Gossip can stem from a lack of understanding or relationship. It's amazing how many people do not assume good intent and then spread their negative assumptions which kill culture #leadupchat
A5: Gossip- surround yourself with the positive, kill it by avoiding the gossip traps. Don’t contribute. Lift others up, including Ss. It comes back to modeling what we want for our Ss. #leadupchat
A5-Gossip grows when the leader spends their time behind the office door. Get out there and be seen. Communicate more in the classrooms rather than in the office. #Leadupchat
A5: gossip is about how a culture values dissent. Often times leaders value harmony and conflict avoidance as opposed to honesty and openness. #leadupchat
Q5: Culture Killer…GOSSIP The biggest culture killer in my opinion. What do you believe is the root of gossip & how can we begin to address it in positive ways? #leadupchat#Culturize
A5 Peaple want to be in the know. Communication and relationship building can help reduce gossip. Model not participating by shutting it down and by responding with positivity #leadupchat
A5 Leaders will always receive feedback. It will either be in a healthy or unhealthy way. Leaders decide by the values and systems they create. #leadupchat
Q5: Gossip starts when there is lack of communication.
Share truths only, not speculations.
"If you don't have something nice to say, don't say anything at all." - Mom
#leadupchat
A5: gossip is a symptom of a larger problem of trust and vulnerability in the building. Starting with those bigger issues is a start. #Inspiredleadership with @TamaraKonradehas helped me with this. #leadupchat
A5: @bethhill2829 I agree...lack of transparency may cause assumptions to be made. I would add lack of authenticity, relationships/community, vulnerability, & trust as factors adding to gossip. #LeadUpChat
A5: Roots of gossip:
-lack, bad, or no communication
-fear of change
-jealousy
-bad leadership
-unhappy in professional and/or personal lives
-people stop learning and are stuck in a rut.
#leadupchat
A5: Builder: Don’t give the gossipers in your organization the power to grow. Shut them down by defending the victim in a respectful & caring way. Here is a sample step by step process to protect yourself against the gossipers. #leadupchat#culturize
A5: Gossip can run rampant if there aren't opportunities for staff to have organic conversations around things that are important to them vs the top down laundry list. The humility to hear the "hard" things without being on the defense encourages openness and honesty. #leadupchat
A5 Often, gossip emerges from those who fear change & is indicative of those who don't support the goal growing all Ss. When leaders identify gossip sources, they must ask themselves if this person belongs on the team bus, or is it time for them to exit #leadupchat#culturize
A5-We can stop the gossip at the very beginning you making sure we get the right people on the bus. Find the ones that values the team more than themselves. #Leadupchat
A5 Face to face conversations about the issue and really listening to where people of coming from. Misunderstandings on both sides can be considered and addressed. It is a good first step anyway. #leadupchat
A4: committees are ineffective when they are formed but have no course for action. Much of the discussion centers on what could happen, but nothing does happen. Effective committees have a clear agenda and a clear measure for progress. #leadupchat
A5: Root of gossip is fear of failure and insecurity. This issue of "not enough." Improve by encouraging risk taking; being empathetic and vulnerable; encourage sharing/collaboration-don't compare yourself to others-be the best version of yourself #leadupchat#MiddieRising
Honestly? Eliminate gossip by allowing it to be aired in shared spaces. Creating a culture that values dissent will create more harmony. It’s counter intuitive for many, but if people feel free to challenge, they will actually get more on board and won’t gossip #leadupchat
Q5: This is a tough one. We have to take personal responsibility for what we share and say about others, check our motives and the stories we tell ourselves. #leadupchat
A5: As communication and trust goes up, the gossip goes down. When people don’t know the story, they start to make one up in their minds. This IS happening inside and outside of your schools. Communicate and build trust with community and staff!! #leadupchat
A5. Gossip is rooted in fear: of being passed by, of being left out, of simply being outperformed. Much easier to vent than to reflect. Takes guts to own what’s yours and challenge others to do the same. #leadupchat
#leadupchat A5 gossip can be a huge culture killer. Being a transparent as possible is important in curtailing gossip and getting the right information out!
A5: Educators must not let drama undermine the mission of maintaining the positive culture and climate that their kids deserve. They must filter out the negative and remember that their daily goal is putting the best interest of their students first. #leadupchat
A5 Unhappiness can indeed be a root of gossip, due lack of communication and trust, teachers being undermined by other teachers, insecurities from our leaders. #leadupchat
A5: Gossip is a culture destroyer. Be transparent, be clear, and most importantly be supportive. Relationships are key to controlling gossip. When strong relationships are created, open conversations can be had. #leadupchat
A5 Gossip is allowed to survive when staff does not feel their opinions matter. A healthy culture allows for vulnerability in expressing opinions in a safe environment. #leadupchat
A5: gossip is outcome of not knowing how to/not valuing other person enough to have crucial convo. Take time to develop leaders, coach staff through these conversations & model what we expect will support Ts in having A to B convo instead of A talking to C about B. #LeadUpChat
A5: Individuals need to feel heard. Listen with the intent to listen. Many times while a person is talking, we are already formulating our answer. Stop...and listen. If you hear someone gossip. Flip things to to the positive and help them problem solve. #leadupchat
A5: And...there it is! The root cause of much contention. Have the courage to call it what it is. Empower others to recognize it and call it what it is. Provide tools for others to use to identify it, shut it down and/or walk away. #leadupchat
A4: Killer: We give too much responsibility to a committee w/o a clear purpose, timeline, outcome, guidelines, resources, support, or time & then wonder why they don’t invest in the process. #leadupchat#culturize
A5: Gossip is a byproduct of a culture that lacks trust. As humans, we are desperate for belonging. If necessary, we will go to shameful lengths to get affirmation. This is why school leaders must prioritize relationships among staff. #leadupchat
A5: This is a tough one. We have to take personal responsibility for what we share and say about others, check our motives and the stories we tell ourselves. #leadupchat
A5: the root of gossip is lack of trust and lack of clarity. When people do not fully understand what is happening, they resort to gain info anyway possible. It's our responsibility to be clear and transparent #leadupchat
The power of gossip is in its secrecy. Creating a norm where we can go to the source of the problem and have a dialogue will eliminate it. If someone comes to me with a problem - they need to be willing to go to that person directly or it’s stops there. #leadupchat
Love the differentiation here between truths and speculation. It's imperative that as team members engage in collaborative day-to-day work, that we all protect the culture from speculative practices that tear at the fabric of team culture @HartofLearning#leadupchat#culturize
A5: Gossip IS the biggest culture killer! As a ldr, addressing it head on and being transparent is essential. But, it's not just up to the principal to ensure that it doesn't happen. All staff are responsible for the culture. Relationships matter and we are a team! #leadupchat
A4: committee meetings should be short and productive. Meet when you need to, and have an agenda. There should be a take-away; some product or process to show for the time the group spent working. Don't just talk! #LeadupChat@casas_jimmy@drneilgupta@heffrey
#leadupchat Great question! My thought is to bring it right up front at the beginning of the year with staff and ask...is this the type of culture we want? Most T are very prof. and awesome...the goal would be for them to set the tone with #ownership and #accountability
A5 Gossip sometimes happens when we push others outside of their comfort zone, when they become uncomfortable with an initiative, thought, or procedure that contradicts their current level of comfort (aka ruffles feathers) #leadupchat
A5: The root of gossip could be insecurity and a lack of empathy. We just need to learn to accept others for who they are and practice compassion and empathy. #LeadUpChat
A5: Root of gossip-people not being informed, being afraid, and creating their own narrative which spreads. Gossip is human nature, keep people informed & confident so they know we are ALL in this together. Principals should not be the holder of knowledge! #Leadupchat#Culturize
A5: Gossip is a true culture killer - no matter where! Although it's human nature. I think maybe it makes people feel good to downgrade others. In Judaism it's forbidden from the bible. Although I'm not religious, I agree, there should be a law against it.#leadupchat
Root-lack of empathy. Shifting perspective is an essential life skill, seeing through someone else’s eyes and life. Not to feel sorry, but to feel for them. If we teach empathy on a regular basis as a self-regulation strategy, gossip may subside. #LeadUpChat
A5: I think a good way of dealing with gossip is to just call it out. Gossip is like bacteria: it grows in the dark. Shed light on it, find solutions. That will take the power away from the gossipers. #leadupchat
It starts at the top. When Ts see leaders willing to allow dissent, it builds a culture where we have resilience around diverging opinions. #leadupchat once modeled, Ts will follow.
A5 Gossip can also be a way to cover up for those struggling with their performance or in their role. Leaders must make the tough decisions around who is the best fit for the role and for the culture they are trying to create. #leadupchat
Agreed. Some have gone on for years being the complainers/culture killers in their schools and districts. When they’re finally called out, it’s usually appreciated by others. #leadupchat#mediumplus
One of my superintendents once told me face to face and telephones are for conversations and emails are for information. It was wise advice. #leadupchat
A5: Killer: Staff who feel slighted, hurt, jealous, underappreciated, tired, or frustrated, tend to begin to blame others for their circumstances. And when we don’t invest in others or notice, they treat others in a way that reflects how they feel. #leadupchat#culturize
A4: Sometimes committees feel like just another thing to add to our plate. I think if done with enthusiasm and building excitement towards it, teachers may actually volunteer instead of being voluntold. #leadupchat
A5: I think our own Fear or Insecurities lead to gossip. I think that if try to add something positive to each conversation that could lead to gossip it can help. #leadupchat#culturize
A5: Builder: Don’t give the gossipers in your organization the power to grow. Shut them down by defending the victim in a respectful & caring way. Here is a sample step by step process to protect yourself against the gossipers. #leadupchat#culturize
#leadupchat A4 committees start to feel like obligations. Often people belong to score brownie points or control things. A better option is having collapsible commitees that lo up when needed and are ver action driven.
You're so right! #EduTwitter is getting filled up with fluff, things easier said than done. not something piratical we can use in class tomorrow. #LeadupChat
A5: This is a tough one. In any community, there will always be gossip and gossipers. I think the key is to act in such a way where only positive things are gossiped about you... and that's no fun to gossip about. #leadupchat
It’s in the eye of the beholder, isn’t it? I’ve consulted in toxic environments where the leaders don’t allow for dissent. The dissent is aired in “meetings after the meetings” because the culture is unhealthy. How do you know which it is? #leadupchat (TY for great engagement!)
A former principal would have a different lunch time daily but always ate in the staff lounge, to listen to a different group of teachers each day, as our grades are on a different time. #leadupchat#culturebuilder
A5 Root-lack of empathy. Shifting perspective is essential, seeing through someone else’s eyes and life. Not to feel sorry, but to feel for them. If we teach empathy on a regular basis as a self-regulation strategy, gossip may subside. #LeadUpChat
A5: gossip is outcome of not knowing how to/not valuing other person enough to have crucial convo. Take time to develop leaders, coach staff through these conversations & model what we expect will support Ts in having A to B convo instead of A talking to C about B. #LeadUpChat
A6 Instead of a planned agenda for our inservice days before the school year starts we will do FedEx Days where people can work on teams to develop passion projects that will enhance and change our school for the better.#LeadUpChat
A5 Gossip is gross. One of the best ways to address it in positive ways is to not do it or participate in it whatsoever. Demonstrate integrity and just don’t go there! #leadupchat
A6-Let then know you appreciate them. Go to them and tell them that! “I appreciate what you do for me and our team.” That simple phrase has a great impact on them and you. #Leadupchat
A6: Celebrate and reinforce what’s going well, encourage people to pursue goals that are a tad beyond their current reach, laugh/smile often, and show copious amounts of gratitude. #leadupchat
A6 Having conversations with staff that seem to be lost in our team. I need to listen to them and own my part. Hopefully we can move forward in a more positive direction. #leadupchat
A6: I love this part of being a building leader. Identifying the strengths of others (sometimes before they see them in themselves) and supporting their personal and professional growth to help them achieve their goals. Listen, model, lead, reflect and repeat. #leadupchat
A6. I think these Fedex days might be daunting for some but it matters that they should start off the year knowing that we need them to change our students' lives #LeadUpChat
#LeadUpChat
A5: I think the root of gossip:
Ts don't know each other.
To avoid this, I think every meeting should have at least 5 minutes of time to get to know each other. Prearrange the seats so that everyone sits in a new seat as opposed to the clique.
Q6: Our schools can only be great if we're willing 2 strive 4 greatness ourselves & support others in their quest 2 be great. Share one way you plan 2 support your colleague, staff, Principal(s), Sup/District admin to help them be successful moving forward? #leadupchat#Culturize
A6: I can share my goals and mission with everyone so I can be accountable. It is tough to be vulnerable sometimes, but we have to in order to continue growing and do our best for kids. #leadupchat
A6: I plan to strive for greatness in my practice and relationships with my colleagues and Ss, that is the foundation. This creates a ripple effect, I want to be what I want to see in others #leadupchat
Leaders' chief responsibility is to build other leaders. Because of this, my goal this year will be to engage our team's leaders to facilitate opportunities for them to grow themselves & others. This will help build capacity & sustain positive efforts to grow all Ss #leadupchat
A6- Trust your people! Provide leadership opportunities for staff to share their expertise with others. Be transparent with your own learning and create a climate where risks and innovation are embraced #leadupchat
A6: By being there for them. I plan on forming a #Mastermind group with my colleagues so that we can meet on a regular basis to learn and to take care of each other. #leadupchat
Often times I’ll talk to Ts who would go directly, but in the past when they did they “got called into the principle’s office” because they “made someone feel bad.” At that point gossip is only alternative #leadupchat
How about instead of holding you accountable we asked them to champion for us & support & encourage us so we can experience success? The same things we should do for them. #leadupchat#culturize
A4: Our committees are teams. We take a big job and break it up into smaller chunks. Members select the part they want to lead. We check in often for alignment, sharing, brainstorming, feedback, & consensus-building. This way every member of the team gets to lead! #LeadUpChat
True! At times however, there can be sabotage at work--despite a leader's best efforts to communicate and build trust. Be mindful of those who simply seek to sabotage a leader. #leadupchat
A5:The root of gossip is usually fear. This comes from lacking knowledge, not because of a lack of intelligence, but because we as leaders have not given the individual what they need. The best way to outsmart gossip is with strong relationships. Be present.#leadupchat
A6 To support greatness, I WILL strive to be more open encouraging growth in my peers which includes honesty (although its hard at times) and transparency & working to continue my positive growth as well!! #LeadUpChat
A6: One way I like to start the year off:
Calendar each morning before school to purposely stop by to say hi and LISTEN to a different teacher/ staff member. By December, I've visited everyone in the school and helped build our culture. #leadupchat#culturize
A6: Relationships first. Hoping to roll out 1:1 mentoring w/ staff teams to model the 1:1 mentoring that we have going on with our learners. #leadupchat
A6: My boss says - I give people tasks that they like. That way I know they'll be great at it". That's all there is to it! If there's a task nobody likes, we need to figure out why. #leadupchat
#leadupchat A5 gossip can be a huge culture killer. Being a transparent as possible is important in curtailing gossip and getting the right information out!
A6: My plan is to be positive. I will laugh, have fun, and smile. I plan to redirect the negativity in a positive way and help individuals problem solve. If people feel negatively about me, I will address it in a positive way. #leadupchat
A6: I'm going to adjust my schedule to be more active in mentoring my fellow colleagues. This past year was not a productive year for mentoring and I want to get back to doing what I strive at. #leadupchat
Jesus' Teachings & Miracles (how his family handles it)
Jesus left there and went to his hometown, accompanied by his disciples.
When the Sabbath came, he began to teach in the synagogue, and many who heard him were amazed. "Where did this ..
Cont.
https://t.co/SMlgmObBy7
@casas_jimmy A6: The power of positivity! My goal this year is to reach out to those in need, notice good things happening in my building/district, redirect negativity and spread positive vibes everywhere I go. #leadupchat#Culturize
A5 My mission is to create thriving schools through a strengths/wellbeing lens. I will continue to mentor/coach leaders around individual strengths/how wellbeing is impacting their performance. Work w/ superintendents to introduce these constructs to their district #leadupchat
A6: pushing ourselves while consistently seeking excellence. Day in day out. Seeking out top tier performance from yourself, your students, and your staff. #leadupchat
I’ve seen quality leaders disengage. How do you know the cause of gossip? Of course it can be toxic followers- but more often in my experience it’s the cultural norms #leadupchat
I want to encourage all of us to continue to focus on being a culture killer rather than a culture killer. We have enough awfulizers in this world. Time to be the change! #leadupchat#culturize
A6 My mission is to create thriving schools through a strengths/wellbeing lens. I will continue to mentor/coach leaders around individual strengths/how wellbeing is impacting their performance. Work w/ superintendents to introduce these constructs to their district #leadupchat
Thank you everyone for joining us this morning! A special thanks to @casas_jimmy for waking us up on Saturday to help grow leaders! Everyone Lead Up and Lead On this week! #LeadUpChat
A6: #leadUpChat I have one staff member who is a 'negative nelly' and others avoid her. I plan to connect b4 school starts to coach her on strategies when she feels like gossip and negative comments are the only way to handle issues
A6 My role is one of service and support. I do this by "knowing my stuff" in my area of expertise, being dependable, providing resources, following up & celebrating the successes of the program I serve. This supports everyone in being better going forward. #leadupchat
A6: Relationships, relationships, relationships. I'm going to put time into building stronger relationships not just with our kids but faculty as well. As a school/district, we can't move forward unless we put forth that effort. #LeadUpChat
A6: My one word is vulnerability. Live it, model it, lead by example; support others to do the same; Establish solid relationships and be a chief energy officer; empower others to unleash their talents and believe in their abilities #leadupchat#MiddieRising
A6: I'll be back in the classroom this year after 2 years in admin. This is a tough/wonderful/scary/exciting journey for me. I want to use what I've learned about coaching to build up, encourage, and empower others, and enhance the vision of the work we do for kids. #leadupchat
Tuckman’s model: In the storming stage of group dynamics, conflict norms develop. Leaders are afraid of the storm. They avoid it. Gossip norms grow. If there is a culture of gossip, it starts at the top. Working to “eliminate” it is going to drive good people away. #leadupchat
