Revisiting My Core Values

A year ago I explored my core values with an activity by author Elena Aguilar. I wrote about the experience here. My three core values, based on that activity were:

  • Equity
  • Making a difference
  • Trust

This weekend I participated in the first two of five sessions of the Women in Educational Leadership (#WEL) Institute, here in San Diego.  One of the activities we did was to discuss our core values.

The presenter provided us with a set of at least 25 words, on individual cards. We were told to put each card face up so we could read each individual card, on which was written a core value. Our deck of cards also included blank cards on which we could add a word that was important to us, if it was missing from this collection. Because of my previous work with core values (see the post linked above for more details), and the passion I have for this concept, I added the word “equity” to my deck of values.

We slowly had to turn over sets of cards so that we had fewer and fewer words face up. In the end, we were to select our top four core values. These are the four I ended up with today:

  • Equity
  • Integrity
  • Empathy
  • Creativity

Similar to each of the times I’ve taken the Strength-Finder quiz, I was interested to see my list of core values shift slightly since lat year. Granted, the list of words for each activity was not identical, but neither is my current state of mind. After a day and half of focused work with a large group of women leaders representing 27 districts across Southern California, I had a different perspective than I might on another day.

Looking at this list of four words today, I’m reflecting on what resonates with my leadership and learning world.

My leadership vision is to provide equitable learning opportunities for student and adult learners. After attending a two-day workshop with the National Equity Project, getting to know my colleagues through an equity lens, and really reflecting on my unearned advantages and disadvantages, equity is more important to my leadership work than every before. I believe I will continue to be driven by this core value until I know that each and every student receives a quality education that sets him or her up for success in life.

Integrity resonated with me today more than “trustworthiness”, which was in my top ten list of words. I respect leaders who do what they say they will, who follow through, who are morally just, and who are honest. I still believe that trust is a critical factor in building relationships, which build a positive school culture. However, when it comes to transformational leadership, integrity is what drives me and what I seek out in colleagues and mentors.

I know that empathy would not have been on this list had I done this activity 10+ years ago. It is only as I get older, more experienced, and possibly a little wiser (lol!), that I know how important empathy is to my leadership. Due to my life experiences, which are very different from that of the students I serve, as well as many of the colleagues with whom I work, I cannot speak from experience about certain situations. However, I can have empathy, by listening to understand the feelings of others. Empathy makes me a stronger leader, one is more prepared to fight against inequities on behalf of students who may not have a voice, or alongside colleagues ready to take up the cause.

Creativity surprised me today! If I had to narrow this list to three, creativity would not have made the final cut. But I kept it in the top four after an interesting discussion I had in a small group during the Women in Educational Leadership Institute. After reading a short excerpt about Steve Jobs, and his unwillingness to accept mediocrity, my group and I discussed how often we, in education, are willing to accept programs and instruction that is mediocre, in favor of building or maintaining relationships. The more we talked, the more I realized how important it is for leaders to encourage educators to be creative, to get out of routines that aren’t serving our students.

As always, I appreciate the opportunity to take time to reflect. I think that every educator is a leader and that every leader should be able to share their core values. Our core values are what drives us to do what we do, say what we say, and be our authentic selves, no matter where or how we lead. IMG_2180

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Pay it Forward

This year has been a year of mentoring for me. I had the amazing opportunity to participate in the AASA More Than a Power Lunch series for Women Educational Leaders, where I received regular mentoring from a Superintendent across the country. I also facilitated an aspiring administrator program in my own district, where veteran assistant principals served as mentors to aspiring leaders.

These experiences have reminded me of the value of mentoring, at all stages in a career. They also highlight the importance of paying it forward. One of the best parts of education is that there is almost always someone who has walked a path before you, someone who can help you along the way. But that means that we need to be that person for those who come after us.

I have been an educator for 20 years, serving as a teacher, a peer coach, as assistant principal, a principal, and a director. I am blessed to have worked for a number of amazing leaders who became my mentors along my journey.

Recently two people approached me separately, on Twitter, asking if we could meet in person so I could share my leadership journey with them. On their own, each of these educator was seeking out mentoring and researching different leadership pathways. While few of us travel the same path, we can all benefit from talking to someone who has traveled before us. I was happy to meet with these educator and share the choices I have made to be the leader that I am today.

As a self-proclaimed introvert, I am not a fan of forced “networking” where a large group of relative strangers end up in a room together, forced to discuss a list of questions provided by yet another stranger. I much prefer to have personal, 1:1 conversations with other educators. This not only makes me less anxious in an awkward social situation, but it allows me to get to know someone at a much more personal level.

I would like to encourage all of my fellow educators to do two things this summer as you rest and relax and read:

  1. Reach out to someone whose career you admire, someone from whom you could learn, or someone you just want to get to know better. Schedule time to meet with him or her in person (or via video chat) and talk.
  2. Be open to others reaching out to you, seeking advice. We all have something to contribute and you never know when someone might benefit from an experience you are willing to share. Pay it forward.

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May ’17 Update

I read only 2 books in May, making my 2017 total 18 so far.

  • You Will Know Me by Megan Abbott – I’m not sure where I heard/read about this book, but it was an interesting, sad, mystery. Devon is a teen and an elite gymnast with aspirations and talents to make the Olympic team. This is a story about some of the harsh realities that families face to make a dream like that happen. The hit-and-run death of Ryan, a friend of the gym, turn their gym family upside down as people point fingers and tell lies to protect Devon’s chance for success. The story is told from Katie’s perspective and Katie is Devon’s mom, so it’s a unique point of view for the story. I found myself not liking many of the characters, but liking the story and racing to see how it ended.
  • Night School by Lee Child- I bought this paperback to read at the pool (since paper is easier to read than tablet in the sun!) and it was great to have on my Memorial Day weekend trip. Lee Child never disappoints! This was another flashback to when Reacher was still in the Army, and tasked with a secret mission in collaboration with the CIA and the FBI to find a missing thief. The thief ended up stealing ten nuclear bombs that were leftover from WWII. The story was fast-paced and international and a quick, fun read.
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Working with an Assistant

Today’s Time Management for Leaders Series post is about how leaders can work collaboratively with an assistant*. This is something I work on with new leaders who have come from a classroom teacher position, having never had an assistant before. This is an important transition for new leaders and if it’s done well, it can save you significant time.

*For the sake of continuity, I’m going to use the word assistant throughout this post. I recognize that different organizations may use other terms such as clerical staff, secretary, office assistant, or other terms appropriate to positions.

Everything shared here is predicated on the fact that a leader begins his or her new job by building positive relationships with staff members, getting to know individuals, their strengths, and their job descriptions and responsibilities. Once that work has begun, here are some tips for working with your secretary/assistant/ support staff to better manage your time as a leader. I must thank my current assistant who contributed her ideas for this post as well. I took time to ask her what advice she would give a new administrator to build a successful working relationship with his/her assistant.

  • Communicate expectations clearly: The foundation of a positive working relationship between a leader and an assistant is clear expectations. This means that you need to sit down with your assistant and review how you will, as a team, handle the following:
    • Walk-in parents who want to speak to you
    • Scheduling of appointments
    • What constitutes an emergency, when to interrupt any meeting, call me on the radio/ phone immediately, etc.
    • Maintaining your calendar (see Calendar 911 for additional tips)
    • Work load – what tasks does your assistant do daily, weekly, monthly, annually? What is the protocol if he/she is overwhelmed? What is the protocol if he/she has time for additional tasks?
    • Your signature (I always ask my assistant to keep all documents that need my signature in a folder and hand it to me at the end of each day. I sign items once a day, not any time someone randomly needs a signature.)
    • Comp time and days off – different offices handle comp time differently, so you want to make sure you are on the same page with requirements. Many assistants like to request days off the same time as their leader; be clear about your expectations with regard to time off and planning leave ahead of time
  • Regular meetings: Be sure to schedule regular meetings between you and your assistant so that you can:
    • Continue to maintain open lines of communication
    • Check in on upcoming tasks
    • Review work load and ensure that deadlines will be met
    • Explain any new tasks you need his/her help with
    • Review the budgets you oversee
    • Provide feedback on previously completed tasks
    • Support his/her professional growth
  • Basic tasks: New administrators are often unsure of what tasks are appropriate to ask of an assistant. Here are a few examples that my assistant shared with me.
    • Mail correspondence – open and distribute mail as needed
    • Memos/ Bulletins/ Letters – an assistant can prepare a rough draft to review with you in a regular meeting and he/she can finalize a draft for your review based on your feedback
    • Evaluations – prepare necessary paperwork and schedule reminders for staff as needed
    • Payroll/ Attendance – many assistants handle this directly
    • Travel requests – assistants can support you with travel plans and reconciling your travel reimbursement/ receipt review as required
    • Meeting preparation – assistants can schedule your meetings in specific locations, prepare sign-in sheets, agendas, name plates, copies for
  • Customer Service: Your assistant is the first impression people will get of you, your office, and your work. You want to ensure that your assistant is professional and welcoming and competent to represent you when you are not present.

What other advice would you give a new leader learning to work with an assistant? 

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Time Management for Leaders Series

Calendar 911

No More Inbox Ailment

Making Time for Classroom Visits

Organizing Resources to Share

 

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Things I’m Loving Friday, Volume 20

On Fridays I like to share the things that help me as a leader and a learner. Please join in by sharing what you are loving lately!

This week I was inspired by a recent #LadiesWhoLead Twitter chat led by Margie from ACSA. The chat was all about self-care, and how leaders build in time and habits to care for themselves in addition to those around them. These are some of my favorite self-care tips!

  • Meditation and Mindfulness: Ever since mindfuless was my word of 2015, I have worked to build habits that help me be more present. That has expanded into a daily meditation habit, supported by an amazing app- Headspace. A good friend gave me a subscription to Headspace for Christmas this year and it’s been an incredible gift! Not only does the app provide daily guided meditations, but you can select from a wide range of topics to focus on, from sleep to stress to pain management to anxiety. Meditation and mindfulness are important elements in my self-care routine.
  • Essential Oils: I have been using essential oils as part of my holistic health care for about 3 years now. I love opening my medicine cabinet and seeing entire shelves of little bottles of joy instead of processed, chemical-filled medications. I have two diffusers in my home and one in my office, so I can diffuse various oils throughout the day and night for relaxation, energy, motivation, or a sense of calm. I create oil concoctions that I apply directly onto my body to support pain management, stress, or general wellbeing. I also use my happy (mostly citrus-based) oils as a perfume and a quick pick-me-up by putting a drop in my hands and inhaling deeply. I’ve recently started a private FaceBook group, Educationally Diffusing: Essential Oils, to share my love of these amazing life-improving oils. If you are interested to learn more about what I use and why I love them, let me know!
  • Healthy Competition: Another part of my self-care routine that I’m trying to work on is regular exercise. This week I challenged two of my friends to a “Work Week Hustle” on FitBit. I knew that if I challenged them, I would up my daily step game to be competitive. I’ve gotten more steps this week than in the last few months!

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These are a few of the ways that I build in self-care to my daily routines. What do you do for YOU?

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Organizing Resources to Share

I’m continuing my Time Management for Leaders Series with a post that connects to one of my strengths, Input. In my post Using Your Strengths at Work, I wrote about my Input strength:

“People strong in the Input theme have a craving to know more. Often they like to collect and archive all kinds of information” (p.191, Rath & Conchie). I am a collector of words, ideas, books, articles, and information to be read and learned!

What does this have to do with time management, you might be wondering. I use my collector nature combined with my organization to save items I can share with staff at a later date.  Here are some examples.

  • Weekly Bulletin – As a principal, I always wrote a weekly bulletin that I emailed out to my staff. As a director who oversaw instructional coaches at all district sites, I also wrote a weekly update to them via a Google doc.  I think this ongoing communication is something important all site leaders should consider. This, however, can be time-consuming, especially if you want to include information beyond basic calendar reminders. Here is how I saved time in the long run.
    • I created a template for my bulletin that had all the basic categories I would include.
    • I would then use the template to create the next 2-3 weeks worth of bulletins, saved as the date of each week.
    • I would also create a Ideas draft of the bulletin to hold ideas that weren’t pertinent for the next few weeks, but that I didn’t want to lose.
    • My secretary would have access to these drafts and she would add the basic calendar and school reminders for the week. [The topic of how to work with clerical staff to manage your time more efficiently may come up later in this series!]
    • Throughout the week, as I was reading blogs, taking pictures around campus, or attending district workshops, I would add information to one of the bulletin drafts. Sometimes I would sit in a meeting and think, this is great information, but not something I need to share with my staff right away. These would go in the Ideas bulletin draft.
    • By the time Friday afternoon came around, my bulletin would usually only need me to finish writing my principal message or read it over for editing.
    • Creating 2-3 weeks at a time also saves time because you won’t have to spend time trying to find your notes from last week’s meeting to include.
  • Tags – I’ve written blogs before about how I flag emails or blogs for follow up, and then again when I discovered Pocket, a cool app that lets you tag and save items you’ve read online. Since then, I’ve continued to refine the way I archive information I think is worth sharing. I create tags that are meaningful to the people I would share information with. For instance, my tags might include: teachers, principals, coaches, math teachers, elementary teachers, etc. Other tags might include topics I want to search for later, such as: innovation, technology integration, authentic learning, personalized learning, coaching, etc. Because I am a voracious reader and I don’t want to forget what I’ve read, tags save me time when I am building a bulletin message, planning a professional development workshop, writing a blog or article, or sharing ideas with colleagues.

Are you a collector of information?

How do you organize and archive resources so they are useful to you? 

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Time Management for Leaders Series

Calendar 911

No More Inbox Ailment

Making Time for Classroom Visits

 

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Building teacher leadership capacity

When I was a new principal I was not good at building teacher leadership capacity. In fact, when I first became a principal, this idea wasn’t even on my radar. I did not have a clue that it was my responsibility to help develop teacher leadership in my staff.

Fast forward to my work as a district level administrators and I see the error of my ways. Teacher leaders are the backbone of any long-last initiative.

Yes, we need building principals to build trust, set the vision, and help people see the purpose of any new initiative. But after the initial cheer-leading and encouragement, the work falls to teachers. The people with boots on the ground, sleeves rolled up, doing the work every day with students.

Teachers will more often look to their peers when they are knee-deep in a stressful new learning situation. Teachers will call their department chair, their PLC leader, their site technology support (though I love George Couros’ blog about moving away from this!), and/or the colleague who teaches next door to them to seek advice and support.

Administrators often encourage strong teachers, those with natural leadership abilities, to become administrators. That is often the only leadership option for many teachers. But not all teachers want to leave their classroom full-time, and we shouldn’t want all strong teacher leaders to leave teaching positions.

So what are we doing, as leader, to build the capacity of the teacher leaders within our systems?

I’m currently leading a committee through the work of developing teacher leadership pathways. It’s exciting work because it’s never been done in a systematic way here, or anywhere else I’ve ever worked.  We are exploring a number of different options to provide more purposeful support that will develop the capacity of teacher leaders.

Our goals are to enhance the leadership skills of teachers currently serving in some teacher leadership capacity, and to develop leadership skills in teachers not yet serving in such a role.

I’d love to hear what your system does to build teacher leadership capacity.

 

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