Follow-Up to School Culture A Look at “From Good to Great”

1. Follow-Up to School CultureA Look at “From Good to Great” Kenny Moles Title I School Improvement Coordinator

2. Essential Question • How do we as administrators help shape our school or district culture? • List two areas of school culture that you feel are exceptional at your school • List two areas of concern • What is the district’s role in shaping culture throughout the school or district? • How do your 4 areas lend themselves to hindering or helping to improve the academic performance of the students you serve?

3. The Highly Successful Administrator

4. Build Relationships Highly-Successful Administrators Comparison Administrators Are isolated and not a part of the family Converse with a few, specific set of teachers Allow barriers to relationship building to remain in place • Are part of the family • Are one of the leaders • Are truly collaborative • Build sound, enduring human relationships

5. Exhibit Professional Will & Personal Humility Highly Successful Administrators Comparison Administrators Avoid confrontation Relinquish beliefs Are resigned to helplessness Are easily & constantly frustrated Are heavy-handed & brash • Are fearless • Act as a buffer between school and external forces • Voice Priorities • Are humble • Are self-effacing • Are quick to praise others

6. Compelling Modesty Highly Successful Administrators Comparison Administrators Place blame Secretly seeks to be recognized as successful Demonstrate self-reliance on all matters Look to others for affirmation instead of formulation • Accept blame • Credit others • Are charismatic- which is to be “other-mindedness” • Minimize themselves • View personal success as “luck” • Establish leaders for the sustainability of greatness

7. Has Ambition for the Success of Their School Highly Successful Administrators Comparison Administrators Make decisions in the best of interest of themselves, not children Promote staff development only as a time filler Promote the accomplishments of their school for resume building purposes • Encourage Professionalism and Leadership • Value targeted and sustainable staff development • Strive to see the school be even greater after they’re gone

8. Unwavering Resolve Highly Successful Administrators Comparison Administrators Start out as seemingly driven, but hurdles such as the teachers’ union admonish their drive • Are relentless in working towards the school’s mission and vision • Are continuously involved with the primary operations of the school • Classroom visitations • Committee work • Grade-level meetings • Are persuasive • Are results oriented and communicate those results

9. “First Who…Then What” Highly Successful Administrators Comparison Administrators Resign themselves to the status quo Allow policies to restrain their efforts Do not articulate or foster a working climate that would set their school apart • Clarify their vision and expectations • Have difficult, yet professional conversations with “certain” staff members • Know that people alone are not the most important aspect, the “right” people are

10. Confront The Brutal Facts Highly Successful Administrators Comparison Administrators Limit thinking to a “inside the box” mentality Fail to let go of the uncontrollable as excuses Tend to stay within their comfort zone Fail to push others outside of their comfort zones • Study- everything about the school • Analyze and report on the data, the good and especially the bad • Work through sensitive challenges • Show that unwavering resolve to overcome the brutal facts

11. The Hedgehog Concept Highly Successful Administrators Comparison Administrators Fail to stay true to their passions Change directions rapidly and often Fail to identify the best of their respective schools • Know what the school does best • Know what your teachers do best • Know what drives the “educational engine” • Reject programs that detract from the engine • Exude passion for their school’s vision and mission • Model the way

12. A Culture of Discipline Highly Successful Administrators Comparison Administrators Express hope, not certainty Allows freedom as a way of avoiding the brutal facts and not for professional will Consistently stay in various stages of building their culture of discipline Changing directions • Build a freedom & responsibility based culture • Collaboration & Focus • Fill the culture with self-disciplined people • Establish clear expectations • Provide focused support • Adhere consistently to the hedgehog concept • Never forget the 3-circle rule

13. Questions?