Head & Board Taking Care of the School AND Each Other

1. Head & Board Taking Care of the School ANDEach Other

2. Introductions • You meet me • I meet you

3. I. Board Basics II. Foundation of Trust III. Sustaining a Montessori Culture IV. Golden Governance V. Resources

4. I. Board Basics Mission Governance Operations

5. School Community Board Responsibilities Parents Faculty & Staff Type 2 Strategic Type 1 Fiduciary Trustees Type 3 Generative

7. Board Structure Bylaws & Policies

8. Three Types of Boards • Ceremonial • Liberated • Progressive

9. Annual Board Documents • Annual Board Agenda • Head’s Goals & Objectives • Annual Committee Structure & Membership

11. Governance Conundrums 1) Heads hired by Board but they have to train and guide their boss(es) 2) Heads may have to enforce compliance, i.e. pay tuition, dismiss child 3) Heads are expected to run the school but have to devote 30% of their time caring for the Board 4) Heads often have to press the Board to evaluate and complete next contract. Others?

12. II. Foundation of Trust

13. Leadership Revisited Board & Head

14. Communication & Building Trust • Answer emails promptly • SILENT = LISTEN • 2 Ears and 1 Mouth Let’s look at 2 examples

15. Communication with an attitude

16. An Example of Miscommunication

17. Communication Good Procedures Thoughtful + Trust

18. Meetings – an often missed opportunity Discuss and list • 3 meeting characteristics you like • 3 that frustrate you

19. Perspective Taking

20. Recognition Must work both ways • Head to Board • Board to Head & Staff

21. Clarkson Montessori School “Terry, you have a call from the board chair on line 2.” “Hello, Terry. How was your weekend?” “Hi, Chris. I was just thinking that I can’t believe this is my fifteenth year at Clarkson. We’ve seen so much progress in a short period of time. What’s up?” “Terry, I heard at drop-off this morning that Leslie will be leaving after the holiday break. Is that true?” “Oh, yes. I probably should have brought it up last week when we had our weekly meeting.” “Terry, I cannot believe this. Leslie has been with us over 25 years, and is one of our most beloved teachers.”

22. Dawson Montessori Day School “Hi Pat. You all set for tonight’s board meeting?” “For sure. I will give my Head’s Report right after the Committee on Trustees Report, right?” “Yes. Oh, and one other thing, we will have an executive session right at the end, so you will be able to leave sooner. You deserve an early night. You’ve been working so hard to get this capital campaign up and running.” “Executive session? You never mentioned anything about that. Is something wrong?” “No, the board just wants to talk about your performance, and we feel that the dialogue will be more honest and robust if you were not in the room.”

23. Executive Sessions& Heads Voting

24. Board/Head Partnership “Great schools house outstanding faculty, but they are built through the strong leadership of solid head/board partnerships.”

25. How do the Board and Head do this in your school? III. Sustaining a Montessori Culture

26. Sustaining Montessori Culture • AMS Website • Monthly Newsletter • Heads’ Listserve

27. What is not Montessori in our schools?

28. For Head & Board • Develop your leadership • Support school mission • Promote professional development • Give Recognition • Do right • Care for the child

29. “When You’re a Parent and Board Member” “When Parents Complain — what’s a board member to do?”

30. Beyond our own Montessori Schools • Accreditation • Professional Development • Montessori Advocacy • Montessori in the National Agenda • Montessori Research • Technology

31. Accreditation Process Manual on Evaluation & Accreditation (2006 Edition) IV. Governance Manual on Evaluation & Accreditation (2011 Edition) II. Governance

32. Roles & Responsibilities Major recommendation – 2003 accreditation report “The fourth major recommendation is for all areas of the school to understand their roles and responsibilities. The leadership of the school and the Board have a deep understanding of this issue. The challenge is to change the culture of the faculty and parent body without losing their strong loyalty, generosity, and dedication. The change will take some time and may require some outside assistance from a facilitator along the lines of Dr. Robert Evans. Fortunately, the Board seems to be thinking strategically and can provide support to the administration.”

33. IV. Golden Governance

34. • Absolutely no surprises between the head and board chair! • Always work towards building trust among school constituencies, especially between the board chair and head of school. • Constant, regular communication between board chair and head is essential. With email, messaging, and cell phones, there is no excuse for lack of communication. • Board executive sessions (those that exclude the head) must be logical and anticipated by both the board and head, i.e. discussing head’s compensation, head’s goals, and head’s annual evaluation.

35. • Use the Committee on Trustees to help manage trustee behavior. This committee can be a good support to the board chair, particularly when it comes to helping best governance practices prevail. • Make provisions for and insist on succession planning for board leadership. • Make sure that the head shows appreciation for trustee time and energy, always remembering that they are volunteering their time. • Make sure that the board shows its appreciation for the work of the head and the staff.

36. • Keep all sensitive matters relating to governance, operations, and treatment of one another ethical and confidential. • • The Incumbent Rules: • It is incumbent upon the board chair and head to use the Executive Committee when sticky situations are beyond their purview. • It is incumbent upon the board chair to apprise the board as soon as possible when difficult situations arise beyond the scope of the board chair, head, and Executive Committee. • It is incumbent upon the head to keep the faculty and staff apprised as soon as practical of changes that affect the school.

37. V. Resources NAIS Jim Collins Richard Chait Patrick Lencioni

38. www.boardsource.org www.nais.org www.isminc.com www.amshq.org www.nysais.org www.iscachairs.org

40. Tomorrow’s Child Montessori Leadership

41. 3 Final Points . . . The Hs Hard Work Humility Humor

42. Handouts & Resources – Session 5 • 1.  “Golden Governance” • “Casa Dei Bambini” • 3.  “Recognition” • 4.  “30%. . . No. Really?” • 5.  “Whose Decision Is It?” • 6.  “Board/Head Partnership” (from NAIS) • 7. Slides from this presentation

43. Fostering Relationships Between Heads of School & Boards of Trustees