We recently developed this cultural assessment tool. It can be used to evaluate any situation at work (or even at home) that you would like to improve.
This is about finding what you value and what you can do to improve things. The form can be used to evaluate yourself, a situation or a challenging or particularly satisfying colleague.
Hooray and dismay.
In reclaiming her own integrity and future by resigning, a Florida teacher in the Orange County Public Schools (OCPS) made a powerful statement about our need to stop following leadership that doesn’t know how to lead. The teacher wrote:
“Florida’s startling attrition rate of 40% for educators [in the first] five years [of teaching] …. means my woes are shared by many. “OCPS Means Success” doesn’t mean squat if those measuring the success only recognize a specific brand of success, and continue to ignore the needs of their educators and students.”
Managers who fail to meet our basic human needs while hiding behind standards and data, have not earned the right to lead us. The current leadership structure may have role-based authority but they also must earn the trust and influence required to lead us. Of course, some educational leaders are doing great work at the nearly impossible task of meeting the changing needs of children, society and the imposed standards, but, clearly others are not meeting the needs of teachers and students.
Continue reading Learning Humane Self Leadership From A Teacher’s Resignation
We must improve our ability to deliver the goods and services we promise; leaders must add efficacy, efficiency and ultimately, quality of experience.
Improved performance of the team over time is the simplest measure of the quality of the team’s leadership.
Aggressive leaders can push their teams to high performance in the short run but will drive away the best contributors over the long run. Great leaders build teams and team productivity simultaneously by creating great experiences based in great performance. Continue reading Performance