Monday, July 31, 2017

Making a Great Display of Culinary Herb Plants

Last winter wasn’t the mildest but it was a good one for over wintering herb plants outdoors in the garden. Even herb varieties that are typically borderline hardy here in my growing region survived to put on a great show in the landscape this spring and summer.

A big part of that success is location and taking advantage of the various micro-climates that exist on my property even if the temperature variations, southern exposures, and favorable positions are only slightly better than other spots in the garden.

Front Garden

The payoff comes the following season when over wintered herb plants show their full potential and yield results that you don’t get from herbs that are grown as annuals. Over wintered plants grow larger, bushier, and often produce flowers. You’ll also get considerable leaf production that can quickly stock your herbal pantry.

Here’s a look at some common herbs from my garden that show what a difference it can make to shelter the plants through the winter and into additional seasons of growth:

Rosemary

Rosemary isn’t very hardy in my region, but when it survives the winter it will take on a tree-like appearance and become a very ornamental evergreen in addition to being a great culinary herb. It will also produce a profusion of attractive pale blue flowers that many gardeners have never seen in the garden.

Oregano

Oregano is a reliable winter survivor here in Central Pennsylvania and will spread nicely into a rounded mound of leaf growth to season pasta sauces and other recipes in the kitchen. During mid-summer the plant will be covered with tiny white flowers that bees and other pollinating insects can’t resist. The leaves are easily dried and stored to keep your homegrown oregano on hand.

Thyme

Thyme is a common and popular herb plant and this photo is an example of what a single plant can grow into within the space of a few years. It is a great ground cover that will offer a splash of color from the flowers that will completely cover the plants early each spring. This is a carefree herb that you can count on to over winter without fail.

Sage

Sage is hardier and more reliable than Rosemary but still not a guarantee to make it through a harsh winter on a consistent basis. But when it does survive you’ll wind up with enormous plants, plenty of leaves for cooking with, and a display of sage flowers. With all these leaves you’ll need to find new uses for sage such as including this herb in omelets, grits, and even breads for a unique flavor experience.

Bay Laurel

Bay Laurel is another one of my favorite over wintered herbs, but in this case you will have to bring it indoors for the winter if you want it to survive in cold weather regions. The reward will be a tree that will need to be pruned annually just to maintain it at a manageable size that can be moved from house to patio as the seasons change. The prunings will provide you with more bay leaves than you can use in the kitchen and save money on those expensive little jars sold at the market!



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3 Ideas For When You Outgrow Leadership

There are some organizations that are moving too fast for people, but there is also the opposite effect. A person’s growth can stagnate if the leadership is not able to push them forward.  This happens more often than you might think in education., with the “leader” being behind while the “follower” is accelerated.  It can lead to a frustrating situation for educators and is part of the reason why I have higher expectations of principals and superintendents in the sessions I lead.  If they are behind, they hold back all of teachers and students they serve. Their ripple effect can create extreme waves of negativity.

So what do you do if you feel you have outgrown your leadership to ensure that your own growth doesn’t stagnate?

Here are three suggestions that might help.

1. Find mentorship outside your organization. (online and offline)

One of the problems of “outgrowing” leadership is that you don’t know what you don’t know.  You feel that you have so much more that you could be able to do but do not necessarily know what is out there.  By finding mentors outside your organization, it can give you a different perspective of what is possible in your field.

I am a big advocate of developing leadership within your organization while also bringing in leaders from outside. This allows you to learn from people with fresh ideas that may not be your organization’s norm, but also still have the focus on developing within.  You can do this at a personal level.  Although you can learn from anyone within your organization, that “push” or new idea or focus from outside your organization can give you a new lens to look at things.  Just understand that if you are looking for a mentor to push you, get ready to be pushed.

Just understand that if you are looking for a mentor to push you, get ready to be pushed. Some people crave growth but struggle when they are challenged in their own thinking.  If you are looking for advice and challenges, you don’t have to take it, but if you truly want to grow, you better be open to it.

2. Disrupt Your Routine

Although finding people to mentor you is much easier than ever with social networks being so prevalent in our world today, there must be an onus on you to create your opportunities as well.

Start a blog.

Write a book.

Jump into a fitness group.

Take a class that is outside the field of education or read a book that you wouldn’t normally read that might give you a new perspective.

Do something you wouldn’t normally do that can lead to growth in other areas that aren’t necessarily in your field but may give you different perspectives.

Create your own disruption before someone comes along and does it for you.

3. Leave

This is the hardest advice for someone to hear, but it is also the most honest.  If you feel that you are in a place that you are stagnating, eventually it could lead to you being miserable in what you are doing.  This will not only impact what you do professionally but eventually could hamper your personal life.  Sometimes we have to make these tough choices in our lives, but they are just that; choices.  Don’t waste a gift you have in a place that doesn’t recognize or utilize it.

It could be the hardest thing you ever do, but it could also be the best.


I saw a video with motivational speaker Grant Cardone recently and he said something to the effect of, “You are either going up, going down, or in the same spot, but if you are in the same spot, you are going down.”

We need to recognize when we become stagnant and find ways to push ourselves even when we feel alone in what we do.  Find a way.

Source: George Couros



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3 Ideas For When You Outgrow Leadership

 “No matter how well trained people are, few can sustain their best performance on their own. That’s where coaching comes in.” Atul Gawande

There are some organizations that are moving too fast for people, but there is also the opposite effect. A person’s growth can stagnate if the leadership is not able to push them forward.  This happens more often than you might think in education., with the “leader” being behind while the “follower” is accelerated.  It can lead to a frustrating situation for educators and is part of the reason why I have higher expectations of principals and superintendents in the sessions I lead.  If they are behind, they hold back all of teachers and students they serve. Their ripple effect can create extreme waves of negativity.

So what do you do if you feel you have outgrown your leadership to ensure that your own growth doesn’t stagnate?

Here are three suggestions that might help.

1. Find mentorship outside your organization. (online and offline)

One of the problems of “outgrowing” leadership is that you don’t know what you don’t know.  You feel that you have so much more that you could be able to do but do not necessarily know what is out there.  By finding mentors outside your organization, it can give you a different perspective of what is possible in your field.

I am a big advocate of developing leadership within your organization while also bringing in leaders from outside. This allows you to learn from people with fresh ideas that may not be your organization’s norm, but also still have the focus on developing within.  You can do this at a personal level.  Although you can learn from anyone within your organization, that “push” or new idea or focus from outside your organization can give you a new lens to look at things.  Just understand that if you are looking for a mentor to push you, get ready to be pushed.

Just understand that if you are looking for a mentor to push you, get ready to be pushed. Some people crave growth but struggle when they are challenged in their own thinking.  If you are looking for advice and challenges, you don’t have to take it, but if you truly want to grow, you better be open to it.

2. Disrupt Your Routine

Although finding people to mentor you is much easier than ever with social networks being so prevalent in our world today, there must be an onus on you to create your opportunities as well.

Start a blog.

Write a book.

Jump into a fitness group.

Take a class that is outside the field of education or read a book that you wouldn’t normally read that might give you a new perspective.

Do something you wouldn’t normally do that can lead to growth in other areas that aren’t necessarily in your field but may give you different perspectives.

Create your own disruption before someone comes along and does it for you.

3. Leave

This is the hardest advice for someone to hear, but it is also the most honest.  If you feel that you are in a place that you are stagnating, eventually it could lead to you being miserable in what you are doing.  This will not only impact what you do professionally but eventually could hamper your personal life.  Sometimes we have to make these tough choices in our lives, but they are just that; choices.  Don’t waste a gift you have in a place that doesn’t recognize or utilize it.

It could be the hardest thing you ever do, but it could also be the best.


I saw a video with motivational speaker Grant Cardone recently and he said something to the effect of, “You are either going up, going down, or in the same spot, but if you are in the same spot, you are going down.”

We need to recognize when we become stagnant and find ways to push ourselves even when we feel alone in what we do.  Find a way.



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2nd + Main by Create Properties in Mount Pleasant

On the corner of 2nd and Main Street is the new 226 residence building composed of 23 studios, 145 1-bedrooms, and 58 2-bedrooms. Vancouver based, Create Properties brings a unique vibe to their properties where you can live, work and play. This development will feature: a green roof for residents with garden plots and storage for gardening supplies, electric vehicle charging stations, four artist studios, bicycle stalls, 13000 square feet of retail space, and culture space.

This fabulous development is situated within walking distance to the Olympic Village, close to breweries and dining spots.

The post 2nd + Main by Create Properties in Mount Pleasant appeared first on Vancouver New Condos.



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Q9: How do you know who to hire? #askanadmin

Hiring is one of the MOST important things an administrator can do. These are the faces and philosophies that will spend the most time with those who are most important,  our students. I tell everysingleperson that I am about to hire that my goal is that our building should reflect more of them, rather than [...]

The post Q9: How do you know who to hire? #askanadmin appeared first on Love, Learn, Lead.



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Sunday, July 30, 2017

Equity At the Highest Level #SocialLeadia

It was a true honour to write the foreword for Jennifer Casa-Todd’s book, “Social Leadia“. Although I have already read it, I wanted to go through it again through Kindle and highlight some of my favourite quotes.  It is an amazing book to really promote important conversations on not only “digital citizenship” in schools, but going further to “digital leadership“.

What I love most about the book is how Jennifer seamlessly weaves in her thinking, the thinking of others, while also highlighting student examples and quotes.  This quote from Timmy Sullivan, a student at the time, is quite powerful:

“I have a radical concept for you, especially those of you who talk negatively about social media: Stop. Really. If you present social media as a positive space, as a place where students can express themselves and connect with professionals and other students, then that’s the type of learning you are going to see there.” — Timmy Sullivan

Sage advice from a student leading the way in his own learning, as well within his school.  No offense to Jennifer, but there is just something about when the quotes come from a student that makes them so much more powerful.  In my conversations with Jennifer, I know she would agree, hence the reason she wanted to highlight so many students throughout the book, and she weaves their narratives throughout the book masterfully.  It is a powerful read.

Jennifer also doesn’t shy away from some tough conversations throughout the book. This quote really resonated on why it is so important to give students opportunities to use social media within schools:

I know that out of the thirty students in any one of my classes, less than half have solid family support. Few sit down at a dinner table with their families each night, and some have so many other issues to contend with that creating a website that explores their passions, developing a positive online presence, or improving someone else’s life in person or through technology or social media is completely inconsequential. I am gravely concerned that if we don’t provide opportunities in all schools for all students to become digital leaders, we’ll have students at an additional disadvantage, especially if they don’t have digital access at home.

The equity conversation comes up often and I appreciate Jennifer addressing it.  Reading a comment from an educator recently, they had stated something that I have heard often; some of this use of technology will identify the “have’s and have not’s”. The tough conversation here is that ignoring technology and the opportunities it provides with our students truly address this long term or does it simply put our students in a tougher situation and make the divide much larger?

I address this very thing in “The Innovator’s Mindset“:

Another concern often voiced in response to innovative initiatives is that the new program or approach might create superior learning opportunities—opportunities that aren’t offered in another learning environment. If what’s best for learners is our primary concern, equity of opportunities will be created at the highest of levels, not the lowest.

Equity at the highest level, not simply equity, is something that we should always strive for in education.  Every student should have the best opportunities to learn in ways that will help them now and in the future.  The conversations that Jennifer brings up on her own throughout the book, as well through the experiences of the students she highlights in her books are ones that are necessary as we move forward.

Source: George Couros



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Equity At the Highest Level #SocialLeadia

It was a true honour to write the foreword for Jennifer Casa-Todd’s book, “Social Leadia“. Although I have already read it, I wanted to go through it again through Kindle and highlight some of my favourite quotes.  It is an amazing book to really promote important conversations on not only “digital citizenship” in schools, but going further to “digital leadership“.

What I love most about the book is how Jennifer seamlessly weaves in her thinking, the thinking of others, while also highlighting student examples and quotes.  This quote from Timmy Sullivan, a student at the time, is quite powerful:

“I have a radical concept for you, especially those of you who talk negatively about social media: Stop. Really. If you present social media as a positive space, as a place where students can express themselves and connect with professionals and other students, then that’s the type of learning you are going to see there.” — Timmy Sullivan

Sage advice from a student leading the way in his own learning, as well within his school.  No offense to Jennifer, but there is just something about when the quotes come from a student that makes them so much more powerful.  In my conversations with Jennifer, I know she would agree, hence the reason she wanted to highlight so many students throughout the book, and she weaves their narratives throughout the book masterfully.  It is a powerful read.

Jennifer also doesn’t shy away from some tough conversations throughout the book. This quote really resonated on why it is so important to give students opportunities to use social media within schools:

I know that out of the thirty students in any one of my classes, less than half have solid family support. Few sit down at a dinner table with their families each night, and some have so many other issues to contend with that creating a website that explores their passions, developing a positive online presence, or improving someone else’s life in person or through technology or social media is completely inconsequential. I am gravely concerned that if we don’t provide opportunities in all schools for all students to become digital leaders, we’ll have students at an additional disadvantage, especially if they don’t have digital access at home.

The equity conversation comes up often and I appreciate Jennifer addressing it.  Reading a comment from an educator recently, they had stated something that I have heard often; some of this use of technology will identify the “have’s and have not’s”. The tough conversation here is that ignoring technology and the opportunities it provides with our students truly address this long term or does it simply put our students in a tougher situation and make the divide much larger?

I address this very thing in “The Innovator’s Mindset“:

Another concern often voiced in response to innovative initiatives is that the new program or approach might create superior learning opportunities—opportunities that aren’t offered in another learning environment. If what’s best for learners is our primary concern, equity of opportunities will be created at the highest of levels, not the lowest.

Equity at the highest level, not simply equity, is something that we should always strive for in education.  Every student should have the best opportunities to learn in ways that will help them now and in the future.  The conversations that Jennifer brings up on her own throughout the book, as well through the experiences of the students she highlights in her books are ones that are necessary as we move forward.



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Friday, July 28, 2017

Accountability and Action Toward a Shared Vision

I had a chance to watch this Ted Talk from forward-thinking educator Ada McKim titled, “Why our students need to learn more about the world“. In it, McKim makes the contention that we spend a lot of time talking about our past, but conversations about our present need to be more of a reality in today’s classrooms. McKim also talks about the idea of “Purpose Based Learning”, and said something that stuck with me:

“When our students critically engage with current events and issues, and collectively craft solutions purpose will follow. And if you cannot  find that in the curriculum, I will guarantee that you will find it in the school’s mission and vision statements.”

The last part (in bold) sparked a few thoughts in my head:

  1. Who created the mission and vision statements for your school or district? (Hint…it should be built with your community, not in isolation.)
  2. Would your students actually know what it is?
  3. Where is it posted within your school?

Let’s talk about the first thought. If your “mission or vision statement” was not created by and with your community, it is something you are doing to people, not doing with people.  People are more likely to work towards a mission or vision statement if they have ownership in the creation.

To the second thought, if this is for the students, do the students a) have a say in it, and/or b) do they even know what it is?  Is the mission or vision statement made for the adults, or is it to serve the students? Too often, this is made for public relation purposes and little else. Not always, but far too often.

Finally, if this is to serve students, is it posted in places where students can see it and it promotes accountability to where we are going as a staff?  Would educators be comfortable with a student asking and pointing, “How does this fit in with this mission and vision statement?”, when it comes to things happening in classrooms?  If we cannot describe why in relation to the mission and vision statement, that what we are doing is important, is that a problem? Is this simply words on a piece of paper, or a website, or is this something we are truly aspiring to move towards?

By the way, if you make this FOR people, and you simply start posting it everywhere without getting community input, your mission and vision might as well be, “To ensure people continuously feel indignation towards leadership within their daily work.”  I have seen this practice done before with terrible results.

As Warren Bennis states:

Leadership is the capacity to translate vision into reality. - Warren Bennis

Is your “vision and mission” simply words on paper, or something that drives you (and your community) to continuous positive action?  This might be a tough question, but one that needs to be answered.

Source: George Couros



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Homemade Cherry Pie Filling

Homemade Cherry Pie Filling comes together in just a few minutes. Try a spoonful with your morning yogurt or spooned over a stack of fresh, crispy waffles for a delicious treat!

Homemade Cherry Pie Filling comes together in just a few minutes. Try a spoonful with your morning yogurt or spooned over a stack of fresh, crispy waffles for a delicious treat!

It’s that time of year when I started counting down the days until fall. Don’t get me wrong, I love the fact that the weather is warm enough for Elle to play outside for hours on end and swim until her tiny fingers turn into wrinkly little raisins, but Mama is hot and already craving pumpkin crunch cake and pumpkin roll.

It’s been downright swampy here in Ohio, but earlier this week, we got a little break from the heat and humidity and were graced with a 70° breezy day. It was blissful.

And I’m pretty sure it’s what fueled my craving for pumpkin desserts and my purchase of 2 new blanket scarves. I mean, can a Midwest girl really ever have too many blanket scarves?

However, two days later, I was back in sticky, humid, mosquito-y HELL.

(more…)

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Accountability and Action Toward a Shared Vision

I had a chance to watch this Ted Talk from forward-thinking educator Ada McKim titled, “Why our students need to learn more about the world“. In it, McKim makes the contention that we spend a lot of time talking about our past, but conversations about our present need to be more of a reality in today’s classrooms. McKim also talks about the idea of “Purpose Based Learning”, and said something that stuck with me:

“When our students critically engage with current events and issues, and collectively craft solutions purpose will follow. And if you cannot  find that in the curriculum, I will guarantee that you will find it in the school’s mission and vision statements.”

The last part (in bold) sparked a few thoughts in my head:

  1. Who created the mission and vision statements for your school or district? (Hint…it should be built with your community, not in isolation.)
  2. Would your students actually know what it is?
  3. Where is it posted within your school?

Let’s talk about the first thought. If your “mission or vision statement” was not created by and with your community, it is something you are doing to people, not doing with people.  People are more likely to work towards a mission or vision statement if they have ownership in the creation.

To the second thought, if this is for the students, do the students a) have a say in it, and/or b) do they even know what it is?  Is the mission or vision statement made for the adults, or is it to serve the students? Too often, this is made for public relation purposes and little else. Not always, but far too often.

Finally, if this is to serve students, is it posted in places where students can see it and it promotes accountability to where we are going as a staff?  Would educators be comfortable with a student asking and pointing, “How does this fit in with this mission and vision statement?”, when it comes to things happening in classrooms?  If we cannot describe why in relation to the mission and vision statement, that what we are doing is important, is that a problem? Is this simply words on a piece of paper, or a website, or is this something we are truly aspiring to move towards?

By the way, if you make this FOR people, and you simply start posting it everywhere without getting community input, your mission and vision might as well be, “To ensure people continuously feel indignation towards leadership within their daily work.”  I have seen this practice done before with terrible results.

As Warren Bennis states:

Leadership is the capacity to translate vision into reality. - Warren Bennis

Is your “vision and mission” simply words on paper, or something that drives you (and your community) to continuous positive action?  This might be a tough question, but one that needs to be answered.



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How To Have Killer Meetings That Get Results



I recently read Death by Meeting by Patrick Lencioni. This book is a must read for any leader who wants to improve the quality of meetings in his or her organization. Every team could benefit from the insights shared in this leadership fable. 

The problem with meetings is that they are often boring, and they don't usually get the desired results. There are a couple of reasons this happens. I'd like to share some of what I learned from Lencioni's book and encourage you to read it if you would like to have killer meetings instead of death by meetings.

Two Problems With Meetings

Major Problem #1 is Lack of Conflict. But not the bad kind of conflict. NOT personal conflict. It’s the kind we have in the plot of a movie or novel. There is a problem to be solved. It drives the meeting forward in a narrative fashion. There is a story. There will be conflict between the ‘characters’ in the meeting, but we want it to be constructive conflict around important issues directly related to the problem. Conflict will result in better decisions. There will be ideological differences. Leaders have to help to create some of the urgency needed for a plot to be interesting. If meetings lack conflict, they are boring. And they basically result in people ‘hanging out’ together instead of solving problems together. Lencioni suggests three ideas leaders can use to help get meaningful dialogue started.

Hook Example - “We have a real problem with apathy. 50% of our students failed at least one class last year. We are all dealing with bored, disengaged students. We don’t want to see students coast through school and pay the price later. We aim for excellence here, and we aren’t getting excellence out of all our students.”

Mining for Conflict - Confront issues that need to be addressed. Don’t avoid them.

Real-time Permission - Let others know the conflict is good. “I’m glad we are having this discussion, even though it may be a little uncomfortable and force us to rethink our work.”

Major Problem #2 is Lack of Contextual Structure. When different types/purposes for the meeting are all lumped together in “meeting stew” with no distinction, the meeting goes all over the place. People talk to fill up the time but not toward a goal or purpose. The dialogue isn’t leading to a decision.

Lencioni presents several types of meetings, but I found two of these to be particularly useful in our school setting.


Type #1 Tactical Meetings - Issues of immediate concern. Most routine meetings should be tactical. They are very structured and includes the following elements:

Lightning Round - A quick, around-the-table reporting session in which everyone indicates two or three priorities for the week. It should take each team member no more than one minute to quickly describe what is on their respective plates. It sets the tone for the meeting.

Progress Review - Reporting of critical information or metrics. What are the key areas of progress either ongoing or established at the previous meeting? Limit metrics to just 2 or 3. Limit discussion of underlying issues here.

Real-time agenda - Once the lightning round and progress review are complete, the agenda is set by what everyone is working on and how the group is performing against its goals, not based on the leader’s best guess 48 hours before the meeting. There must be disciplined spontaneity here. What are the next steps? “Should we develop a more effective question for the common assessment?” “What are we going to do this week about the increasing Ds and Fs in our classes?” Stay focused on tactical issues that must be addressed to ensure short-term objectives are not jeopardized. Any obstacles to tactical issues must be removed.
Possible Obstacles: 1. Temptation to set an agenda. 2. Spending too much time on the lightning round. 3. Discussion about long-term strategic issues. Team member will raise strategic issues that will take the focus off the short-term topics (aka - doing real work together). There is a different meeting for the strategic issues. Any strategic issues brought up are added to the list of topics for the next type of meeting.
Type #2 The Monthly Strategic - The most important and most fun type of meeting. The team debates, analyzes, and decides critical issues that will affect the school/team in fundamental ways. The hardest thing will be having enough time. Issues will have to be limited to only the most important. In this type of meeting, members need to know in advance what will be discussed. Members must come prepared. Decisions must be made with good information, data, research, etc. Decisions are not made on anecdotal information alone. This meeting decides the team’s larger strategic plan and where the team is headed next. Again, fear of conflict can cause these meetings to be ineffective.

Closing

Meetings don’t have to be a waste of time. They can actually save time, because our results are better when our meetings are better. We can be proactive. Alignment saves time because we pull together instead of pulling in a multitude of directions.

A few other notes…

The meeting should always focus on the people in the room. What are we (these people) going to do about the problem? If there is a need to partner with others in addressing the problem, invite them to the next meeting.

Meetings generate energy when…

1. Teams brag about wins
2. Relationships are strengthened
3. The path forward is clear
4. Accountability focuses on the people around the table

Question: What other ideas would you share to have killer meetings? I want to hear from you. Leave a comment below or share your thoughts on Facebook or Twitter.


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Thursday, July 27, 2017

Sharing the Ups and Downs of Learning

This is a question I ask administrators all of the time:

Have you learned anything new in the past three months?

Of course, everyone nods their head in enthusiastic agreement.

I then follow up with this question:

Could your staff tell me what new learning you have done in the past three months?

The response is not as enthusiastic and often a hard “no”.

As administrators and educators, it is imperative that if you are asking people to struggle and learn new things in pursuit of growth, that you not only do it along with them, but they see you doing it.  When you are in a position of authority, it is easy for you to try and share that other people need to “take risks”, but do they truly feel as comfortable if they don’t see you have a willingness to do the same?

I recently had the opportunity to listen to a very forward-thinking AND forward-moving (these things do not always happen in conjunction) superintendent talk to his staff.  Although he had shared with his staff things that he believed were necessary to be accomplished as a community, he also shared where he had fallen short and where he needed to grow. I watched as his staff seemingly had this release of pressure on themselves when the “leader” of the organization was saying that he was willing to push himself to get better and has experienced bumps along the way, but still was moving forward.

Recently reading a blog post from an educator, the teacher referred to themselves as a “recovering perfectionist”, and how their own need for perfection had held them back from trying new things in pursuit of better opportunities for themselves and their students.  Schools are meant to be “learning organizations”, not simply “knowing organizations”.  Believing that all of the growth needed has already happened and we are where we need to be is dangerous territory for any organization, but especially schools. The most backward districts and schools that I have seen are the ones that think they have arrived, while the best ones I have seen, believe they have a far and endless way to go.

If you are wanting the people you serve to move forward, they not only have to see that you are moving forward as well, but should see your ups and downs along the way. This empowers while giving permission for them to not seek perfection, but continuous growth.  Humility and confidence are crucial characteristics in a leader and it is important for them to be able to share to those they serve, where they are going, where they have stumbled, and how they are getting back up, and why it is crucial they have done so.

Learning is a messy process, which is what makes it so powerful. Do not hesitate to share the beauty of this process to those your serve.  It will only help them to embrace the same beautiful messiness of the learning in front of them.

Risk

 

Source: George Couros



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How To Have Killer Meetings That Get Results



I recently read Death by Meeting by Patrick Lencioni. This book is a must read for any leader who wants to improve the quality of meetings in his or her organization. Every team could benefit from the insights shared in this leadership fable. 

The problem with meetings is that they are often boring, and they don't usually get the desired results. There are a couple of reasons this happens. I'd like to share some of what I learned from Lencioni's book and encourage you to read it if you would like to have killer meetings instead of death by meetings.

Two Problems With Meetings

Major Problem #1 is Lack of Conflict. But not the bad kind of conflict. NOT personal conflict. It’s the kind we have in the plot of a movie or novel. There is a problem to be solved. It drives the meeting forward in a narrative fashion. There is a story. There will be conflict between the ‘characters’ in the meeting, but we want it to be constructive conflict around important issues directly related to the problem. Conflict will result in better decisions. There will be ideological differences. Leaders have to help to create some of the urgency needed for a plot to be interesting. If meetings lack conflict, they are boring. And they basically result in people ‘hanging out’ together instead of solving problems together. Lencioni suggests three ideas leaders can use to help get meaningful dialogue started.

Hook Example - “We have a real problem with apathy. 50% of our students failed at least one class last year. We are all dealing with bored, disengaged students. We don’t want to see students coast through school and pay the price later. We aim for excellence here, and we aren’t getting excellence out of all our students.”

Mining for Conflict - Confront issues that need to be addressed. Don’t avoid them.

Real-time Permission - Let others know the conflict is good. “I’m glad we are having this discussion, even though it may be a little uncomfortable and force us to rethink our work.”

Major Problem #2 is Lack of Contextual Structure. When different types/purposes for the meeting are all lumped together in “meeting stew” with no distinction, the meeting goes all over the place. People talk to fill up the time but not toward a goal or purpose. The dialogue isn’t leading to a decision.

Lencioni presents several types of meetings, but I found two of these to be particularly useful in our school setting.


Type #1 Tactical Meetings - Issues of immediate concern. Most routine meetings should be tactical. They are very structured and includes the following elements:

Lightning Round - A quick, around-the-table reporting session in which everyone indicates two or three priorities for the week. It should take each team member no more than one minute to quickly describe what is on their respective plates. It sets the tone for the meeting.

Progress Review - Reporting of critical information or metrics. What are the key areas of progress either ongoing or established at the previous meeting? Limit metrics to just 2 or 3. Limit discussion of underlying issues here.

Real-time agenda - Once the lightning round and progress review are complete, the agenda is set by what everyone is working on and how the group is performing against its goals, not based on the leader’s best guess 48 hours before the meeting. There must be disciplined spontaneity here. What are the next steps? “Should we develop a more effective question for the common assessment?” “What are we going to do this week about the increasing Ds and Fs in our classes?” Stay focused on tactical issues that must be addressed to ensure short-term objectives are not jeopardized. Any obstacles to tactical issues must be removed.
Possible Obstacles: 1. Temptation to set an agenda. 2. Spending too much time on the lightning round. 3. Discussion about long-term strategic issues. Team member will raise strategic issues that will take the focus off the short-term topics (aka - doing real work together). There is a different meeting for the strategic issues. Any strategic issues brought up are added to the list of topics for the next type of meeting.
Type #2 The Monthly Strategic - The most important and most fun type of meeting. The team debates, analyzes, and decides critical issues that will affect the school/team in fundamental ways. The hardest thing will be having enough time. Issues will have to be limited to only the most important. In this type of meeting, members need to know in advance what will be discussed. Members must come prepared. Decisions must be made with good information, data, research, etc. Decisions are not made on anecdotal information alone. This meeting decides the team’s larger strategic plan and where the team is headed next. Again, fear of conflict can cause these meetings to be ineffective.

Closing

Meetings don’t have to be a waste of time. They can actually save time, because our results are better when our meetings are better. We can be proactive. Alignment saves time because we pull together instead of pulling in a multitude of directions.

A few other notes…

The meeting should always focus on the people in the room. What are we (these people) going to do about the problem? If there is a need to partner with others in addressing the problem, invite them to the next meeting.

Meetings generate energy when…

1. Teams brag about wins
2. Relationships are strengthened
3. The path forward is clear
4. Accountability focuses on the people around the table

Question: What other ideas would you share to have killer meetings? I want to hear from you. Leave a comment below or share your thoughts on Facebook or Twitter.


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Wednesday, July 26, 2017

Sharing the Ups and Downs of Learning

This is a question I ask administrators all of the time:

Have you learned anything new in the past three months?

Of course, everyone nods their head in enthusiastic agreement.

I then follow up with this question:

Could your staff tell me what new learning you have done in the past three months?

The response is not as enthusiastic and often a hard “no”.

As administrators and educators, it is imperative that if you are asking people to struggle and learn new things in pursuit of growth, that you not only do it along with them, but they see you doing it.  When you are in a position of authority, it is easy for you to try and share that other people need to “take risks”, but do they truly feel as comfortable if they don’t see you have a willingness to do the same?

I recently had the opportunity to listen to a very forward-thinking AND forward-moving (these things do not always happen in conjunction) superintendent talk to his staff.  Although he had shared with his staff things that he believed were necessary to be accomplished as a community, he also shared where he had fallen short and where he needed to grow. I watched as his staff seemingly had this release of pressure on themselves when the “leader” of the organization was saying that he was willing to push himself to get better and has experienced bumps along the way, but still was moving forward.

Recently reading a blog post from an educator, the teacher referred to themselves as a “recovering perfectionist”, and how their own need for perfection had held them back from trying new things in pursuit of better opportunities for themselves and their students.  Schools are meant to be “learning organizations”, not simply “knowing organizations”.  Believing that all of the growth needed has already happened and we are where we need to be is dangerous territory for any organization, but especially schools. The most backward districts and schools that I have seen are the ones that think they have arrived, while the best ones I have seen, believe they have a far and endless way to go.

If you are wanting the people you serve to move forward, they not only have to see that you are moving forward as well, but should see your ups and downs along the way. This empowers while giving permission for them to not seek perfection, but continuous growth.  Humility and confidence are crucial characteristics in a leader and it is important for them to be able to share to those they serve, where they are going, where they have stumbled, and how they are getting back up, and why it is crucial they have done so.

Learning is a messy process, which is what makes it so powerful. Do not hesitate to share the beauty of this process to those your serve.  It will only help them to embrace the same beautiful messiness of the learning in front of them.

Risk

 



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5 Questions to Ask Your Students To Start the School Year

Schools are about more than learning; they are about experience(s).  They help shape us in our present and future and those experiences stick with us long past our time as students.  Unfortunately, this can either shape us in a positive or negative manner.

I asked this question of educators recently:

(I encourage you to look at the responses from the original tweet.)

What you will notice is that in a lot of the responses, what people experienced as a student in the K-12 system, has helped shaped people today, whether it was from a negative or positive experience:

The experiences we have in school are extremely important and shape much of what we do today. Personally, a lot of what I do today was shaped both negatively and positively by my experiences in school, as it was by many others.

Because we all know that this has such an impact on the lives of our students both during and after their time in school, it is important that we think about what we do each day. Your actions this year could be what a student not only remembers for the rest of their life but shapes them long past your time.

In a video I often share in workshops students come back to talk to an educator at the end of their career, and one student shares this thought with their former teacher:

““I will cherish the impact you have had on my life forever.” Student

It is an extremely important job and that quote from a student is a humbling reminder of what educators do.

But what we need to understand as educators is that a student’s input in their own experience is paramount. The best way to show students that their voice matters is by ensuring you give them the opportunity to be heard.

Because of this, here are five questions to think about asking your students as you start off this school year to help shape their experience with you.

1. What are the qualities that you look for in a teacher?

We are quick to share our expectations of our students to our students, but do we give them the opportunity to share their expectations of us?  If students have been in school for a few years, the teachers that they have connected with the most obviously have had some impact.  I am not saying that you should change your entire personality to suit each child, but I think that understanding what they have connected with in the past would make a difference.

When students look back at their education career, they should not only be able to name one teacher that had an impact.

2. What are you passionate about?

What I do not want people getting mixed up with here is that I am saying, “Ditch the curriculum and focus on your students’ passions only!”  Knowing what a student is passionate about not only helps you bridge connection to their learning, but it also helps you bridge connections to them as human beings.

Years ago, we did a school-wide “Identity Day” (led by our awesome Assistant Principal at the time, Cheryl Johnson), where all students and staff would share one thing that they were passionate about in a display that people would be able to walk around. This process really made a connection for me as I would watch teachers connect much of the curriculum to what piqued the interest of the students, which made it much more relevant to them.  For example, if I loved sports, could you bring that into mathematics instruction?  It also helped see the empowerment in the students when they were passionate about something they were sharing, which made for much better relationships with our community.

3. What is one BIG question you have for this year?

Jamie Casap states, “Don’t ask kids what they want to be when they grow up. Ask them what problem they want to solve.”  Whether this is tied to your course or not is entirely up to you, but giving students the opportunity to stoke their own problem-finding/problem-solving abilities in your classroom is one that will only empower students while stoking curiosity.

Will Richardson talks about how important curiosity is to future success:

The most “successful” (and you can define that just about any way you want) people moving forward will be the most curious. The ones who are constantly asking questions. The ones who are always wondering “What if?”

Don’t just ask this of your students at the beginning of the year.  Ask them throughout. Check their progress, see if their question has changed, or if there are any ways you can support them.  Empower students to be the leaders of today, not only tomorrow.

4. What are your strengths and how can we utilize them?

If you are challenging your students (as you should be), at some point you will find their weaknesses. Far too often, we place too much emphasis on that throughout the year. By starting with students asking by what they are strong at, it will let students know you value their gifts, and that you are not there to “fix them” but to help them get better.

According to Psychology Today, there is growing evidence that focusing on strengths leads to more confidence, creativity, and happier lives (amongst other things), but do our students feel that we are there to fix them or to unleash their talents and gifts.  This is not to say that weaknesses don’t matter, but when you start with strengths, and tap into them, students (like staff) feel that you are not trying to fix them, but just make them better.

5. What does success at the end of the year look like to you?

The hard thing about this question is that students will often say what they believe the adults want them to hear. Maybe adding something like “outside of your grades” (no student wants to do poorly in your class or curriculum, whether they are interested or not), might help them think about something deeper that will last with them past their time at school. How you define and characterize success, could be different from me, as it could be for your students. Find out what their important measures are for this year and help them get to that point.

My success is not defined by you, nor your success defined by me. Yet helping students clearly identify what it means to them and how they can get there, can help them significantly not only in the school year, but build important habits that go beyond school.  Many (including adults) learn to identify successes through the eyes of others and often compare themselves.  This practice is not helpful and can lead to feelings of inadequacy. If we decide our own measures of success, feel comfortable learning from the successes of others as well, it puts us on a constant path of growth, while learning to focus with “the end in mind.”  This is important skill at any age, but it does not hurt to start this with our students.


These are not THE five questions, but just some ideas that might help you shape the year with your students. Obviously teaching at different levels will give you different opportunities with students, but no matter what you teach, it is important to listen to your students at the beginning of the year and ask for feedback to move forward, not only after they have left your care.

I would love to know what questions you would suggest to start off the year with your students and why it is important. An important way we can serve our students is by getting to know what works for them and moving backward from there. This research into the children in front of you is crucial to help create a year that they will not forget, but that can make a tremendous impact on them moving forward.

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