Learning event day 2

Romans 12:2 4-8

Be transformed by Gods renewing- God has placed me in this role not to hide my gifts away but to transform them. That being a leader is about stepping forward and showing others what God is doing.

If your gift is to lead do it diligently- v8 what a challenge!

My overnight reflections were mainly based on how:

* People read me and know far more than I think. 

* I need to take control of that and consider thoughtfully and prayerfully the change they will see when I return next week. 

* To find ways to be a better servant leader. 

* To focus on loving others, giving generously, to grow others.

This led to me creating some Emerging leadership goals

* to find ways to use key questions that I need to ask -to show vision is in practise and action within school

* to feel more confident to answer those questions with gods help and to find different sources when needed

* for both good teachers and great leaders questions are key!

We had a good conversation around if the position of leadership is a gift linking back to the thoughts we’d had yesterday about leadership styles and how these aren’t static.

I loved the summary that no matter what people’s beliefs are we are all People and leaders all under one God

Purpose of leadership 

One gift among many that we all possess. Being a headteacher, as with being a teacher, requires a constant balance of juggling different skill for the differing roles.

I think the analogy of it being similar to the Skills of the pilot- kubernesis is required.

Where you Can stand anywhere depending on what you are piloting

Sometimes one Pilot will do different things in different ways at different times.

Advocacy- to speak up on someone behalf

To advocate for others in the system- support

* parents (who feel anxious coming into office)

* staff

* pupils

Stand out vs stand up

Out -Behalf of school - this is what’s different about my school

Up- because it’s needed for others. Because it’s not right eg. Sen for the vulnerable

I was left pondering- Do we stand out for the right reasons? Do the right ways allow us to be out standing? How have we got to this point of schools competing for numbers on such tiny margins. Do we stand out for standing up? To advocate for all stakeholders at the right time. For those who have no one else. For sen, disadvantaged, for parents who are struggling. Should church schools be renowned for this?

As an individual myself and a few others discussed how we naturally feel more comfortable being the advocate  and providing support. Less comfortable with standing up and standing out. This language of standing was something we explored and was really interesting to think about within the context of school leadership:

• Somethings we Stand up for our values we stand up against those that conflic
• Stand with. 
• Stand up to. 
• Stand down when not right time - Wisdom to crucial to discern when that moment is.

Conscious leadership means making that choice.

Leading change

Kotter international provided some helpful insights:

1. Encourage others to see it’s needed 

2. You need a team who make change happen not hierarchical- coalition built not thrown together

3. Get vision (bus) right

4. Identify who buy in- not just slt. Teachers more powerful to demonstrate in culture of school

5. Identify who struggle and will put up barriers (not just about removing people)

Charles handy 3 type of people in change situations .

* grab flag and run behind you - easy

* stand in corridor and watch rush by 

* stand in front and get mowed down by change

6. Try small win- bank before big change. Build up credibility. Controlled and focused

7. Keep going in hard times. Not easy if worth having. There will be things that get forgotten in the process. Remember we have finite energy level- times of year no change because in survival (LIKE NOW!) September isn’t always the time to change, during year no more than 3 major changes. Workload suffers. Middle leaders vital in these times.

8. Stick- sustainable. From school management messages clear about what are you stopping. Tricky Judgement call to know when to stop if not having impact vs have been doing long enough to know? Values and how important it is make a difference to this.

I really like the idea of including White when RAG rating to include that not started yet rather than lots of red!

Monster, Villa & Thousand

Success requires:

1. Vision- lacking leads to confusion

2. Skills- when assumed then fails if can’t do and anxiety

3. Incentives- without slows down, not financial. Got to be worth it personally. Lip service. How plan going shared. Requires honesty 

4. Resources- without causes frustration including time

5. Action plan- without many false starts and no clarity for when start, and finish. Even if doesn’t work gets started!

Kubler -Ross

Process of grief is same for change

Denial of problem especially when new person comes in. Get it when feedback. Defence mechanism

Anger with self and others. Union member in meeting... resist change

Bargaining hope for postponing or delay, negotiation only do it a little bit. When others come up with change, adding BUT... make sure not killing others ideas. Normally time

Depression sadness and Regret with rose tinted glasses last year. Passive and mediocre 

Acceptable  bit of objectivity see it working else where- eg. Marking see others books

Engagement actively involved and looking forward 

Change of language indicates change of mindset. Teachers talking about research project shows that it is fully embedded in culture. They wanted to talk about it!  Change can be uncomfortable unless ready for it.

Handy- when do we change?  It was suggested that actually it is important we change before we need to! And this is where horizon scanning comes in (see day 1!)  

Choice do we go at B- too late already decline. Leads to crash

Brave choice to change at A just before peak. Results might dip during change. Have to keep going.

This is why it was suggested that in order to lead School improvement we should not be using figures on targets. This is a big culture shift for me. Something that I have been reading about recently and pondering for performance management next year. As part of a trust that still asks me to grade lesson observations this is something I think I will face push back on. But I think I do agree. Especially at my school where cohorts are so small and % can be fairly meaningless!

We are in a bizarre world where there is an expectation that results improve every year. The % of children who should be greater than average is also increasing which is just impossible!

Anything under 100 is hard for analysis - human factors too great. For my school that would be every piece of data we have! So important we really look into statistics and consider what they actually tell us.

In whose service are we making a change?

What’s the purpose?

Handling difficult conversations when others are enthusiastic but perhaps not on the same track as we as a leader are leading the team on.  I am not always sure how to use that enthusiasm. Got to ensure we are making use of everyone strengths...what are their roles?

Know own strength and surround self with other people who can do those things your not as good as. 

Who does what on your team?

What if next time we met the first question was:

Hello, what have been your 3 biggest failures since I last saw you?  (Saves blog post starting with this question for learning event 3!)

Growth mindset- If we don't acknowledge and learn from our mistakes we miss an opportunity to grow

Our default is to trust everything. If we don’t talk about failure we can’t trust. Trust comes from openness- being able to acknowledge the things that worked and what we learnt from those that didn't 

Can’t admit failure won’t change or improve!

Designing culture

Culture is the ethos that you live and breath. Culture is shared context. Culture is identity, equality and experiences.

Walking into a building and wanting to be there. Haberman

If you can’t buy into the culture I will set you free. 

Which comes first...

Leaders shaped by culture or do leaders change the culture?

When do you go snow blind and can’t see the school? I wonder if I am starting to reach that point. I can still remember my initial impressions walking into the entrance hall and the look of displays. Yet I have not changed some of them.  I think I am afraid of replacing it and it looking worse. I need to surround myself with those whose strength it is to provide high quality display and share inspiration for what it could look like.  

Not forgetting Visible leaders- standing up and standing out. I hope staff would say I am highly visable but tricky balance.

Language for engaged teams- Gordon Tredgold- I have to say this might of been one of my favourite parts of the 2 days shared.

Thank you- to individuals specifically not teams. Email powerful. X told me that you did Y thank you. Agenda item so regularly include.

What do you need from me to make that a success? Need to do this more!

Sorry my fault.- I hope I am willing to do this and know I have this year.

Do you have the capacity to do this now? Giving resources or create capacity.

What did we learn from this that we can use next time? Positives!

I have complete faith in you. Not delegation. Distribution - hard when doesn’t work! Don’t step in and do it!

What do you think?

How could WE do this better? We are the team.

Communicate staff information by email. Never manage by email. 10 line long max.

10000 hours to master.

Bureaucratic

- literacy structure etc

- rules created for comfort 

- hold account to standard

- discipline sees child as issue

Collegial

- experimentation

- high expectation

- reliance on trust and honesty

- answers lie with organisation/groups working together

- rewards 

- humour

- student voice not student listen. Empowered. Provide with budget.

Toxic

- students are the problem - do you want to talk about this in office. Have to confront 

- conversation always negative and focused on behaviour. Lowering stories. 

- people not communicating across different levels 

From looking at the questionnaires provided thankfully currently in a predominantly collegial setting. 

Educating for vision

How do we include... wisdom, knowledge and skills, hope and aspiration, community and living well together, dignity and respect.

Vision creation:

• Compelling
• Stretching
• Values based

Answer 3 questions

1- where are we going?

2- why should I come on the journey?

3- how are we going to get there?

Consult widely and decide. 

Big hairy audacious goal- BHAG

- clear

- finish line 

- tangible

- energising 

- no explanation needed

What can your school be the best in the world at...?

Resistance is essential. Need someone to push back. More than 6 people can’t make decision.

Who got different and better idea?

Who is the smartest person?
Don't surround yourself  with people who all agree!

Can only improve Human Resources

Everything else can get more or less. Can only change humans.

Directed, focused effort of free human beings.

Accountability  in this order...

1. Regulatory - have to do things

2. Market -who comes to your school, reputation

3. Professional- to each other

Forgiveness is part of accountability

Ephesians 4:32

Reflection- how can I take the school forward with a high hairy audacious goal. To think about something that is innovative and exciting. That brings people together where we are at. To focus on my vision for the school. That runs through the school. Making sure it is collegiate.

Visual learning walk- what are the symbols, what do we value? What can you see? Could Kelly come and do with me? Can’t see because snow blind. Do it at placement school.  

3 key reflections 

1) servant leader back in school

2) think about my impact as a leader and how people read me. To think about my values being reflected by how I act/say- what could our school be known as

3) what do I take a stand for- advocate for staff, pupils, families and how my values allow this leading to outstanding

On Monday as a leader I am going to... take the time to stop and pray, to be sustained, to serve others through a hard time. To make sure that in times of challenge I stop and think about how I lead us as a school to really on my values. To challenge myself and other leaders through the ethos outcomes questions and think about the tricky answers will be in advance.