Tagged: culture

Thinking Aloud

There are some great minds out there in different circles. Leaders and teachers doing creative things to explore and examine Who we are and Who we want to become. You just have to look at the steady stream of books being published about the importance of people, relationships, community and culture development in schools, and for life in general.

It’s all great stuff!

For inquiring minds, it creates time and space for contemplation and introspection. However, this is only where the seed is planted. The real growth happens when the germination of ideas breaks through the soil to reveal one’s conscious effort and energy to put words into action. Not only to learn more about Who we are, but to understand why we are the way we are.

It all starts with the notion of ‘Working From Within.’ We need to work on ourselves before we expect our culture or community to change. The climate of our culture, environment and community is a direct reflection of who we are as individuals.

Challenge: Over the course of a week, when chatting with people about a concern or issue do an audit on whether the person you’re talking to is doing one of two things:

  1. Looking at external factors or forces to explain or make sense of how things could be better; or,
  2. Looking within to explain or make sense of how things could have been handled differently.

There are many ways you can view the above circles depending on the situation and context.

How can we increase the circle of “What I say to other people,” in the way of honest feedback or challenging negativity without placing pressure or straining the relationship?

While all these books tell us to have radical candor, give feedback, be open and honest…. it’s all great stuff, it really is. In theory. In practice, when feedback is given or there is challenge, the reality is, that after such an interaction, things shift. In the end, we are human.

How can we truly express the things we want to say or more importantly need to be said with grace and honesty, in a way where others understand and the relationship deepens?

We all know of people who are forward and have a steady stream of consciousnesses. We all know of people, who live in their heads and keep it locked there. And then there is everything in-between.

Right now, it feels like (it is like) we are always skimming the surface. We talk a big game, yet we’re constantly traversing and balancing our weight on a tight rope filtering through these circles.

Is it just in schools that it is like this? A lot of us have never left school in the way of a being a student and then coming back as a work place. I wonder what it is like in the police force, hospitals, business firms, law office, construction site……….

It’s not what we say to people, it’s how we say it. Easy to say, more difficult to do.

Developing a culture starts with you. Parts to the whole. What is one thing you’re going to do to be true to your inner thoughts?

 

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Microcosm for Creating Change

Innovation, Agency, Empowerment are words that should not be used lightly. As professional educators, we believe with absolute conviction, that we can create the change we wish to see. As a School, we wish to challenge the purpose of report cards. Removing report cards would be an unwise and bold move to do all in one swoop. Therefore, we decided to explore this through a microcosm. To gauge whether our thinking, values and philosophy are in-line with being practical and realistic in terms of, if not report cards, then what?

A smaller and measurable scale needed to be the way forward, a pilot.

A microcosm!

In essence the definition of a microcosm is:

A community, place, or situation regarded as encapsulating in miniature the characteristics of something much larger.

We have created a microcosm, a small world where we have brought parents, teachers and students together to pilot a new initiative in PREP from March until June, of this year.

Our own inquiry into: How can we effectively provide meaningful, dynamic and timely feedback that causes thinking and promotes learning and growth together?

We invited parents to Look 4 Learning as an authentic opportunity to see learning in action.

Parents recorded what they heard and saw and then shared their discoveries, questions, concerns and connections. We weren’t telling parents what we do (that’s blind trust) we were showing them what we do everyday and who their child is at school, where they spend most of their day, and young lives.

As a school, we have gone through a grueling process of establishing expectations around report cards and how best to meet the needs of our community as far as a formal document goes. We keep simplifying and seeking ways to satisfy parents in terms of what they know and have experienced in their schooling life.

We explained to parents the ‘input’ (time) vs ‘output’ (impact) aspect of what is involved in the process of writing report cards. They got it. Great! They understood that the time it takes to write report cards, is time taken away from doing all the other things that has a positive impact on learning, without sacrificing the learning conversations, planning, pedagogy, data collection……… Report cards is a static point in time, let’s use dynamic ways (Seesaw) to document learning and provide feedback that encourages and support the learning process.

The idea around what does authentic feedback mean and how feedback should cause thinking become the focus of the conversation. How can we create a solid partnership between parents, teacher and student to develop shared goals where it is valued in the learning process become important too as the discussion evolved.

The power of partnering with parents and teachers led to a deeper understanding of the importance of creating a situation where ‘really’ knowing our students is central to what we hope to achieve everyday. Knowing where they are in their learning and planning for that process of what needs to happen inspires effort and attitudes towards learning which is incredibly motivating for all stakeholders.

Over the next 4 months we are going to put report cards on hold and pilot what we believe to be a more effective and meaningful approach in understanding our students as learners and provide balanced authentic feedback. We have developed six drivers to provide feedback to students and parents that promotes richer and deeper conversations about learning and our learners.

We will review and evaluate the effectiveness of this pilot in June with our parents. Where could this lead? We don’t know and we’re not meant to know just yet. We find that quite liberating and exciting!

Why do we have reports? We have to do and be better. If it is a formality to facilitate the process of a student moving from one school to the next, that’s not good enough. We can work around that. We’re in education! Our parents are with us. They are in with two feet and we’re open to see where this all goes.

We think we have the right balance between being authentic, informative and also ensuring a deep sense of accountability and responsibility in doing these things well.

Where did all this inspiration come from?

From Alan Atkisson and Sam Sherratt. They were the sun providing light and energy in us asking, Why and Who are we?

We accept the challenge to innovate, lead change and transform to impact and ripple out! Out of touch traditions and norms must be challenged and at-least a re-think should occur.

Who are we and who do we want to become?

The Amoeba of Cultural Change should be happening from, and out of, Education. We should be setting the scene for change and leading it. Education has been idle and mainstream for too long. There are some great things happening out there in schools. We need to connect and explore ideas together to reach a tipping point for others to follow, and then lead from the front. Walking the walk, now that is a school I want to be part of. We’re on our way!

Who are you in the Amoeba?

Where do you get your light and energy from to shake education up and try something new?

How do you cultivate change in your school?

 

 

A Mindful School (with 1 l)

What is a mindful School? Let’s narrow that a bit to satisfy our learning context…..

“What does a mindful School do to promote mindfulness?”

This can mean many different things and seeking clarity on defining this would be an inquiry worth exploring together as a School. For the purpose of bringing this even closer to the middle, what does this mean when thinking about prioritizing and synthesizing the things that should matter in School.

In essence, the below points was a process we went through in determining the Time Space Philosophy. What really matters and where should we be putting our intellectual energy?

Being mindful all boils down to having the capacity and wisdom to listen.

Never underestimate the power of listening. Recruiting and harnessing that power of listening has the potential to unlock a cornucopia of ideas, emotion and thinking. This process promotes a lot of soul searching by being introspective and extrospective. It allows us to listen to ourselves and the things (people) around us. We either get caught up in our own internal existence or other external forces…… and a lot of the time – both, depending on the situation.

How can we delineate between our ‘perceptions’ of what we think is happening, against the ‘reality’ of what is happening? And how does this distort our choices and actions in what drives and motivates us to do what is right, fair or ethical, with everyone and everything in mind? How can that mindfulness influence the things that matter or where our attention should be fixed on?

Listening.

Raw and honest listening, without fear or judgment.

Stumbling over this Philosophy still stands the test of time. These are as true now as they were when first written, all those years ago. Taking the time to connect again and recognizing my own growth (and failings) in these is such an invigorating and timely reminder about being true to our beliefs and values and why it is important to breathe life into them. For us, bringing them into focus again is important. We recognize that importance, so these can once again manifest and transpire in ways that create the best learning environment and conditions for teachers and students to thrive and flourish.

I just shared these with our Primary teachers, asking if anyone is interested in exploring these to examine what, how and why we do what we do. How seeking simplicity will bring us back to our purpose. And coming up with ideas to make these work effectively for our School community. The response was overwhelmingly positive and full of gratitude and appreciation.

This has now led us to use these to guide our own inquiry into how we can be and do better. Working from within, just as we do with students. After our Pi Mai break we are going to do an eight week inquiry into finding ways to take tangible action. Already some ideas are floating around such as having once a month Barbecues at School to socialize and interact…. another idea is that we create the timetable for next year…..and on and on.

We have no idea where this is heading or what the outcome(s) will be. And that is the exciting part. Having teachers feel united and lead an inquiry to plan and prepare for 2018-2019 is incredibly energizing and motivating!

Listening to the things that are important and then working together can only result in one thing. Developing a Culture of trust. A culture where people feel valued and respected to be part of the growing and learning. Being part of the decisions as everything we do ripples. Taking action that empowers us.  And having the fortitude and humility to listen to one another, because we know that is where the real power lies – inside all of us to create a mindful School! A School that we co-constructed together as we amplified voice and listened carefully.

How would these ripple out in your School?

What do you think about these as important elements in creating a mindful School?

  • The world is increasingly rushed, frantic and discordant. Most schools have become this way too, many of them even worse than the world outside their walls.
  • Nothing powerful, creative or innovative ever happens in a rush.
  • Allowing teachers and students to focus on “now” rather than always thinking about the next thing.
  • Removing as many things as you can from school calendars that have nothing to do withimproving learning.
  • Being strong in your beliefs when working with parents.
  • Being creative with the timetable – giving yourselves the time to be creative with the timetable – so that time is used effectively.
  • Fostering a culture in the school of making explicit connections between time and improving learning.
  • Making it unacceptable for school leadership to allow themselves to lose touch with how teachers use their time compared with how they use theirs.
  • Looking for opportunities to free up time, not fill up time.
  • Working continuously with school boards to help them see the difference between positive andnegative approaches to time.
  • Honesty about the role time plays in putting peer-to-peer relationships under strain.
  • Practical ways to remove administrative tasks that don’t improve learning.
  • Creative strategies to encourage a general sense of “slowing down”.
  • Recognising and celebrating mindfulness and its impact on behavior and learning.

7 Habits of Highly Collaborative Educators

totempollproject

Although meetings are a context for collaboration, they are not collaboration itself. It is totally possible for collaboration to exist without meetings, and it is also totally possible for meetings to exist without collaboration.

True collaboration becomes part of a school culture when educators are inclined to be collaborative. Not because they have been told to collaborate, but because they can see the value in it for learning.

This inclination to be collaborative involves a number of habits. Here’s my take on what 7 of them might be…

  1. Friendliness – Highly collaborative educators are basically friendly. They enjoy chatting with people, and this opens up a myriad of possibilities to enrich learning. Because they are friendly, other teachers like hanging out with them and this makes it much easier to work together. Pretty simple really.
  2. Being curious – Highly collaborative educators are naturally curious, always asking questions and always interested in what is going around them. This curiosity is infectious and invites other teachers and students to get involved. Curious people are more likely to stick their head into other classrooms, more likely to probe in order to find out what people really mean and more likely to take an interest in what other people think. They are learners and are highly aware of how much there is to learn from their colleagues, students and community.*
  3. Looking and listening for connections – Highly collaborative educators want to be collaborative and are, consciously or subconsciously, alert and actively seeking out connections and relationships with ideas, knowledge, talents, skills, thoughts, places and people. Because of this natural connectivity inclination, highly collaborative people become more receptive to coincidence, serendipity and good fortune that can make learning rich, complex and real.
  4. Continuing the thinking – Highly collaborative educators don’t switch their brains off when they leave the school campus and back on again when they arrive the next day. They’re still thinking late into the night, jotting down notes, sharing ideas on social media, reading blogs, contacting other educators and collaborating with a wide variety of networks. In addition, they generally like to share what they’ve learned with their colleagues over coffee the next day and don’t feel ashamed about “talking shop”!
  5. Putting learning first – Highly collaborative educators automatically generate more work for themselves by putting learning first, they can’t help themselves! When you put learning first, you remain open to all possibilities and are always keen to explore them further to see if they will have an impact on learning, and these possibilities frequently involve collaborating with other people.
  6. Making time – Highly collaborative educators do not allow themselves to use time as an excuse not to collaborate. If there’s an idea they want to share with a colleague, they make the time to talk to them. If someone needs or wants to talk with them, they make time to listen generously. If an idea demands more time to become fully developed, they make the time to work on it. Most importantly, they don’t wait to be told what time they can collaborate, they just do it instinctively.
  7. Making thinking visible – Highly collaborative people invite others to join them by putting their thinking “out there”. They are honest about what they think, they make crazy suggestions, they verbalise possibilities, they expose their vulnerabilities, they take public notes and draw visuals in meetings, they offer to help, they leave their doors open (or remove them), they stick post-its on the wall, they display quotes, they write, they share. Far from being about attention-seeking or self-promotion, these tendencies are all about looking for like minds, allies and the desire to be better educators.

Would you add more to this list?

Thanks to Chye de Ryckel for asking the question that prompted me to write this blog post!

*Thanks to Alison Francis for adding more to the Being curious habit.

Artwork: Totem Pole by Ken Vieth

 

Tapping into Talents

Traditionally our school had Grade-level Leaders with varying degrees of success. Basically, it wasn’t working. The role was more clerical and ticking boxes as opposed to empowering teachers and challenging them to work within to inspire others. Last year we moved away from this model and introduced a Primary Leadership Team with 4 key areas that were seen as timely priorities in the school. This model liberated our teachers and gave them permission to collaborate together….. yet there was still something quite tangible missing from both models.

Enter the HelixLeaders of Learning. The words ‘innovative,’ culture,’ and leadership kept emerging in our professional conversations. How are we going to align ourselves so what we say, do and value has meaning? It was time to think creatively of an approach that transcended all roles, positions and personalities. A new beginning was needed to build true unity and a positive and professional learning community that inspired us to offer our students something unique with a focus on ‘experiencing learning.’ People are people through other people – African ideology.

Helix Model – Leaders of Learning

The Helix is represented by 3 strands to help us determine the essence of what we wanted to emphasize and value in our school.

Strand 1: Leadership – Moving the school forward and impacting Teaching and Learning.

Strand 2: Innovation – Valuing creativity, inquiry and ideas that lead to meaningful action.

Strand 3: Who we are shared inquiry – Developing a positive and professional culture that provides opportunities to empower.

Everyone in the Primary school was invited to ‘pitch’ their ideas, showcasing their talents and building a strong connection within and beyond our community. What was the outcome? A deep sense of excitement, innovative thinking and a sense of identity where Teachers and Instructional Assistants felt like they all had a voice. Together we had an opportunity to take authentic action in ways that spoke to our interests and strengths….. as teachers and as people. Our diverse and dynamic  skills, talents and knowledge led us to rethinking some old habits.

Our VIS Leaders of Learning – Helix Model

Makerspace – Allan is a boat builder and carpenter by trade. This allowed him to bring in his talents and create a makerspace culture beyond the classroom. Allan is working with our Lao sister-school in building a treehouse. He is also offering boys and dads workshops on the weekend.

Lao Home-School Partnerships and Learning – Linda has shown real interest in trying to understand why our Lao students underperform. She is conducting an inquiry into this through action research as a way to collect data and plan strategically on how we can better support our Lao students.

Peer to Peer Professional Learning and Collaboration – David has been plagued working in dysfunctional teams. His pitch was centered around on bringing people together and exploring ways to offer people time to observe others, plan goals and inquire into their own collaborative practice. This has been widely accepted and everyone is respecting the process of working and learning together. The Primary Team has embraced the importance of working beyond our immediate teams.

Challenge and Extend – Virginia is passionate about all learners. As a learning support specialist she wanted to explore the other end of the learning spectrum – the high flyers. She is inquiring into how to best challenge and extend students who demand to be taught differently. Virginia will be running workshops for our school community and is looking to connect with other teachers and experts worldwide.

Digital Citizenship – Missy and Graham are always on their devices. Made perfect sense to them to lead and inquire into Common Sense Media and how best to integrate this with daily use for our students and educating parents on how to find a healthy balance and be responsible users as ranging from digital natives to novice users.

EAL – Olivia is an advocate for EAL students. As our demographics change and with an ever increasing enrollment of Japanese, Korean, Chinese and Lao students as a school we need to prepare ourselves to adapt. Olivia is leading the way for our ‘Sheltered Instruction’ model to support our learners.

Mathematics – Jill and Olwen are numbers people. They are invested in the inquiry process of running a year-long maths inquiry throughout the school. Our shared central idea: “Exploring patterns and solving problems empower us to think mathematically” is bringing everyone together. Our conversations a centered and teachers are engaged by this initiative.

Language – Ian and Angie wanted to reveal their talents by developing and strengthening our approach to Language. They lead workshops for teachers and parents and have been pivotal in leading planning sessions with teachers. They have developed the ‘trident model’ of language.

Lao Culture Connection and Professional Learning – Mai, Noi and Lae are from our host-country, Lao. Having Instructional Assistants rise to this challenge proved to us as a school that we value our Lao host-country connection. Mai, Noi and Lae will be leading professional learning and goal setting sessions, connecting with a local teaching college where training teachers can experience practical training and they are planning Lao cultural experiences with teachers as part of our Who we are unit of inquiry. All Who we are units have a 4th line of inquiry which is connected to our host-country. This is an opportunity for us to take actions and service in our community which is lead by and through our Instructional Assistants. We are so proud of our Primary community. We have amplified ‘teacher voice’ and they are leading our school forward.

We believe we’ve have found the right ingredients when it comes to developing trust and deepening relationships because we have revealed and embraced talents (both unknown and known) to us. The power is giving people time and space to lead others. This has revolutionized and unlocked the power in ‘saying what we mean, and meaning what we say.’

This is just the beginning for us as a school. This is our inquiry to learn from. The mood is positive and people feel valued. It is an exciting time for us to develop a culture that cares, energizes and recognizes talents that goes beyond our school walls.

humble inquiry

humble inquiry

As I mentioned in my previous post I am moving to a new school….. this book has revolutionized every aspect of what I hope to achieve as we create positive change and consolidate on what works….. together. Especially, as we look more closely at the culture of the school.

There are many different personalities with different leadership qualities and styles. While a true leader may have to bend depending on the context, person/people or situation there should always be at least one thing that grounds your approach. I believe it is ‘The gentle art of asking instead of telling’ which should be something we attempt to develop as our craft.

For most of us we work in and with an inquiry curriculum, we need to also inquire too. The people we work with are just as important as the students we teach. They are! If we truly want the best out of people telling them will not create mutual respect or trust for open communication and collaboration. Asking builds relationships. Not only does asking build relationships, but it sharpens our IQ and EQ on what type of questions to ask which invite open dialogue.

Humble inquiry is intended to illustrate an attitude or provide specific questions that show interest and respect, which will stimulate more truth telling and collaboration. Humble inquiry is not a checklist to follow or a set of written questions – it is behaviors that comes out of respect, genuine curiosity, and the desire to improve the quality of the conversation by stimulating greater openness and sharing.

To put some of these ideas and approaches into action I am going to experiment with this by conducting a humble inquiry into who we are as a school and to mark a point on where we are in place and time as a school as we set goals and connect to our vision and mission. To take it a little further, I hope to use all the 6 transdisciplinary themes and through observations, conversations and humble inquiry I hope to gain a clear insight into who we are as a school with fresh eyes. If what I notice is the same as what people see and feel, then we have an opportunity to challenge, learn and plan ideas to implement change or improve on what we are already doing. This should make people feel part of the process, encourage opinion and amplify voice. I have no idea what this will reveal after such a process, but isn’t that the point of inquiry?

I will be using this to record the things I notice and hope to get teachers and students to also be part of this inquiry too. Let’s hope we can create the culture of listen first and then make sound decisions after with pure intentions to bring people together and help us be the best we can for our students and the people we work with and learn from.

6 week inquiry

 

Speaking your mind doesn’t mean being a…

 

Anatomy of Atherosclerosis

There is a misconception in life, and particularly in schools, that “speaking my mind” – or honesty – is a euphemism for being a bit of an arse. Either I don’t “speak my mind”, which must mean that I bottle everything up, conceal my true thoughts and never share what I genuinely think or believe, or, I feel like I can just go around being rude to people and make “speaking my mind” a kind of license to make all interactions highly personal and confrontational.

Both of these dichotomous positions are damaging to a school culture, and people who adopt them can be equally toxic in different ways.

Person A, the type who never “speaks their mind”, usually makes it clear to everyone that they have made a conscious decision never to “speak their mind”. With this constant declaration of self-censorship comes an implicit declaration of disapproval, judgment and criticism. It translates, basically, as “if I could speak my my mind it would be negative and I would tell you how useless this, that and they are”. The dangers of people like this are:

  • They do actually “speak their minds” in small circles of people, sharing their bottled up negativity with those people they have decided they can confide in, and forming little clots of people in the organisational flow. These clots, like real clots, cause all kinds of awful things to happen – others become wary or paranoid of them, good ideas or initiatives get blocked or people who excel at their jobs have their confidence chipped away at until they leave but the clot remains.
  • At times, opportunities arise for Person A to express themselves with anonymity, and this is like a dream-come-true for them. They feel liberated to “speak their mind” and unleash their thoughts onto people with no fear of having to take responsibility for their words or actually talk about or think it through with another human being.
  • Person A may often also just go about their business, interacting  only rarely with other people, but still walking around with their dark cloud hanging over them. People avoid them for fear of being caught in the storm –  dragged into a negative conversation that has the potential to ruin their day or forced to listen to toxic gossip. This sort of isolation does nobody any good… particularly as Person A is responsible for the education of young people.

Then, there’s Person Z, the one who has taken it upon themselves to educate everyone else by just being an a$#@%$#e. They shoot people down, they belittle people, they interrupt, they opt out of conversations that need to be had, they refuse to take part in any positive initiatives, they make the discussion of ideas personal, they see things only from their perspective, they struggle to focus on student needs rather than their own, they talk when people are trying to address a group, they criticize meetings or workshops that don’t quite live up to their high standards (which are rarely reflected in the way they teach!), they have stopped learning, they get angry about things that don’t really matter, they write people off and give them no chance of redemption… the list goes on.

Fortunately, schools are also full of People C, D, E, F, G, H… the people who occupy the grey areas. These people:

  • understand the value of exchanging thoughts, opinions and ideas
  • are able to discuss things without making it personal
  • are able to remain free of judgment
  • value open and positive relationships
  • are conscious of the effect of their attitude on others
  • can see the big picture by “zooming out” of situations
  • feel uncomfortable in gossipy situations
  • try to get along with everyone in a way that is not artificial, because they know it matters
  • give people the benefit of the doubt
  • are respectful listeners
  • are open-minded and ready to learn from any source
  • don’t sulk

I know these are all generalisations, so please don’t comment and tell me that! Instead, please think about whether Person A and Person Z exist where you work, how they affect your school culture and how we can move beyond such polarised behaviours. Until that happens, the potential for the evolution of schools may well remain in their hands.