School leadership that works...

If you are anything like me, you like to read blog posts. You enjoy reading what educators believe in, as well as the philosophies they are trying to share with others. What I enjoy even more, are the blog posts that provide concrete examples of how educators put their beliefs and philosophies into practice. This is what leads me to this blog post on leadership. As a new administrator, I have spent a great deal of time reflecting upon my leadership qualities, and the impact I am having on Poplar Bluff Junior High School. Here are my concrete examples of school leadership that work:

http://goo.gl/GPb6y

Being visible and present...

As a teacher this is something that meant so much to me, and now as an administrator I am seeing why. Teachers and students WANT AND NEED administrators to be visible and present. If that means you have to save your paperwork and other managerial duties until after school hours, then that is a sacrifice you need to be willing to make. Administrators talk quite often about being visible and present during passing time, during lunch, and during bus drop off and dismissal; it's time to stop talking about it and get to it. In my opinion, being visible and present are the most effective and powerful ways to change a school culture, so make time for it and make it a top priority.

Providing encouragement, support, and the occasional push...

Every educator has a difficult job, and as a result we all need a little encouragement, support, and the occasional push from time to time. As an administrator, it is absolutely critical that we establish an environment that encourages teachers to take risks, while supporting them in their failures as they grow, and giving the occasional push to keep them moving after a setback. At PBJHS, I set up a professional development blog that shares different beliefs and perspectives. I have also led technology integration sessions to help teachers enhance their classroom environment through technology. These structures provide the initial fuel for trying new things, but alone they are not enough. I also ask to be invited to observe when teachers try new things so as to help the teachers troubleshoot any issues or problems that may arise during the lesson. This helps me to continue learning, while also supporting the teacher in their push to try something new in their classroom. The more teachers who invite you to observe a new activity or lesson the better. If you are not receiving any invites or hearing from teachers who are trying new things, it's a safe bet they aren't trying anything new.

Leading by example...

I don't know everything. In fact, I don't know most things. In fact again, there is a lot about education that I don't know and don't understand. The learning process is a lifelong process, and in order for administrators to keep their staff growing and learning, we need to not only help provide the structures and opportunities for growth, we need to model professional learning and growth ourselves. I regularly attend conferences, I use Twitter, I have a blog, and I collaborate with educators from around the world on ways to improve and enhance my craft as an educator. This is absolutely CRUCIAL if you expect any of your colleagues to put their professional growth as a top priority. I share my growth with my colleagues through weekly emails and casual conversations. I lead a professional studies book club that encourages staff members to reflect and discuss their classroom practices in an effort to improve. Education is not an 8-3 job, and if we want and expect educators to continue growing and improving their craft, we need to lead by both sharing and showing that our learning never stops.

Being appreciative and thankful...

If I hear a positive comment about a teacher, I share it with the teacher. If I see something awesome in a classroom, I share it with the teacher. If I see a student do something nice or polite in the hallways, I recognize it in front of the student's peers. If a teacher or student helps out with organizing or planning something, I let them know how thankful I am for their hard work. I normally spend about 30 minutes 2 nights a week sending out positive emails to staff. Sometimes I receive a response, and other times I do not, but I do know that several staff members per week start their days off right by reading a positive email. As long as your appreciation and thankfulness are sincere, you will never have to worry about giving too much thanks and recognition. We all enjoy the occasional "thank you" email or talk, so make sure this is a priority and start filling the buckets of others!

What's your advice on school leadership that works...?