“A collaborative approach to addressing the need for ...€¦ · “A collaborative approach to...
Transcript of “A collaborative approach to addressing the need for ...€¦ · “A collaborative approach to...
“A collaborative approach to addressing the need for highly effective leaders in urban schools in Bexar
County.”
Began as…
“A collaborative approach to addressing the need for highly effective leaders in rural schools in
surrounding counties in San Antonio.”
As well as…
Welcome and Introductions
• Find a partner from a different district
• Prepare to introduce
– Name
– District/School
– Years in leadership position
– One hope for our time together…
Agenda8:30 AM – 3:30 PM
• Introductions
• Bexar PREP Background/History
• Bexar PREP Overview
• Resources
• Feedback and the Johari Window• Mission-Vision-Values
• Organizational Culture and Change in Schools
• Leadership Framework
• Education Philosophy
• Next Steps
Background/History• Focus Group
– “What characteristics are essential to be effective in leading schools in urban areas?”
• Collaborative Approach– ISDs, IHEs, Trinity Principal Center, School Leaders Network
(SLN)
“A collaborative approach to addressing the need for highly effective leaders in urban schools in Bexar
County.”
Bexar PREP Overview
∙ There are approximately 16 participants from across the southern regional, San Antonio area selected to participate in Southern Regional PREP.
∙ Participants were selected by participating districts.∙ There will be a total of six pull-out days and one “Shadow a Principal for a
Day,” for a total of seven days. ∙ Meetings will be conducted in a variety of locations, including the district
offices, ESC-20, and schools in the San Antonio area. ∙ A campus principal will serve as a site mentor during the year.∙ Presentation skills, interview tips, & development of a Career
Advancement Portfolio will be addressed.∙ Instruction and leading in both rural and urban communities is a primary
focus.∙ Professional resources will be provided.∙ Participants will work with successful principals, professors, &
superintendents.
Bexar PREP Overview
• Review PREP brochure
• PREP priority concepts
– Read/Connect/Build Relationships
– Instructional Leadership/Instructional Focus
– Capacity Building/Shared Leadership
– Systems – Implementing/Aligning
– Aligning Vision and Practice
• 2013-2014 Bexar PREP
Professional Resources
Creating Cultural Responsiveness: Case StudiesMcLeod
Transforming the Educational Experience of Young Men of Color College Board/ NOSCA
Entertaining an Elephant McBride
The Career Advancement Portfolio Irby
Welcome to Southern Regional PREP Cohort 1!
• With an elbow partner
–2 things excited about
–1 question you might have
–2 leadership lessons you’ve learned in your role.
Floresville ISDPleasanton ISDEast Central ISDLa Vernia ISD
“Now this is the law of the jungle-As old and true as the sky; And the wolf that keep it may prosper, But
the wolf that shall break it must die. The strength of the pack is the wolf and the strength of the
wolf is the pack.”
-Rudyard Kipling
Here are the norms:
• Listen with respect and interest
• Speak with candor
• No one’s comments will be challenged or argued
• Thoughtful reflection on others’ responses is okay
“My desk at school is neat and orderly.”
“My desk at school is utter chaos.”
What role does your desk work for you?
“I always do my best to accept constructive
feedback.”
“I rarely do my best to accept constructive
feedback.
How well do you accept constructive feedback?
“I give feedback to my teachers within 48
hours.”
“I give feedback to my teachers when I can get
to it.”
What is the most effective way to give feedback?
“We have a system in place for how we offer feedback to teachers”
“We do not have a system in place for how
we offer feedback to teachers”
What is a key to successful feedback?
Have you ever been part of a team where
everyone was completely open with one
another?
Quickly share with an elbow partner your answer and if yes, describe
what it was like?
Your Open Area is expanded vertically with self-disclosure, and horizontally with feedback from
others on your team. By encouraging healthy self-
disclosure and sensitive feedback, you can build a stronger and more
effective team.
A. Setting the Context
As we come together to build collective leadership and effective community change, we need to continue to deepen our relationships with each of our team members and discover new ways to work together. It’s easy to get to a comfortable point in a relationship with someone and stay there. Today, we’re going to see how you can go deeper with your team members (through a practice with your new PLC members).
B. Understanding the Johari Window
• Use Handout 5C for to complete this part. In addition, use the notes from the Johari Window Overview, list characteristics about yourselves that fall in each of the window’s four panes.
• Who would like to share out?
C. Sharing Personal Reflections
• Share with your table a story of a time you disclosed something about yourself and how that made you feel.
• Then, share a story about a time you gave feedback to someone else who had just disclosed something hidden.
• On the Johari Window Overview handout, use the second set of questions to guide your group through the deeper reflection.
D. Wrapping it Up
Any final questions?
What are some ways you might use what you learned from this exercise (or the Johari Window itself) in your lives?
Vision, Mission and Values
Stand up and find a new partner you have not talked to today.
Discuss your perspective on a campus vision, mission and values?
Goals and objectives should be written to measure the mission.
To know if an organization is accomplishing its purpose, there must be measures.
Vision statements also define the organization’s purpose, but this time they do so in terms of the organization's values rather than bottom line measures. The vision statement communicates both the purpose and values of the organization. For employees, it gives direction about how they are expected to behave and inspires them to give their best. The vision is how we want to
achieve the mission- what we want to create.
Vision
An Example from Business
The Vision Statement of Farm Fresh Produce:"To become the number one produce store in Main Town by selling the highest quality, freshest farm produce, from farm to customer in under 24 hours with 98% customer satisfaction."
The Mission Statement of Farm Fresh Produce:"We help the families of Main Town live happier and healthier lives by providing the freshest, tastiest and most nutritious local produce: From local farms to your table.
Mission:Drive advances in science, technology, and exploration to enhance knowledge, education, innovation, economic vitality, and stewardship of the Earth.
Vision: To reach for new heights and reveal the unknown so that what we do and learn will benefit all humankind.
“Great schools “row as one”; they are quite clearly in the same boat, pulling in the same direction in unison. The
best schools we visited were tightly aligned communities marked by a palpable sense of common purpose and shared identity among staff- a clear sense of “we”.”
-Thomas Lickona and Matthew Davidson
Does every teacher in your school have…
• the same vision of what constitutes great homework?
• the same vision for great writing process?
• the same vision for parental involvement?
• the same vision for what constitutes an AP student?
• the same vision for
discipline?
• Etc…
Table share
Discuss what you can do to help encourage the carrying on of your district and campus mission, vision and values?
What would be an immediate first step when you leave here today? Write it down.
Chalk Talk
Chalk talk is a silent activity. No one may talk at all and anyone may add to the chalk talk as they please. You can comment on other people’s ideas simply by drawing a connecting line to the comment.
How does this I Love Lucy scene apply to schools
and leadership?
What changes? vs. What does not change?
What has not changed/ doesn’t change in schools?
What has changed/changes in
schools?
A Shift in Fundamental Purpose(CT)
From a focus on
teaching…
to a focus on
learning…
From emphasis on
what was taught…
to a fixation on what
students learned
From coverage of
content…
to demonstration of
proficiency
41.6% Percent of 25-34 Year Olds in the U.S. Hold an Associate
Degree or Higher
Group Associate Degree or Higher
Asian 70.7%
Anglo 49%
African American 30.3%
Latino 19.8%
College Board
More Women Are Earning Postsecondary Degrees
than MenPercentage of Male and Female 25- to 34-Year-Olds with an AssociateDegree or Higher in the United States, 2008Source: U.S. Census Bureau, American Community Survey, 2008
Given the range of achievement and
persistence outcomes among high
school students and the various support
mechanisms that either hinder or foster
suchoutcomes, college opportunity and
successremain elusive for far
too many youngadults, particularly
young men of color.
Minority males holding an associate degree or higher:
Group Percent
African
American
26%
Native
American
Pacific
Islander
24%
Hispanic 18%
“Students in rural counties are less likely to attend college, and those who do are less likely to choose a four-year, private, or highly selective
institution, according to a recent report.”
Koricich’s study found that about 64 percent of rural students pursue postsecondary education, compared to nearly 70 percent of students
who live in metro areas.
What are your thoughts when reading this?
How does what we talked about earlier in regards to “change” align with these statistics?
And at the same time, over 25%of Latino men ages 25 and over in the United States have less than aninth-grade education, compared
to 7 percent of all males in the United States.
Share your list with your table.
What are some similar programs your campus has that gives students a platform to have a voice and
also prepare them for post-secondary readiness?
The Four Elements Of Change
Vision + Skills + Resources + Action Plan =
+ Skills + Resources + Action Plan =
Vision + + Resources + Action Plan =
Vision + Skills + + Action Plan =
Vision + Skills + Resources + =
Change
Confusion
Anxiety
Frustration
Confusion,
Anxiety,
Frustration
Next Steps…• Day 2 – Creating Cultural Responsiveness and
Perspectives on Leadership– October 29, 2015 @ESC-20 8:30-3:45
pm(Maverick/Real)– Photo opps
• Familiarize yourself with Dr. Kim McLeod’s book -Creating Cultural Responsiveness: Case Studies
• Brief your principal on your experience up to this point.
• Utilize your new PLC!• Exit – Share a new idea, aha, or insight.