tag:blogger.com,1999:blog-42846610389522827522024-03-04T21:49:29.919-08:00Ms Bee's PonderingsThis is my "hive of thinking". It's an assemblage where I store my thoughts, and reflections about my professional journey and new learning. Anonymoushttp://www.blogger.com/profile/18159336643865313262noreply@blogger.comBlogger86125tag:blogger.com,1999:blog-4284661038952282752.post-87863477457953240522017-07-22T18:07:00.000-07:002017-07-22T18:07:28.548-07:00Deep Learning Lab<div class="storify"><iframe src="//storify.com/MsBeenz/dll/embed?border=false&template=slideshow" width="100%" height="750" frameborder="no" allowtransparency="true"></iframe><script src="//storify.com/MsBeenz/dll.js?border=false&template=slideshow"></script><noscript>[<a href="//storify.com/MsBeenz/dll" target="_blank">View the story "#DLL" on Storify</a>]</noscript></div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-90749418316709002192017-07-13T02:39:00.000-07:002017-07-13T04:36:58.750-07:00Flashback... Do I Still Walk This? <div style="text-align: center;">
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<span style="background-color: white; color: #333333; font-family: "roboto" , "arial" , sans-serif; line-height: 17px;">I loved my cup that I received at the end of our first year! Yes... a coffee cup but it was personalised with a quote just for me. I loved the quote that was on it, even more so once I researched it and found Sir Ken's Blanchard's thoughts around collaboration. </span></div>
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<span style="background-color: white; color: #333333; font-family: "roboto" , "arial" , sans-serif; line-height: 17px;">Stating that "No one of us is as smart as all of us," Ken Blanchard teaches us three aspects of successful collaboration: </span></div>
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<span style="background-color: white; color: #333333; font-family: "roboto" , "arial" , sans-serif; line-height: 17px;">1. <b>Vision Alignment:</b> if you meet someone who wants to accomplish something, and you want to accomplish something, the experience is meant to be dynamic; </span></div>
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<span style="background-color: white; color: #333333; font-family: "roboto" , "arial" , sans-serif; line-height: 17px;">Don't let anyone limit your vision, if you want to achieve something go for it. Share your vision, align your vision with others and you are more likely to achieve it. This does make me question myself: how well aligned are we at school and how can I help to ensure that we are collectively on the same page? </span></div>
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<span style="background-color: white; color: #333333; font-family: "roboto" , "arial" , sans-serif; line-height: 17px;">2. <b>Learn from others:</b> rely on the different skills and experience people bring to the table; </span></div>
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<span style="background-color: white; color: #333333; font-family: "roboto" , "arial" , sans-serif; line-height: 17px;">Sometimes the most interesting collaborations occur when the people working together bring very diverse experiences and ideas. People bring different skills and different ideas to a collaboration. How do we ensure that the team's different skills and ideas are firstly, known, secondly acknowledged and thirdly, valued?</span></div>
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<span style="background-color: white; color: #333333; font-family: "roboto" , "arial" , sans-serif; line-height: 17px;">3. <b>The Why and the How:</b> "essence" and "form" are the two characteristics of a solid collaboration. The essence must come first. </span></div>
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<span style="background-color: white; color: #333333; font-family: "roboto" , "arial" , sans-serif; line-height: 17px;">The essence and form aligns for me a little bit to our beliefs/ principles (driven by values) and the practices. Blanchard suggests that if a group is driven by form they will be bitten by the essence. This is a bit like us - if we allow ourselves to be driven by practices, we will lose sight of the important stuff; our beliefs and principles. </span></div>
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<span style="background-color: white; color: #333333; font-family: "roboto" , "arial" , sans-serif; line-height: 17px;">Collaboration is a strategy to achieve our essence, our beliefs, our values. </span><br />
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<span style="background-color: white; color: #333333; font-family: "roboto" , "arial" , sans-serif; line-height: 17px;">We have 'found' each other at SPS because we all believe that education is changing and needs to change. We are here to give to education not to get from it.</span><br />
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<span style="background-color: white; color: #333333; font-family: "roboto" , "arial" , sans-serif; line-height: 17px;"><b><i>"Reach out to other people... Learn from other people... work with other people...."</i></b></span></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-80841974236564583462017-07-12T01:38:00.002-07:002017-07-12T03:58:22.130-07:00Learning to Lead: Flexible Communication<div style="background-color: white; color: #222222; font-family: RobotoLightNew, Helvetica, Arial, sans-serif; font-size: 16px; line-height: 1.4; margin-bottom: 10px; margin-top: 10px; padding: 0px;">
I am striving to become a flexible communicator that is observant and accepting of the differences of others and more aware of my own emotions and those of others.</div>
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I am working towards being able to demonstrate:</div>
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<li style="margin: 5px 0px 0px; padding: 0px 0px 0px 20px; position: relative;">the ability to recognise my own people style including the perspectives. </li>
<li style="margin: 5px 0px 0px; padding: 0px 0px 0px 20px; position: relative;">strategies to improve communication including the desired outcome of the conversation. </li>
<li style="margin: 5px 0px 0px; padding: 0px 0px 0px 20px; position: relative;">the ability to have a conversation using the Ladder of Inference</li>
<li style="margin: 5px 0px 0px; padding: 0px 0px 0px 20px; position: relative;">the ability to match mood to task in meetings</li>
<li style="margin: 5px 0px 0px; padding: 0px 0px 0px 20px; position: relative;">an understanding of the RUUM emotional intelligence model</li>
<li style="margin: 5px 0px 0px; padding: 0px 0px 0px 20px; position: relative;">capacity to build an action plan to improve emotional intelligence skills</li>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-51336905131076011552017-06-30T02:41:00.000-07:002017-07-12T02:46:10.167-07:00Well-Being<div style="text-align: center;">
<span style="background-color: white; color: blue; font-family: "robotoregularnew" , "helvetica" , "arial" , sans-serif; line-height: 23.1111px;">'It takes guts to do what a leader does, to make decisions and lead with values. </span></div>
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<span style="background-color: white; color: blue; font-family: "robotoregularnew" , "helvetica" , "arial" , sans-serif; line-height: 23.1111px;"><br /></span><span style="background-color: white; color: blue; font-family: "robotoregularnew" , "helvetica" , "arial" , sans-serif; line-height: 23.1111px;">So what values drive me to become comfortable with the uncomfortable? ...to raise the heat on myself and others?'</span></div>
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<span style="background-color: white; font-family: "robotoregularnew" , "helvetica" , "arial" , sans-serif; line-height: 23.1111px;"><span style="line-height: 23.1111px;">At the heart of what I do each day is "well-being". This includes ensuring that the whole team's well-being is being looked after and that we are collectively providing a culture of well-being in the school. By this I mean that everyone needs to feel safe, respected, supported and that we have developed an environment focussed on learning that is supported by everyone's preparedness to become risk taking learners. </span></span><br />
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<span style="background-color: white; line-height: 23.1111px;"><span style="background-color: transparent; font-family: "arial" , "helvetica" , sans-serif; line-height: 23.1111px; white-space: pre-wrap;">This is the culture that underpins school interactions and helps the staff, the children and their whanau to feel valued, safe and able to achieve.</span></span></div>
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<span style="color: black; font-family: "arial" , "helvetica" , sans-serif; vertical-align: baseline; white-space: pre-wrap;">Interactions (interventions, strategies, activities, relationships, planning and practices) need to be underpinned by the school’s culture and values. All staff need to be committed to the well-being of everyone on our site and visitors to the school should see our values in action within both the learning and social contexts.</span></div>
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<span style="color: black; font-family: "arial" , "helvetica" , sans-serif; vertical-align: baseline; white-space: pre-wrap;"><b><u>Positive relationships and school values are evident in the school’s:</u></b></span></div>
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<span style="color: black; font-family: "arial" , "helvetica" , sans-serif; vertical-align: baseline; white-space: pre-wrap;">- curriculum and operations</span></div>
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<span style="color: black; font-family: "arial" , "helvetica" , sans-serif; vertical-align: baseline; white-space: pre-wrap;">- leadership, resourcing and decision making - curriculum priorities and delivery</span></div>
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<span style="color: black; font-family: "arial" , "helvetica" , sans-serif; vertical-align: baseline; white-space: pre-wrap;">- pastoral care processes and systems</span></div>
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<span style="color: black; font-family: "arial" , "helvetica" , sans-serif; vertical-align: baseline; white-space: pre-wrap;">- interpersonal relationships and celebrations - professional learning programmes.</span></div>
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<span style="color: black; font-family: "arial" , "helvetica" , sans-serif; vertical-align: baseline; white-space: pre-wrap;"><b><u>Leaders as Role Modellers</u></b></span></div>
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<span style="color: black; font-family: "arial" , "helvetica" , sans-serif; vertical-align: baseline; white-space: pre-wrap;">Leaders are role models in their commitment to well-being and establish clear goals and expectations that ensure supportive environments for students. Mentors are well supported by the Senior Leadership Team and Team leaders in their social skill development work with children.</span></div>
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<span style="color: black; font-family: "arial" , "helvetica" , sans-serif; vertical-align: baseline; white-space: pre-wrap;"><b><u>Partnerships are key</u></b></span></div>
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<span style="color: black; font-family: "arial" , "helvetica" , sans-serif; vertical-align: baseline; white-space: pre-wrap;">Leaders and mentors work in partnership with each other, the children, parents, whanau, community and external agencies to promote student well-being. Students contribute to the review of school tone and well-being. Mentors collaborate to enhance student and staff wellbeing, through seeking and sharing knowledge of what works for all individuals.</span></div>
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<span style="font-family: arial, helvetica, sans-serif; white-space: pre-wrap;"> I am questioning my communication and my presence. This is something I want to work on. </span></div>
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<b style="color: red; font-family: arial; white-space: pre-wrap;"> What steps can I take as a leader to support the growth of a culture of well-being, coaching that just feels safe and supported? </b></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-89796105481539127242017-05-31T01:45:00.000-07:002017-07-12T01:47:13.072-07:00Pondering Powerful Learning....<span style="background-color: white; color: #495762; font-family: "arial" , "helvetica" , sans-serif; font-size: 16px;">Questions that I am asking myself at the moment.... How can I influence this in my role right now?</span><br />
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<span style="background-color: white; color: #495762; font-family: "arial" , "helvetica" , sans-serif; font-size: 16px;">1. How do we learn more powerfully – what does the learning process look like? </span><br />
<span style="background-color: white; color: #495762; font-family: "arial" , "helvetica" , sans-serif; font-size: 16px;">2. How do we build learner capability so that they can take greater agency over their learning? </span><br />
<span style="background-color: white; color: #495762; font-family: "arial" , "helvetica" , sans-serif; font-size: 16px;">3. How do we leverage technology so that it does make a difference? </span><br />
<span style="background-color: white; color: #495762; font-family: "arial" , "helvetica" , sans-serif; font-size: 16px;">4. How do we develop a curriculum that focuses on understanding as the outcome rather than remembering? </span><br />
<span style="background-color: white; color: #495762; font-family: "arial" , "helvetica" , sans-serif; font-size: 16px;">5. How do we develop innovation and ingenuity in our young people? </span><br />
<span style="background-color: white; color: #495762; font-family: "arial" , "helvetica" , sans-serif; font-size: 16px;">6. How do we assess understanding and the application of that understanding?</span><br />
<span style="background-color: white; color: #495762; font-family: "arial" , "helvetica" , sans-serif; font-size: 16px;"><a href="http://www.marktreadwell.com/presentations"><br /></a></span>
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<span style="background-color: white; color: #495762; font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><a href="http://www.marktreadwell.com/presentations">Mark Treadwell influencing my thinking...</a></span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-62845642162026749152016-12-22T13:17:00.000-08:002017-07-12T02:52:21.819-07:00Measuring What Matters...Term 2 last year had me pondering some of my thinking around measuring what matters. The recent exercise of pin pointing where our learners are currently at against the National Standards using an Overall Teacher Judgement has provoked a lot of discussion, debate and what I perceived, teachers own lack of confidence/trust in their ability to perform an OTJ.<br />
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Evidence = triangulation: observations, conversations, work samples. Assessment is often linked to more formal assessments such as running records, standardised tests and sweeping assessment tools.<br />
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Problem solving, critical thinking, social and emotional intelligence.<br />
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Timeliness of assessment is vital - what does this evidence tell us about our work as educators? What are we doing well? What could we improve on? How can we develop our teaching approaches to meet what the needs of the children are.<br />
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Misuse of evidence/ assessment comes from one off snapshots that do not always reflect the depth of thinking going on in the process of learning. It should not be about achievement but the progress that children are making. High achievers do not necessarily make steady progress.<br />
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It is important to ensure that we are not locked into a process of gathering data for data's sake. Strategy/knowledge stages, scores and curriculum achievement levels do not give enough of a story about the learning. Assessment needs to be ongoing and actively involving each learner. Assessment needs to be an integral part of the teaching and learning process.<br />
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"Teachers who use classroom assessments as part of the process of learning help ALL of their students do exactly what the most successful students have learned to do for themselves." - Thomas Guskey<br />
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<br />Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-76579661532983524312016-09-16T01:30:00.000-07:002017-07-12T01:30:23.182-07:00Urgent Vs Important<span style="font-family: Arial, Helvetica, sans-serif;">While ‘to do lists’ may still be a worthwhile activity, I have learnt recently that a better approach for me is not to think of it in terms of
time management but to realise it is task management. </span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">I have begun asking myself the following questions: </span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">- Is this really a necessary task? </span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">- Do I work on the band aid fix rather than looking deeper at the cause of problems </span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">- Why do I put off some tasks that I know are important but may be perceived as time wasting? (or
cause people to think I’m not busy) </span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">- Am I 'buffering' other people from their work because they have got themselves into trouble
or cannot manage their own tasks? </span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">- Am I working on certain tasks because they are a passion and if I do, are they the right pipeline tasks?</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Coveys “First Things First” habit is captured in his Time Management Matrix. Managing our task effectively means spending our time on things that are
important and not just urgent. </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Defining this difference has helped me to focus the use of my time: </span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">- <b><u>Important:</u></b> activities which have outcomes that lead to the achievement of your goals </span><br />
<span style="font-family: Arial, Helvetica, sans-serif;">- <b><u>Urgent:</u></b> activities demand immediate attention, and are often associated with the achievement of
someone else’s goals </span><br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaoVtwhdDFcCQodedQAb3_0zabuUONuGj1FU81XLC1oXbvPfghtMXhlMX7L9r4ZlknoStsL_GPJ3nTvTd0GWHE5K6AxHBZfThlJFHur7f5mRMshdxDV6nYo8TxH_eN8OAVWczR3PWUxOc/s1600/Screen+Shot+2017-07-12+at+8.22.49+PM.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="399" data-original-width="450" height="283" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaoVtwhdDFcCQodedQAb3_0zabuUONuGj1FU81XLC1oXbvPfghtMXhlMX7L9r4ZlknoStsL_GPJ3nTvTd0GWHE5K6AxHBZfThlJFHur7f5mRMshdxDV6nYo8TxH_eN8OAVWczR3PWUxOc/s320/Screen+Shot+2017-07-12+at+8.22.49+PM.png" width="320" /></a><span style="font-family: Arial, Helvetica, sans-serif;">I have often found myself spending a lot of my time on the urgent activities because these are the “squeaky wheels
that get the grease”. My attention is drawn to these because if I don’t deal with them immediately
they could have significant negative consequences on myself, or worse - others. </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">The Urgent/Important matrix helps me to think about when and how to prioritise certain tasks. It helps me to ignore my natural tendency to focus on urgent activities at the expense of
what is actually important.</span>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-65130518653037294992016-08-25T01:30:00.000-07:002017-07-12T03:54:02.778-07:00This! What Should We Focus On? Have You Watched This?<div class="separator" style="clear: both; text-align: center;">
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<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: large;"><b>What Skills are as important if not more so than knowledge for the 21st Century Mind in Action?</b></span></div>
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<span style="font-family: arial, helvetica, sans-serif;">Technologies are forcing us to change for the world that is constantly changing so what do we need to do to meet the needs of our learners in our schools?</span></div>
<ul>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">The hard, the soft, the metacognitive, the non-cognitive, the reflective skills...</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Curiosity... we are immersed in information. What are we asking? Challenging? Creating from this information? Engage through curiosity. Let them be sponges!</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Liberating human information - bring the perspectives and creative thoughts... (Gardiner)</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Take the initiative.... Commit to your learning and get others on board. </span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Make the mind public... collaborate... be open to change...</span></li>
<li><span style="color: #cc0000; font-family: "arial" , "helvetica" , sans-serif;"><b>Empathy</b></span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Practise the empathy... develop deep connections!</b></span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>The human economy... be human not a machine!</b></span></li>
</ul>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-65334869272104711312016-07-12T00:06:00.000-07:002017-07-12T01:31:58.578-07:00Dweck: Helping Every Child Fulfil Their Potential<div class="separator" style="clear: both; text-align: center;">
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<br />Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-82235886811199846362016-07-10T02:27:00.002-07:002016-07-10T20:36:35.312-07:00Informative|Transformative Leadership<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgad7pfGPb0l9sxO9-s5QKUnidMahBGgFYdMijNHlwUK3x99fulGgJtmFI_XNqK0dP8aHsOFHPuRgMe7K4-gIm4CKncflH8kNNV6fCbdeQxtAcGQePirXKKzIwdeUOVeroJQaNFefsBuZg/s1600/Screen+Shot+2016-07-10+at+6.55.11+pm.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgad7pfGPb0l9sxO9-s5QKUnidMahBGgFYdMijNHlwUK3x99fulGgJtmFI_XNqK0dP8aHsOFHPuRgMe7K4-gIm4CKncflH8kNNV6fCbdeQxtAcGQePirXKKzIwdeUOVeroJQaNFefsBuZg/s200/Screen+Shot+2016-07-10+at+6.55.11+pm.png" width="136" /></a><span style="font-family: "arial" , "helvetica" , sans-serif;">My latest read reminds me that there is definitely a powerful correlation between the purpose of leadership and the establishment of trust. To be totally transparent, leadership is about influencing others... this can happen at a <i>surface</i> or <i>deep</i> level...</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">The surface level stuff is referred to as informative leadership by Powell and Powell. It involves only surface influence and can be interpreted as manipulative and coercive. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Transformative leadership (deep level) creates a theme of relational trust and opens the door to teacher self-directed learning.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I keep thinking back to the feedback received recently and wondering what I can do to "repair" trust when it is low.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I see this feedback as another opportunity. It is the opportunity to repair 'damaged trust' as it is referred to by Powell and Powell. Ben also suggests that this might be a case of misreading the criteria. Regardless, I will take it as an opportunity to repair some mistrust...</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Typically, some of our staff believe that trust takes time. Others have committed to trust without question. Whatever our approach/ belief, there are times that we need to fix it... If I could have coffee with that #2, I would:</span></div>
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<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Apologise: authentically and sincerely</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Accept responsibility: Assume responsibility without passing blame. </span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Atone: make reparations that are directly linked to the situation</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Amend: Move forward: don't repeat the actions and/ or behaviours</span></li>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">My aim as a leader is to extend trust before it is earned... I want to send out the message that we are a team and that as a team we grow in competence, professionalism and our collective values...</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-35593021216039090852016-07-03T01:25:00.000-07:002016-07-10T01:27:16.881-07:00What does Trust Taste Like? <br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgZk8XEQetZOnHitKpKttwhYtwjfVUJ03qkAoRNkIbPxBVjQAZLf0Mgfyg-Od2Nfb5fBRBzVwj0Ow_fht7NWmXrhmj44_6VjfcsDX7DT5girLyejeLP4cirs9veINQs_8EpVDHxRDZ8Lok/s1600/Screen+Shot+2016-07-10+at+6.55.11+pm.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgZk8XEQetZOnHitKpKttwhYtwjfVUJ03qkAoRNkIbPxBVjQAZLf0Mgfyg-Od2Nfb5fBRBzVwj0Ow_fht7NWmXrhmj44_6VjfcsDX7DT5girLyejeLP4cirs9veINQs_8EpVDHxRDZ8Lok/s200/Screen+Shot+2016-07-10+at+6.55.11+pm.png" width="136" /></a><span style="font-family: Arial, Helvetica, sans-serif;">The title of this post is attributed to the book I am currently reading by William Powell and Ochan Kusuma-Powell. A timely read at the end of a term that has been contemplating relationships, trust and assumptions... </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">I am reading this "Teacher Self-Supervision" as a recommended text to help me evaluate where we are at with our teacher appraisal model. However, I have got stuck on the section that delves into "Trust"... </span><span style="font-family: Arial, Helvetica, sans-serif;">About 4 weeks ago (inadvertently, before things got busy) I asked a random selection of colleagues how much trust they had in me. The response included "unconditional trust" at the upper end. I included this in the measurement as I hoped to stretch people's thinking and understanding around trust. </span><br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjBG2fjjePwDnam2XgjSy5TOiRRCacGowaEzH6b-eFPxIFoE3uDfhELrwQGBsO8YC8NbbnSJRvsjKhXmuSQ6WfUaBxfhdaHPl981JXCJp8SJSbTOFXD7XEarGXhYBRl652Y8YbdQbE6AHg/s1600/Screen+Shot+2016-07-10+at+7.07.09+pm.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="90" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjBG2fjjePwDnam2XgjSy5TOiRRCacGowaEzH6b-eFPxIFoE3uDfhELrwQGBsO8YC8NbbnSJRvsjKhXmuSQ6WfUaBxfhdaHPl981JXCJp8SJSbTOFXD7XEarGXhYBRl652Y8YbdQbE6AHg/s200/Screen+Shot+2016-07-10+at+7.07.09+pm.png" width="200" /></a></div>
<span style="font-family: Arial, Helvetica, sans-serif;">The responses supported me in my leadership role and I felt somewhat affirmed in my role as a trusted leader. The comments were especially helpful and gave me feedback to think about and next steps to act upon. </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Needless to say, the wee outlier caused initial wondering followed by genuine curiosity... I would like to have a coffee with that person as their perspective could help me no end. </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Typically, we do not normally address "trust" unless something has broken it. It is not something that is given a great deal of attention until it is lost... Powell and Powell suggest that the absence of trust, particularly over and extended period of time can lead to "toxic organisational cultures". I have been trying to decide what this means for us as a new little school that is focussed on building our own culture... </span><span style="font-family: Arial, Helvetica, sans-serif;"> </span><br />
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<li><span style="font-family: Arial, Helvetica, sans-serif;">Is trust present enough for us as a staff? </span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Will we spot any emerging toxicity? </span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">What are we doing as a collective to grow a trusting working environment?</span></li>
</ul>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjXF1u9JPgK9GNRGQRB-o-VRXkSy9OjF7zZgSL-I27amU-gdFRXlheiTkwzpd3KjqcD2eIw_Y7jv60ZCdnGrZqccNXAn57eXsVJmjiMaKO66hoyctnlXNNa_lf1IfNTBMRUZInaoQGdE0w/s1600/Screen+Shot+2016-07-10+at+7.12.28+pm.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="220" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjXF1u9JPgK9GNRGQRB-o-VRXkSy9OjF7zZgSL-I27amU-gdFRXlheiTkwzpd3KjqcD2eIw_Y7jv60ZCdnGrZqccNXAn57eXsVJmjiMaKO66hoyctnlXNNa_lf1IfNTBMRUZInaoQGdE0w/s400/Screen+Shot+2016-07-10+at+7.12.28+pm.png" width="400" /></a><span style="font-family: Arial, Helvetica, sans-serif;">Powell and Powell talk to the fact that schools easily establish themselves as an "habitual culture of praise" which is obviously nicer than a culture of criticism and negativity. Having said that, the authors point out that both a culture of praise and a culture of judgement.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">It is often easier to see how criticism can contribute to a culture of mistrust but I now realise that this can also come from a culture that is dependant on praise. Both forms of feedback are evaluative and subsequently suggest some sort of hierarchical response. </span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">So, what does trust taste like? Trust is something we feel intuitively. Conversations can reflect trust especially when individuals disagree.... Their conversations are animated, reflective and cognitive. There are assertive words but no signs of aggression... People are prepared to be transparent and open with their thoughts, knowing that their colleagues are there to support/ challenge their growth. </span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">Powell and Powell refer to this kind of environment as "psychologically safe". My question (I'd love feedback on this one... ) Do each of us feel psychologically safe enough to venture out of our cognitive and emotional comfort zones on a daily basis?</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">My feedback survey elicited some interesting discussion around trust. Many of my colleagues felt that this was something you bring to the table and only when the trust is damaged or broken do you not trust. Others on my team felt that trust takes time... </span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">I was interested to read (Bryk and Schneider, 2002) that there are three types of social trust. These resonated with me because the discussions we have had around trust in our pockets could be classified into each of these "trust" criterion:</span></div>
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<ol>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Organic Trust: this trust does not come from prior experience. It is 'felt' rather than based on experience or reason. </span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Contractual Trust: the kind of trust you need in an 'expert' as in a builder or a plumber to get the job done that you can't. </span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Relational Trust: this trust recognises our dependence on each other. </span></li>
</ol>
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<span style="font-family: Arial, Helvetica, sans-serif;">The latter can lead to a sense of vulnerability and feelings of anxiety... The trust really unfolds when we remain vulnerable but do not feel anxious. </span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">Trust at Shotover will grow from respect, personal regard, competence and integrity..</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">My 'to do' items for term 3 that I think directly relate to developing and maintaining 'trust' in our school include:</span></div>
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<li><span style="font-family: Arial, Helvetica, sans-serif;">asking myself daily, how I can contribute towards building the culture of trust?</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">ensuring that 'trust' does not get lost in the 'busyness' of the school day. </span></li>
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<br />Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-20210759519241287222016-05-21T02:35:00.000-07:002017-07-12T02:36:13.029-07:00<span style="font-family: Arial, Helvetica, sans-serif;">We move into a big term where we are expecting people to raise their game in three key areas...</span><br />
<ol>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Their professional development and teaching inquiry</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Communicating learning </span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif;">Working through the complete cycle of concept. </span></li>
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<span style="font-family: Arial, Helvetica, sans-serif;">I am mindful that each one of these can be big so I think one of my key roles this term is to ensure that everyone's expectations are realistic, their workload is manageable and that the there is balance. </span></div>
<iframe allowfullscreen="true" frameborder="0" height="492" mozallowfullscreen="true" src="https://docs.google.com/presentation/d/1QLiOqsd3zmTmCJe-CX7VapwE1u3d7CqtYna8-YO22N4/embed?start=false&loop=false&delayms=30000" webkitallowfullscreen="true" width="640"></iframe>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-35668687448091229172016-04-14T19:13:00.000-07:002016-06-05T19:15:49.164-07:00Evaluating My Emotional Intelligence<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi5SomtnGGUBn7OYl0LJqvjdGph1DgVrDzZ3AbAFsA3H1-wVAfZokpkQEEzgZxlnvJZOiuTIvtoSwRJjLv4xpxLxudx2ZqmWg5C2rZBb7-P5uuXgqONdeSpxzXC7rPv9GYki5g8e3z-4p45/s1600/Screen+Shot+2016-04-03+at+1.57.32+pm.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi5SomtnGGUBn7OYl0LJqvjdGph1DgVrDzZ3AbAFsA3H1-wVAfZokpkQEEzgZxlnvJZOiuTIvtoSwRJjLv4xpxLxudx2ZqmWg5C2rZBb7-P5uuXgqONdeSpxzXC7rPv9GYki5g8e3z-4p45/s320/Screen+Shot+2016-04-03+at+1.57.32+pm.png" width="288" /></a></div>
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<span style="color: black; font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Total = 59</span></div>
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<span id="docs-internal-guid-80de9dcf-da0c-31d4-529b-a326b63178bc"><span style="font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Score Interpretation</span></span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhKESMas9VgJ8bBGJS0zd5E7E2ojpQt-T27JqFhohSzHTW3JlCJYsTKYSZ0dHX958SA_kwaKNOLw0WHhtY6-HKM3QTe65Cyx4NDaikvLWdArrLYl2pxhJ8p92mFi9nLzLthr51uOyaeRt4J/s1600/Screen+Shot+2016-04-03+at+1.49.35+pm.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="126" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhKESMas9VgJ8bBGJS0zd5E7E2ojpQt-T27JqFhohSzHTW3JlCJYsTKYSZ0dHX958SA_kwaKNOLw0WHhtY6-HKM3QTe65Cyx4NDaikvLWdArrLYl2pxhJ8p92mFi9nLzLthr51uOyaeRt4J/s640/Screen+Shot+2016-04-03+at+1.49.35+pm.png" width="640" /></a></div>
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<span style="color: black; font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;"><b><u>Self-Awareness:</u></b></span><span style="color: black; font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;"> </span><span style="font-family: "arial"; font-size: 14.6667px; line-height: 1.38; white-space: pre-wrap;">(Questions 1, 8, 11)</span></div>
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<span id="docs-internal-guid-80de9dcf-da0d-a3fb-bd02-7bc81da12457"><span style="font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Your score is 13 out of 15</span></span></div>
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<span style="color: black; font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;"><b><u>Self-Regulation:</u></b></span><span style="color: black; font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;"> </span><span style="font-family: "arial"; font-size: 14.6667px; line-height: 1.38; white-space: pre-wrap;">(Questions 2, 4, 7)</span></div>
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<span id="docs-internal-guid-80de9dcf-da0f-4fac-650c-681e1b838fdf"><span style="font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Your score is 11 out of 15 </span></span></div>
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<span style="color: black; font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;"><b><u>Motivation:</u></b></span><span style="color: black; font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;"> </span><span style="font-family: "arial"; font-size: 14.6667px; line-height: 1.38; white-space: pre-wrap;">(Questions 6, 10, 12)</span></div>
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<span style="color: black; font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Your score is 14 out of 15 </span></div>
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<span style="color: black; font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;"><b><u>Empathy:</u></b></span><span style="color: black; font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;"> </span><span style="font-family: "arial"; font-size: 14.6667px; line-height: 1.38; white-space: pre-wrap;">(Questions 3, 13, 15)</span></div>
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<span style="color: black; font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Your score is 12 out of 15</span></div>
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<span style="color: black; font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;"><b><u>Social Skills:</u></b></span><span style="color: black; font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;"> </span><span style="font-family: "arial"; font-size: 14.6667px; line-height: 1.38; white-space: pre-wrap;">(Questions 5, 9, 14)</span></div>
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<span style="color: black; font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Your score is 9 out of 15 </span></div>
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<span style="background-color: white;">This framework was developed by <a href="https://www.mindtools.com/community/BookInsights/EmotionalIntelligence.php" style="border: 0px; box-sizing: border-box; color: #0861a2; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: 700; line-height: inherit; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;">Daniel Goleman</a>. I am not at all surprised where I came out on the framework. When I read the description below I think it gives a fairly accurate description of me and almost reflects my quadrants in the HBDI. The fact that "Social Skills" is my lowest area reinforces my goal on developing my communication skills in my leadership role.</span><br />
<span style="background-color: white;"><br /></span><span style="background-color: white;">I asked Joe, Muireann and Darran to grade me using the same tool. These scores came out in the mid sixties. I will need to talk further with them about this. </span><br />
<span style="background-color: white;"><br /></span><span style="background-color: white;">The outline below of the framework and the test is <a href="https://www.mindtools.com/pages/article/ei-quiz.htm">from this site. </a></span></div>
<ol style="border: 0px; box-sizing: border-box; color: #333333; font-family: proximanova, arial, helvetica, sans-serif; font-stretch: inherit; line-height: 1.33em; margin: 1.11em 0px 1.11em 1.39em; padding: 0px; vertical-align: baseline;">
<li style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px 0px 0.83em; padding: 0px; vertical-align: baseline;"><div style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: 1.22em; margin-bottom: 1.11em; padding: 0px; vertical-align: baseline; word-wrap: break-word;">
<span style="background-color: white;"><span style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: 700; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;">Self-Awareness</span> – People with high EI are usually very <a href="https://www.mindtools.com/pages/article/developing-self-awareness.htm" style="border: 0px; box-sizing: border-box; color: #0861a2; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: 700; line-height: inherit; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;">self-aware</a><span class="plus_minus_span" style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"> <img class="add_to_plp add_or_remove_from_plp critical-load" data-id="3724" data-url="%2Fcommunity%2Fpages%2Farticle%2Fdeveloping-self-awareness.php" height="11" name="plusgrey" src="https://www.mindtools.com/images/tooltip/reading-plus-grey.gif" style="border: 0px; box-sizing: border-box; display: inline; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; max-width: 100%; padding: 0px; vertical-align: baseline;" title="Add to My Personal Learning Plan" width="11" /></span>. They understand their emotions, and because of this, they don't let their feelings rule them. They're confident – because they trust their intuition and don't let their emotions get out of control.</span></div>
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<span style="background-color: white;">They're also willing to take an honest look at themselves. They know their strengths and weaknesses, and they work on these areas so they can perform better. Many people believe that this self-awareness is the most important part of EI.</span></div>
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<li style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px 0px 0.83em; padding: 0px; vertical-align: baseline;"><span style="background-color: white;"><span style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: 700; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;">Self-Regulation</span> – This is the ability to <a href="https://www.mindtools.com/pages/article/newCDV_41.htm" style="border: 0px; box-sizing: border-box; color: #0861a2; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: 700; line-height: inherit; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;">control emotions</a><span class="plus_minus_span" style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"> <img class="add_to_plp add_or_remove_from_plp critical-load" data-id="577" data-url="%2Fcommunity%2Fpages%2Farticle%2FnewCDV_41.php" height="11" name="plusgrey" src="https://www.mindtools.com/images/tooltip/reading-plus-grey.gif" style="border: 0px; box-sizing: border-box; display: inline; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; max-width: 100%; padding: 0px; vertical-align: baseline;" title="Add to My Personal Learning Plan" width="11" /></span> and impulses. People who self-regulate typically don't allow themselves to become too angry or jealous, and they don't make impulsive, careless decisions. They think before they act. Characteristics of self-regulation are thoughtfulness, comfort with change, <a href="https://www.mindtools.com/pages/article/integrity.htm" style="border: 0px; box-sizing: border-box; color: #0861a2; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: 700; line-height: inherit; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;">integrity</a><span class="plus_minus_span" style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"> <img class="add_to_plp add_or_remove_from_plp critical-load" data-id="1105" data-url="%2Fcommunity%2Fpages%2Farticle%2Fintegrity.php" height="11" name="plusgrey" src="https://www.mindtools.com/images/tooltip/reading-plus-grey.gif" style="border: 0px; box-sizing: border-box; display: inline; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; max-width: 100%; padding: 0px; vertical-align: baseline;" title="Add to My Personal Learning Plan" width="11" /></span>, and the ability to say no.</span></li>
<li style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px 0px 0.83em; padding: 0px; vertical-align: baseline;"><span style="background-color: white;"><span style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: 700; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;">Motivation</span> – People with a high degree of EI are usually <a href="https://www.mindtools.com/pages/article/newLDR_57.htm" style="border: 0px; box-sizing: border-box; color: #0861a2; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: 700; line-height: inherit; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;">motivated</a><span class="plus_minus_span" style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"> <img class="add_to_plp add_or_remove_from_plp critical-load" data-id="563" data-url="%2Fcommunity%2Fpages%2Farticle%2FnewLDR_57.php" height="11" name="plusgrey" src="https://www.mindtools.com/images/tooltip/reading-plus-grey.gif" style="border: 0px; box-sizing: border-box; display: inline; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; max-width: 100%; padding: 0px; vertical-align: baseline;" title="Add to My Personal Learning Plan" width="11" /></span>. They're willing to defer immediate results for long-term success. They're highly productive, love a challenge, and are very effective in whatever they do.</span></li>
<li style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px 0px 0.83em; padding: 0px; vertical-align: baseline;"><span style="background-color: white;"><span style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: 700; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;">Empathy</span> – This is perhaps the second-most important element of EI. <a href="https://www.mindtools.com/pages/article/EmpathyatWork.htm" style="border: 0px; box-sizing: border-box; color: #0861a2; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: 700; line-height: inherit; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;">Empathy</a><span class="plus_minus_span" style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"> <img class="add_to_plp add_or_remove_from_plp critical-load" data-id="894" data-url="%2Fcommunity%2Fpages%2Farticle%2FEmpathyatWork.php" height="11" name="plusgrey" src="https://www.mindtools.com/images/tooltip/reading-plus-grey.gif" style="border: 0px; box-sizing: border-box; display: inline; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; max-width: 100%; padding: 0px; vertical-align: baseline;" title="Add to My Personal Learning Plan" width="11" /></span> is the ability to identify with and understand the wants, needs, and viewpoints of those around you. People with empathy are good at recognising the feelings of others, even when those feelings may not be obvious. As a result, empathetic people are usually excellent at <a href="https://www.mindtools.com/pages/article/good-relationships.htm" style="border: 0px; box-sizing: border-box; color: #0861a2; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: 700; line-height: inherit; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;">managing relationships</a><span class="plus_minus_span" style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"> <img class="add_to_plp add_or_remove_from_plp critical-load" data-id="1086" data-url="%2Fcommunity%2Fpages%2Farticle%2Fgood-relationships.php" height="11" name="plusgrey" src="https://www.mindtools.com/images/tooltip/reading-plus-grey.gif" style="border: 0px; box-sizing: border-box; display: inline; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; max-width: 100%; padding: 0px; vertical-align: baseline;" title="Add to My Personal Learning Plan" width="11" /></span>, <a href="https://www.mindtools.com/CommSkll/ActiveListening.htm" style="border: 0px; box-sizing: border-box; color: #0861a2; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: 700; line-height: inherit; margin: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;">listening</a><span class="plus_minus_span" style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"> <img class="add_to_plp add_or_remove_from_plp critical-load" data-id="265" data-url="%2Fcommunity%2Fpages%2Farticle%2FActiveListening.php" height="11" name="plusgrey" src="https://www.mindtools.com/images/tooltip/reading-plus-grey.gif" style="border: 0px; box-sizing: border-box; display: inline; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; max-width: 100%; padding: 0px; vertical-align: baseline;" title="Add to My Personal Learning Plan" width="11" /></span>, and relating to others. They avoid stereotyping and judging too quickly, and they live their lives in a very open, honest way.</span></li>
<li style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px 0px 0.83em; padding: 0px; vertical-align: baseline;"><span style="background-color: white;"><span style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: 700; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;">Social Skills</span> – It's usually easy to talk to and like people with good social skills, another sign of high EI. Those with strong social skills are typically team players. Rather than focus on their own success first, they help others develop and shine. They can manage disputes, are excellent communicators, and are masters at building and maintaining relationships.</span></li>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-18781658507615772512016-04-02T17:14:00.001-07:002016-04-02T17:20:39.415-07:00Thinking About Effectivenes<div class="separator" style="clear: both;">
<iframe allowfullscreen="" class="YOUTUBE-iframe-video" data-thumbnail-src="https://i.ytimg.com/vi/-sGsX9q0FqE/0.jpg" frameborder="0" height="266" src="https://www.youtube.com/embed/-sGsX9q0FqE?feature=player_embedded" style="clear: right; float: right;" width="320"></iframe><span style="background-color: white; font-family: "arial" , "tahoma" , "helvetica" , "freesans" , sans-serif; font-size: 14px; line-height: 18.2px; text-align: justify;">This year, I am really thinking about my impact in our school. How effective am I as a leader? </span><span style="background-color: white; font-family: "arial" , "tahoma" , "helvetica" , "freesans" , sans-serif; font-size: 14px; line-height: 18.2px; text-align: justify;">What does it actually mean to be effective in our school?</span></div>
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<span style="line-height: 18.2px;">Covey</span><span style="line-height: 18.2px;"> suggests that it is a combination of performance and production combined with the culture, the</span><span style="line-height: 19.6px; text-align: center;"> </span><span style="line-height: 18.2px;"> well-being of the collective. Individuals often drive hard for results but are often unable to sustain their performance which can ultimately impact on the well-being of the collective organisation. Alternatively, the culture and well-being of the group may well be outstanding but they fail to perform and produce what they intend to... They just simply have potential. They are not effective.</span></div>
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<span style="line-height: 18.2px;">I've been re-reading about Covey's seven habits that lead to effectiveness and reflecting on my own effectiveness, or lack of it: </span></div>
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<span style="line-height: 18.2px;"><b><u>Effective leaders operate in certain ways:</u></b></span></div>
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<span style="line-height: 18.2px;"><b><u>1. They are proactive</u></b>: </span><span style="line-height: 18.2px;">Therefore, what is my greatest influence and how can I work from this? This is something I am constantly seeking to develop.</span></div>
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<span style="line-height: 18.2px;"><b><u>2. They begin with the End in Mind:</u></b> </span><span style="line-height: 18.2px;">For this to happen the beliefs and principles need to be cognitively portable. Conversations need to reflect these and practices that do not align need to be challenged. The why of what we do is the emerging culture at school.</span></div>
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<span style="line-height: 18.2px;"><b><u>3. They put first things first:</u></b> What is urgent and what is important? Some days it is really hard to focus on leadership when it feels that there is much to manage... </span></div>
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<b style="line-height: 18.2px;"><u>Effective leaders work with others in certain ways:</u></b></div>
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<span style="line-height: 18.2px;">4. <b><u>They think Win-Win</u></b>: Only Covey says this well.... </span><span style="font-family: "verdana" , "geneva" , sans-serif; font-size: 13px; line-height: 16.9px;">"Win/Win is a belief in the Third Alternative. It's not your way or my way; it's a </span><em style="font-family: Verdana, Geneva, sans-serif; font-size: 13px; line-height: 16.9px; text-align: start;">better</em><span style="font-family: "verdana" , "geneva" , sans-serif; font-size: 13px; line-height: 16.9px;"> way, a higher way". </span><span style="line-height: 18.2px;">It's a real balancing act for me...Empathy can be a strength but I am not anywhere near as brave or as confident as I would like to be.... yet. </span></div>
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<span style="line-height: 18.2px;">5. <b><u>Seek First to Understand, Then to be Understood:</u></b> </span><span style="font-family: "verdana" , "geneva" , sans-serif; font-size: 13px; line-height: 16.9px;">This habit is about communicating with others. I am developing the habit of listening carefully and really understanding the other person <b>before </b>I give my thoughts. </span></div>
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<span style="line-height: 18.2px;">6. <b><u>Synergize</u></b>: Two heads are better than one... we know that. </span><span style="font-family: "verdana" , "geneva" , sans-serif; font-size: 13px; line-height: 16.9px;">Covey directs our attention to the power of effective relationships. We can achieve so much more when we engage in effective relationships with others than if we acted alone. Out of diversity grows strength as opposed to conflict. </span></div>
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<b style="line-height: 18.2px;"><u>Effective leaders continually self improve their influence both personally and interpersonally:</u></b></div>
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<span style="line-height: 18.2px;"><b><u>7. Sharpen the Saw:</u></b> This is something that does not come naturally. I have never really had a good work/ life balance but it is something that I am really working on this year. I am walking, enjoying the outdoors, endeavouring to find time to read and watching my nutrition. Watch this work in progress... Ultimately, to get this right will help me to develop further in all of the above... </span><br />
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-88506244635454353822016-04-02T15:45:00.000-07:002017-07-12T01:36:10.988-07:00Building a SchoolIt's fair to say, it is not about the building that makes a difference in a new school but the actual metaphorical foundations. I am thankful now that our new school was not completed when opening and the fact that we won't be fully open until 2016 seems to have helped us realise that this takes time and that the foundations of our school will make (hopefully) for a solid institution with a team and community that share a vision.<br />
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Education is a human system not a mechanic one. It is about people. Teaching is a creative profession - they mentor, provoke, model, suggest. There is a need to talk about learning. Assessment needs to support learning not direct learning. Curiosity is the engine of learning. It is what drives the learning. In any system, culture is key to the success of any school. We are not about command and control but climate control. Hence our school vision "<a href="https://www.google.co.nz/webhp?sourceid=chrome-instant&ion=1&espv=2&es_th=1&ie=UTF-8#q=sir+Ken,+death+valley&safe=strict&tbm=vid">creating a climate of possibility</a>"; used with permission from Sir Ken himself. We can not think this is anything other than organic.<br />
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Out of our vision have come our learning beliefs:<br />
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<li>Curiosity</li>
<li>Thinking</li>
<li>Growth Mindset</li>
<li>Joy</li>
<li>Collaboration</li>
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Under the vision beliefs and capacities, are all of our essence statements. All of which help us to plan relevant programmes for learning.<br />
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<iframe allowfullscreen="" frameborder="0" height="281" mozallowfullscreen="" src="https://player.vimeo.com/video/50567639?color=cc3a35&title=0&byline=0&portrait=0" webkitallowfullscreen="" width="500"></iframe> </div>
<a href="https://vimeo.com/50567639">Dr. Julia Atkin: Expressing the essence of the NZ Curriculum</a> from <a href="https://vimeo.com/edtalksnz">EDtalks</a> on <a href="https://vimeo.com/">Vimeo</a>.Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-90981174212243609552016-03-25T22:50:00.000-07:002016-04-01T15:38:18.019-07:00Communication and Leadership<div class="separator" style="clear: both;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">I am mindful of how well I am communicating daily as this is an area that is a continual focus for me. There are areas of communication that I know I am improving in but there is much to be done here. </span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I was asked to watch and respond to this video this week. The key questions were "what has gone wrong with regards to communication? How could it have been avoided. </span></div>
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<span style="background-color: white; color: #222222; font-family: "robotolightnew" , "helvetica" , "arial" , sans-serif; font-size: 16px; line-height: 1.4;">Personally, I think here that all parties communicating have failed to establish any form of relationship prior to communication. Assumptions have been made by both parties. I think the lighthouse needed to identify itself immediately and perhaps a common language could have been decided upon... it seems that there is a real sense of self importance by both parties. </span></div>
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<span style="background-color: white; color: #222222; font-family: "robotolightnew" , "helvetica" , "arial" , sans-serif; font-size: 16px; line-height: 1.4;">Mark Reding pointed out to me last year, that we talk in words but hear in pictures... By this he meant that all of our conversations are influenced by our past experiences and what we bring to the conversation... I have found this is something to be mindful of on a daily basis.</span></div>
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<span style="color: #222222;">I think</span><a href="http://linkis.com/i.stuff.co.nz/nation/s1BNn" style="color: #0f2c54; text-decoration: none; transition: all 0.3s ease 0.05s;"> </a><a href="http://linkis.com/i.stuff.co.nz/nation/s1BNn" style="transition: all 0.3s ease 0.05s;"><span style="color: blue;">this article</span></a><span style="color: #222222;"> shared via Twitter last week, is quite timely for me and fits nicely with this discussion.</span></div>
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<span style="color: #222222;">I also read </span><a href="http://www.corwin.com/upm-data/25868_081218_Ramsey_ch1.pdf"><span style="color: blue;">Ramsay's article</span></a><span style="color: #222222;"> about the 20 biggest communication mistakes we can make as leaders. I think that my biggest take-away is that this article reinforces how important effective communication is. I have to confess here that in a former life, I was actually a bit of a jargon junkie. I have absolutely flown with terms such as "ubiquitous", "agency", "connected"' and "ILE". (The list is endless.) Fortunately, I have been challenged to drop the jargon. The reality was that with a team of teachers starting out fresh from a range of backgrounds and diverse schools, we didn't even totally understand what each other was saying!!! I am working really hard at the KISS approach. I do have to admit here... dropping the jargon has added to my communication woes. Ensuring that we are all talking about the same thing was so much easier with jargon... (or, so I thought).</span></div>
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No. 6 really got me thinking about the place of large group gatherings. Ramsay states that there is a difference between teaching and preaching. He also says that "kids tune out, pontificating". This quote supports my wonderings about the level of full attention achieved in such large groups.<br />
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<b><u>So where to from here?</u></b></div>
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<li><span style="color: #222222; font-family: "robotolightnew" , "helvetica" , "arial" , sans-serif;"><span style="line-height: 22.4px;">Seek coaching and feedback from my peers</span></span></li>
<li><span style="color: #222222; font-family: "robotolightnew" , "helvetica" , "arial" , sans-serif;"><span style="line-height: 22.4px;">Focus on bigger picture communication: how can I ensure that I am opening communication channels up to the staff and the community.</span></span></li>
<li><span style="color: #222222; font-family: "robotolightnew" , "helvetica" , "arial" , sans-serif;"><span style="line-height: 22.4px;">Some of our families obviously need ongoing education re our vision and values: what might this look like?</span></span></li>
<li><span style="color: #222222; font-family: "robotolightnew" , "helvetica" , "arial" , sans-serif;"><span style="line-height: 22.4px;">Drop the jargon... build it collectively with the community. (Shotoverise our dialogue</span></span></li>
<li><span style="color: #222222; font-family: "robotolightnew" , "helvetica" , "arial" , sans-serif;"><span style="line-height: 22.4px;">Start challenging as appropriate the start and end of days... </span></span></li>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-82561068257583560412016-03-18T17:08:00.002-07:002016-03-18T17:10:14.887-07:00At the End of the Day, If I've Done This then I'm Doing My Job!<span style="font-family: "arial" , "helvetica" , sans-serif;">At the end of each day, if I've done this then I'm doing my job!</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Schools can be a very busy place and days can become quickly filled with the unexpected. We can sometimes find ourselves leaving at the end of the day with the job list only longer and a sense that we have not achieved what we set out to achieve. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">The <a href="http://www.mjwivell.com/2013/05/16/one-sentence-job-description/">one sentence job description</a> has become a bit of a game changer for me. It is the tool I use as I walk out to the carpark to check that I have in fact done my job that day. It should be what I have achieved in a nut shell each day. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">It works for me because if you ask me what I do each day, I can answer straight away and quite concisely. It is cognitively portable and because I share it with the people I am working with, it has become expected of me. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">The OSJD helps me to be clear about what I am trying to achieve hour by hour, day by day even when it the unexpected is happening around me. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I know what I am doing, why I am doing it and how I can contribute. Knowing this helps me to stay right on track and not lose what is important. </span><br />
<br />Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-31405340524063304792016-03-08T00:01:00.002-08:002016-03-08T00:36:01.951-08:00Learning to Lead #2<div style="text-align: center;">
<span style="background-color: white; color: blue; font-family: "robotoregularnew" , "helvetica" , "arial" , sans-serif; line-height: 23.1111px;">'It takes guts to do what a leader does, to make decisions and lead with values. </span></div>
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<span style="background-color: white; color: blue; font-family: "robotoregularnew" , "helvetica" , "arial" , sans-serif; line-height: 23.1111px;">So what values drive me to become comfortable with the uncomfortable? ...to raise the heat on myself and others?'</span><br />
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<span style="background-color: white; font-family: "robotoregularnew" , "helvetica" , "arial" , sans-serif; line-height: 23.1111px;">At the heart of what I do each day is "well-being". This includes ensuring that the whole team's well-being is being looked after and that we are collectively providing a culture of well-being in the school. By this I mean that everyone needs to feel safe, respected, supported and that we have developed an environment focussed on learning that is supported by everyone's preparedness to become risk taking learners. </span><br />
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<span style="background-color: white; font-family: "robotoregularnew" , "helvetica" , "arial" , sans-serif; line-height: 23.1111px;"><span id="docs-internal-guid-41cc340b-5539-3b34-e4d3-afe685dd5ea1"><span style="background-color: transparent; font-family: "arial"; vertical-align: baseline; white-space: pre-wrap;">This is the culture that underpins school interactions and helps the staff, the children and their whanau to feel valued, safe and able to achieve.</span></span></span><br />
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<span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Interactions (interventions, strategies, activities, relationships, planning and practices) need to be underpinned by the school’s culture and values. All staff need to be committed to the well-being of everyone on our site and visitors to the school should see our values in action within both the learning and social contexts.</span></div>
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<span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; vertical-align: baseline; white-space: pre-wrap;"><b><u>Positive relationships and school values are evident in the school’s:</u></b></span></div>
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<span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span></div>
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<span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">- curriculum and operations</span></div>
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<span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">- leadership, resourcing and decision making - curriculum priorities and delivery</span></div>
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<span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">- pastoral care processes and systems</span></div>
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<span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">- interpersonal relationships and celebrations - professional learning programmes.</span></div>
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<span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span></div>
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<span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; vertical-align: baseline; white-space: pre-wrap;"><b><u>Leaders as Role Modellers</u></b></span></div>
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<span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Leaders are role models in their commitment to well-being and establish clear goals and expectations that ensure supportive environments for students. Mentors are well supported by the Senior Leadership Team and Team leaders in their social skill development work with children.</span></div>
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<span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span></div>
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<span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; vertical-align: baseline; white-space: pre-wrap;"><b><u>Partnerships are key</u></b></span></div>
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<span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span><span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><span class="Apple-tab-span" style="white-space: pre;"> </span></span></div>
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<span style="background-color: transparent; color: black; font-family: "arial"; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Leaders and mentors work in partnership with each other, the children, parents, whanau, community and external agencies to promote student well-being. Students contribute to the review of school tone and well-being. Mentors collaborate to enhance student and staff wellbeing, through seeking and sharing knowledge of what works for all individuals.</span></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-40155808713874145592016-03-01T14:23:00.000-08:002016-03-05T20:38:36.168-08:00Learning to Lead<span style="font-family: "arial" , "helvetica" , sans-serif;"><a href="https://www.bookdepository.com/Conscious-Business-Fred-Kofman/9781622032020">Fred Koffman suggests</a> that leaders are not respected for their success but instead for their "behaviours" in other words the walk they walk. </span><br />
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This week, I had a go at defining what I value as a leader. I realised that most of these were actually behaviours. Some that I think I do reasonably well and some that are not "cognitively portable"... yet. There's a bit of a theme emerging for me. The leadership capability survey reminded me that I need to be continually aware of my responses and energy particularly when under a bit of pressure.</div>
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And then thinking about which behaviours I walk the talk with and which ones I don't gives me a clear picture of what I need to be mindful of. <span style="font-family: Roboto, helvetica, arial, sans-serif;">I am beginning to identify behaviours that may in fact put my credibility as a leader at risk. I won't unpack or give explanations as to why I am not available, inspiring, calm or structured here. I am simply learning to lead and the reality of life, family and new school stuff have meant that I have dropped a ball or two... </span></div>
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<span style="font-family: Roboto, helvetica, arial, sans-serif;"><span style="color: inherit;"><br /></span><span style="color: inherit;">This is very much a work in progress as I read, ponder and make connections to the variety of models in this module, and my own experiences. </span><span style="color: inherit;">More time unpacking and defining my values and "Shotoverising" the behaviours that accompany these will help me learn to lead effectively and grow others' capacities. </span></span></div>
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<br />Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-1308428308032914992016-02-26T21:14:00.000-08:002016-02-28T01:29:25.177-08:00Current and Desired Reality<span style="font-family: "arial" , "helvetica" , sans-serif;">My current reality is pretty much where I hoped it would be when I sat down to this task just over 12 months ago. We are a team that takes turns at leading and looking out for each other. We let others know when we are in the 'pit' and how we can be supported to work our way out of it. </span><br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiKkrVMkTGTi_QHI-rCvvRYJzDm2m2ryDhSJ2wdZIgsv4w3JY0Tqmq0n5v1Uw1xe-vzTlHdhfxERxXoZ6GAf8lWax5m7OyG4OqHzvKbfaBAn28uu2MEx0JBRt7MdRjvtamA6pxAOMCPjxA/s1600/IMG_0685.JPG" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="300" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiKkrVMkTGTi_QHI-rCvvRYJzDm2m2ryDhSJ2wdZIgsv4w3JY0Tqmq0n5v1Uw1xe-vzTlHdhfxERxXoZ6GAf8lWax5m7OyG4OqHzvKbfaBAn28uu2MEx0JBRt7MdRjvtamA6pxAOMCPjxA/s400/IMG_0685.JPG" width="400" /></a><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;">The current reality does not need to be a bad place just a point of time to be aware of which will help me move forward and improve what I do day to day as a leader in our school. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">The aspects of my current reality that I am not so fond of are the systems that need to be worked through (hence the blue clipboard and the green list) and my role in ICT/ eLearning at the moment. The latter is something I am absolutely passionate about, however my pedagogical beliefs about the place of devices and their impact on learning are instead consumed by contract agreements, technical issues and setting up of new devices.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">The increase of devices is being warmly welcomed and used to their potential but I feel a real need to slow everybody down and ensure that collectively we are on the same page. It is the beliefs that need to have time spent on them. We have one approach to this landing and it is always easier to take the lid off than put it back on.... </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">A detailed description of my realities can be described as this:</span><br />
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<span style="line-height: 1.4;">In the left, top and right borders are sentences that reinforce our vision and values. These need to be visible in our culture and evident in our day to day practice. In the bottom border is what was my one sentence job description from 2015. This formed my daily measure as a leader... if I got nothing else done in a day, had I " built capacity, provoked thinking and maximised potential"? To have all of these phrases cognitively portable helps me to walk the talk each day. </span></div>
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<span data-mce-style="text-decoration: underline;" style="text-decoration: underline;"><span style="color: red; font-family: "robotoregularnew" , "helvetica" , "arial" , sans-serif;">Current Reality:</span></span></div>
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<span data-mce-style="text-decoration: underline;" style="text-decoration: underline;"></span>At the core of everything we have done over the past year has been the development of a collective construction and understanding of our beliefs and principles. We have constructed BPPs for everything including systems, the physical environment, relationships and philosophical. The sun in my image is rising because the practices you see at our school are clearly reflecting our shared beliefs and principles.</div>
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The mountain climbers symbolise the teams that in and the fact that different people will be seen taking the lead. We are okay letting others know when we are in the 'pit' and will seek support/ support each other at different times. The lone climber looking lost and confused represents the nine new staff that have joined us this year. We need to keep an eye out for them and ensure they are not 'left behind'.It is really important that they are supported by the foundation team so that they 'own' some of the work that has already been done. </div>
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The blue clipboard and the green list illustrate the fact that I find myself 'managing' more than I would like to. I often feel consumed by resourcing and the set up stage. As for the iPad and computer... frustration that I have has to negotiate to actually get the ICT agreements that we signed last year, actioned and functioning. In the meantime, this has taken my time away from supporting teachers to introduce the BYOD programme and use of the Google domain.</div>
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That's the juggle of management vs leading and I hope that gets easier as we move into our second cycle.</div>
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<span data-mce-style="text-decoration: underline;" style="text-decoration: underline;"><span style="color: red; font-family: "robotoregularnew" , "helvetica" , "arial" , sans-serif;">The Desired Reality</span></span></div>
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This year I want to take time to really reflect on my leadership and develop an understanding of others' perceptions about my leadership. The binoculars represent the fact that I want to be able to see the big picture and also be forward thinking as a leader. I also want to be able to 'zoom in' so that I have a good awareness of the individuals in the team, their performance and their well-being. </div>
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The kind of leader I want to be is one that helps to grow and support a culture that is successful, determined and has a collective vision. I want the vision to be obvious to those who visit our school no matter who they talk to... The images in the binoculars reflect what this will look like...</div>
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<li>The chain of people represents a united and engaged team.</li>
<li>The hats on their heads illustrate the structure and clarity in our organisation. This includes roles and responsibilities and the fact that we will all have a turn at leading.</li>
<li>The map indicates the direction we are heading.</li>
<li>Green and blue people show the trust that we need to have each other reciprocally, the accountability we have to the rest of our team.</li>
<li>The green line shows that we are on an upward trajectory overall but that this will not always be linear. The dips in the line are there to remind me of the need for me to be able to inspire and energise in order to maintain that upward trajectory. </li>
<li>The red and blue people show the need for on-going dialogue, transparency, timely/ authentic feedback that develops and empowers. </li>
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<span data-mce-style="text-decoration: underline;" style="text-decoration: underline;"><span style="color: red; font-family: "robotoregularnew" , "helvetica" , "arial" , sans-serif;">The 3 Great Steps:</span></span></div>
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These are the 'indicators' or the steps I need to maintain to become the leader I want to be and are based on my "action plan":</div>
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<li>To improve my leadership, I need to journal the journey and reflect on my successes, failures and challenges.</li>
<li>I need to regularly seek feedback and perspective about my leadership (, reflect on it, journal it and determine actions).</li>
<li>Celebrate successes and grow capacity in others by way of a robust, authentic appraisal system which emphasises improving not proving.</li>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-44886854465858993242016-02-22T13:18:00.000-08:002016-02-26T13:29:30.993-08:00Thinking about Thinking<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg4xvUOnoV4hjV975ax0j29FMOqTxF5U2bua2kzg4urIphvm-NehZsQVg_yxnxITaOP2qInxY3-pMPQ3ES4mPXL2kwT_3sm3tlTPQmx5Gjt4k1h_MEMDJsQup7E4K-44WXfz95xV3CEAfo/s1600/Screen+Shot+2016-02-27+at+9.46.24+am.png" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg4xvUOnoV4hjV975ax0j29FMOqTxF5U2bua2kzg4urIphvm-NehZsQVg_yxnxITaOP2qInxY3-pMPQ3ES4mPXL2kwT_3sm3tlTPQmx5Gjt4k1h_MEMDJsQup7E4K-44WXfz95xV3CEAfo/s200/Screen+Shot+2016-02-27+at+9.46.24+am.png" width="197" /></a></td></tr>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span><span style="font-family: "arial" , "helvetica" , sans-serif;">How we think is the essence of learning. The school's graphic for our "Thinking" value has four cogs because thinking is </span><br />
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<li><span style="font-family: "arial" , "helvetica" , sans-serif;">creative, </span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">critical,</span><span style="font-family: "arial" , "helvetica" , sans-serif;"> </span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">reflective and </span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">metacognitive. </span></li>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">To develop a thinking culture it is important that thinking is </span><br />
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<li><span style="font-family: "arial" , "helvetica" , sans-serif;">on-going, visible and audible in our learning spaces. We model this as adults in our well established culture of asking the 'why'.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">the culture allows for transparency which allows for reflective thinking that is open and honest. </span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">the process of learning is a focus for each of our learners which leads to increased self awareness. </span></li>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">How do we model thinking especially metacognition? Metacognition monitors, evaluates, and regulates our thinking. </span><span style="font-family: "arial" , "helvetica" , sans-serif;">It is important that children learn that they can analyse their thinking techniques they are using. Do they know that they can the strategies being used suit the learner? I wonder if this is key to developing "agency" and truly "self-regulating" learners? </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Modelling metacognition out loud can also help children to understand how to monitor the clarity and accuracy of their knowledge and thinking. Modelling is key and takes time out of the learning experiences. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">The way we learn information is determined by the processes that we put in place if you are analysing our thought process helps us to achieve a higher level of mastery. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Teaching information/ learning to others helps reinforce and consolidate learning. This reinforces the concept of Tuakana/ Teina. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I believe that there is a need to slow down the learning experiences to help children to use metacognition. This naturally leads itself into 'reflection' and paves the way for children to set their learning goals and to monitor their own progress towards meeting those goals. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">As we begin down the path of "Communicating Learning", I believe we need to ensure that we are giving thinking the time and coaching that it requires to help us develop our culture of learning. This takes time and we need to ensure that all stakeholders know and value the time that is needed to talk about learning. </span><br />
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-35384430609499273532016-01-18T12:40:00.000-08:002016-02-26T12:42:09.784-08:00Innovation and CreativityAs we begin our second year, I am wondering about how we could go about establishing an innovative and creative culture. I believe this takes energy but also out it will come more energy.<br />
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Sir Ken states that creativity can be planned for systematically. He makes the point that we need to make innovation a habit and systematic. How can creativity be planned for systematically in schools like literacy and maths? <br />
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To be interested in innovation, we need to nurture imagination. Being creative is the process off putting the imagination to work. Often the idea that is ended up with is most likely not the idea that was at the start of the process. Some ideas are highly imaginative but useless.<br />
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The definition of creativity is.... the process of having original ideas that have value.<br />
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What processes can we put in place?<br />
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<br />Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-84493595467280437822015-11-16T13:08:00.001-08:002016-06-05T18:57:31.942-07:002015: Learning to Lead <div class="separator" style="clear: both; text-align: center;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>DESIRED REALITY</b></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>3 GREAT STEPS</b></span></div>
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<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Focus on our vision: make this transparent.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Establish and develop relationships.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Build a collaborative environment that engages the community. </span></li>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>ONE SENTENCE; EVERYDAY</b></span></div>
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<span style="color: #262626; font-family: "arial" , sans-serif; font-size: 13px; line-height: 16px;">"...Very supportive... when Ben asks you 'how do you know you've grown' say 'look at Muireann!' She believes in herself now and that is HUGELY down to you and your support...but you have grown so many other people too! and the school culture! and a huge amount of trust from others - and your provoking skills are impeccable! As for feedback - </span><span style="color: #262626; font-family: "arial" , sans-serif; font-size: 13px; line-height: 16px;"> I'll need time to think about that one..."</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b><a href="https://docs.google.com/document/d/1h1Xl9b3iV-MQ01jybtggZzIpTmzUmFbPy8UdFwotFhY/edit">SPS CRITERIA</a></b></span></div>
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<span style="color: #741b47; font-family: "arial" , "helvetica" , sans-serif;"><i><b><a href="https://docs.google.com/document/d/1Yl1_H2ECuAdKcXvuDw0Wt6gTNVg20hDXOrE0Nj3_9q4/edit">My Job Description</a></b></i></span></div>
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<span style="color: #741b47; font-family: "arial" , "helvetica" , sans-serif;"><i><a href="https://docs.google.com/document/d/1Teid0sCluyoP13tT1UBLMhTK2lhIN4L-VDicoHgli_k/edit">AP Responsibilities</a></i></span></div>
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<span style="color: #741b47; font-family: "arial" , "helvetica" , sans-serif;">An <a href="https://docs.google.com/document/d/1HnTemSujKDAexdIGc2SiJKECXgDffzcwRb9yiQhcTW4/edit">Attempt at Goals</a> in March but it was a real case of I didn't know what I didn't know... I would like to put some real thought into what these goals look like in 2016 with Ben and Helen in the new year. </span></div>
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<span style="color: #741b47; font-family: "arial" , "helvetica" , sans-serif;"><i>And... then... You wonder if you are bringing what you said you would to the position when you applied... And also the realisation that the bar is rising.... </i></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">"<span style="font-size: 16px; line-height: 1.2; white-space: pre-wrap;">I believe I could contribute to the leadership team at Shotover Primary School because I am a collaborative and connected educator. I am a passionate about teaching and learning and would bring a reflective approach to teaching and learning at the school. I would bring a proactive response to the needs of the children, their families, the teachers and the wider community. I constantly strive to implement high quality teaching programmes based on effective pedagogy and am very aware of the diverse needs of not only the learners but the teachers I am working with, also. </span></span></div>
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<span style="vertical-align: baseline; white-space: pre-wrap;">bringing a proactive response to scenarios as opposed to reacting</span></div>
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<span style="vertical-align: baseline; white-space: pre-wrap;">having relational awareness: ensuring my availability, valuing others</span></div>
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<span style="vertical-align: baseline; white-space: pre-wrap;">knowing the community and their expectations</span></div>
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<span style="vertical-align: baseline; white-space: pre-wrap;">seeking mentoring and promoting the sense of AKO within the school</span></div>
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<span style="vertical-align: baseline; white-space: pre-wrap;">ensuring that my practice is current, reflective, changing to meet the needs and the environment</span></div>
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<span style="vertical-align: baseline; white-space: pre-wrap;">being aware of the big picture approach ie. strategic</span></div>
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<span style="vertical-align: baseline; white-space: pre-wrap;">walking the talk</span></div>
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<span style="vertical-align: baseline; white-space: pre-wrap;">having a professional focus on learning</span></div>
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<span style="font-size: 16px; vertical-align: baseline; white-space: pre-wrap;">Lastly, I believe that reflection really is a signature of my practice. </span><a href="http://declairingit.blogspot.co.nz/"><span style="font-size: 16px; vertical-align: baseline; white-space: pre-wrap;"><span style="color: black;">My professional blog</span></span></a><span style="font-size: 16px; vertical-align: baseline; white-space: pre-wrap;"> might give some insight into my professional reflection and growth over the past few years."</span></span></span>
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<br />Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-90446310392288345552015-11-10T16:07:00.000-08:002015-11-13T16:08:28.753-08:00Concept, 2016<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">The purpose of our professional learning session today was to come up with the macro concept for 2016. and to begin thinking about the Big Question so that we are ready to take this a bit further with Julia Atkin in January. </span></div>
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<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">We spent some time: </span><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.6667px; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><b><i>T</i></b></span><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.6667px; font-variant: normal; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"><b><i>hinking and Deciding, Refining - What is Concept?</i></b></span><span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;"> </span></div>
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<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">A clarifying discussion was held. Is this kid friendly terminology?</span></div>
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<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Reminder that the concept is the large umbrella but the Big Ideas need to be portable so that the mentors can access this when the opportunity/need arises.</span></div>
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<div dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;">
<span style="background-color: transparent; color: black; font-family: "arial"; font-size: 14.666666666666666px; font-style: normal; font-variant: normal; font-weight: 400; text-decoration: none; vertical-align: baseline; white-space: pre-wrap;">Using Pam Hooks Macro Conceptual ideas, we investigated and shared ideas to the group. This was done in the true sense of Google collaboration on slides with no allocated tasks. Ideas were added to the slides so that we have a collective understanding of the concepts and a resource to refer back to.</span></div>
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<span style="font-family: "arial"; font-size: 14.6667px; vertical-align: baseline; white-space: pre-wrap;">Groups were then asked to 'pitch' (or not) the concepts they had researched. Decision making followed, using the 10 counter vote system. The winning concept …………. Movement. </span><br />
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<iframe allowfullscreen="true" frameborder="0" height="299" mozallowfullscreen="true" src="https://docs.google.com/presentation/d/12W29u9tOjyS_qls95obRF6l1U4mP_6MWoeGVqcnaFn0/embed?start=false&loop=false&delayms=3000" webkitallowfullscreen="true" width="480"></iframe></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4284661038952282752.post-32902985849708518192015-10-28T02:05:00.000-07:002017-07-12T02:07:25.276-07:00Nagged<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEje1B_dOA4U1Yj6iKfSDaSybP0ZxmVMWuonBI4FvCs3o0Ynj5RJl1K_9vbwJ7U_Ke_Q41HENnzJIXFw3FU8aiUfj2KUOcToDSiMkDotQvy_kUPO6tuv00_bJWJJcpUyiITjim6xzIksNxQ/s1600/search.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="90" data-original-width="157" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEje1B_dOA4U1Yj6iKfSDaSybP0ZxmVMWuonBI4FvCs3o0Ynj5RJl1K_9vbwJ7U_Ke_Q41HENnzJIXFw3FU8aiUfj2KUOcToDSiMkDotQvy_kUPO6tuv00_bJWJJcpUyiITjim6xzIksNxQ/s1600/search.jpg" /></a><span style="background-color: white; font-size: 13.3333px;"><span style="font-family: "arial" , "helvetica" , sans-serif;">I believe a significant part of my leadership role is to be able to implement the NAGs in a meaningful way in the day to day running of learning programmes. </span></span><br />
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<span style="background-color: white; font-size: 13.3333px;"><span style="font-family: "arial" , "helvetica" , sans-serif;">The Board has an overall responsibility to ensure that the school is running competently but at the end of the day, the SLT are probably more likely to lead. </span></span><br />
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<span style="background-color: white; font-size: 13.3333px;"><span style="font-family: "arial" , "helvetica" , sans-serif;">This is especially so for NAGs 1 - 3. <a href="https://sites.google.com/a/shotover.school.nz/professional-reflections/nzc/nags">This is my breakdown after re-visiting the NAGs.</a> It includes a breakdown of each NAG and potential direction which are very much open for discussion and challenge!</span></span><span style="background-color: white; font-family: "arial" , "verdana" , sans-serif; font-size: 13.3333px;"> </span><br />
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<br />Unknownnoreply@blogger.com0