MS Principals' Newsletter
Culture in Two Words, by Dan Rockwell
Can you address the key indicators of a culture of excellence and steps to establishing that culture for a school?
Dear Culture Builder,
Thanks for asking such a great question. My response applies to profit, not-for-profit, and education. I’ll begin by simplifying culture down to two words, beliefs and behaviors.
Culture begins with beliefs and finds expression in behaviors.
When it comes to a culture of excellence two questions apply. What do you believe about excellence? What behaviors reflect your beliefs about excellence?
- Curiosity about better. Excellence is the pursuit of better. Any organization that isn’t getting better is getting worse.
- Intolerance for “good enough”. When it comes to culture, you may aim high, but, in the end, you get what you tolerate.
- Passion for exemplary leadership. Lousy leaders spend too much time imposing demands on others and making exemptions for themselves. Expect much more from your leaders than anyone else.
- Commitment to build strong relationships. Isolation is the enemy of excellence.
- Devotion to feedback, honor, and celebration.
- Dedication to transparency and candor. Secrets distract and weaken organizations.
- Faithfulness to forgive. Excellence is reaching high. People who reach high fall short. How you respond to failure in the pursuit of excellence determines the extent of your reach. If you always succeed, you aren’t reaching high enough.
The first aspect of culture is belief. The second is behavior.
- Everyone champions “better” by asking, “How could we be better?”
- Mediocre performance is identified and discussed. Leaders ask, “What are your aspirations?”
- Leaders have:
- Development plans.
- Transparency with their development journey.
- Open conversations concerning their weaknesses and failures. Excellence is never petty.
- Respect and honor for each other’s strengths. Jealousy ends excellence.
- Progress is celebrated. Meetings include time to discuss wins. Leaders ask, “What’s working?”
- Teammates can explain the aspirations of their colleagues.
- Leaders invite – they don’t wait – feedback concerning their performance. When they receive feedback they say, “Thank you.” Excellence requires responsibility. Excuses and blame validate mediocrity.
- Responsible failure is met with:
- What did you learn?
- How can you make things right? (If anything.)
- What will you do differently next time?
- How can I/we help?
- Thank you for reaching high.
I suggest you clarify your beliefs and identify specific behaviors that express your beliefs. A few simple, memorable behaviors are better than a long list that no one remembers or practices.
Leadership’s public pursuit of personal excellence is the first step toward organizational excellence. Leaders block excellence when they allow mediocrity in themselves.
Thank you for your question.
Do you have hiring decisions to make this summer?
What isn't important? Grade point average and where the candidate went to school. Research has shown that GPA isn't that predictive of performance in the classroom.
Change up your interview questions to more scenario related questions. They suggest handing the candidate a set of student data and ask them to design an instructional plan that meets the child's needs or a set of classroom data and ask them how they design instruction to move students forward.
Demonstration Teaching Lessons are also very telling. Having students in to serve as the class and ask candidates to provide a mini lesson on a subject or content area. Use a rubric so all are being evaluated on the same areas.
It is extensive and time consuming to hire the wrong person. Everyone you hire, however, needs mentoring and coaching. No one comes perfect for the job so make sure that you have good processes in place to onboard all new employees.
Literacy Coach Grant Position POSTED!!
Thank you! We will be interviewing in the next couple of weeks.
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