Posts
One on the original LYS principals submits the following:
“Alex, I'll take ‘Definitions’ for $1000.00
‘Excuses’
What are reasons that otherwise competent people use when they prefer to make themselves comfortable rather than doing the right thing for kids?"
SC Response
Wow, ‘Jeopardy” is one tough game.
Think. Work. Achieve.
Your turn...
Saturday, December 19, 2009
Friday, December 18, 2009
Get Ready for Prime Time
The following has been written primarily for Texas schools.
Second semester is the kick off of Prime Time. If you are not running full speed everyday before TAKS, then you are falling behind. I’ve been visiting schools over the past two weeks and the conversation always arrives at the following question, “How should we start the second semester with the right focus and urgency?” Here is the basic plan that I have been sharing, we obviously modify it somewhat based on the individual campus.
1. On the first day back (usually a planning or work day), have teacher teams (either content or grade level) review the curriculum source and pull the lessons for the first 15 days of instruction.
2. In the same teams, have the teams Frame each lesson.
3. Then have the teams add one of the two following modifications to each lesson. Either embed small group purposeful talk or critical writing. It is the team’s choice as to which modification they use, but at least 25% of the lessons have to have the critical writing addition.
That’s it. The plan ensures that for the first 15 days, what is taught is completely aligned to what is supposed to be taught. It ensures that the critical learning for each day is presented to all students in a format that they can all understand. It ensures that each lesson extends into the mid and high levels of Bloom’s taxonomy. And finally, it ensures that the covered content is “sticky,” or better retained by the student.
Remember you finish like you start, so go hard from the beginning.
Think. Work. Achieve.
Your turn...
Second semester is the kick off of Prime Time. If you are not running full speed everyday before TAKS, then you are falling behind. I’ve been visiting schools over the past two weeks and the conversation always arrives at the following question, “How should we start the second semester with the right focus and urgency?” Here is the basic plan that I have been sharing, we obviously modify it somewhat based on the individual campus.
1. On the first day back (usually a planning or work day), have teacher teams (either content or grade level) review the curriculum source and pull the lessons for the first 15 days of instruction.
2. In the same teams, have the teams Frame each lesson.
3. Then have the teams add one of the two following modifications to each lesson. Either embed small group purposeful talk or critical writing. It is the team’s choice as to which modification they use, but at least 25% of the lessons have to have the critical writing addition.
That’s it. The plan ensures that for the first 15 days, what is taught is completely aligned to what is supposed to be taught. It ensures that the critical learning for each day is presented to all students in a format that they can all understand. It ensures that each lesson extends into the mid and high levels of Bloom’s taxonomy. And finally, it ensures that the covered content is “sticky,” or better retained by the student.
Remember you finish like you start, so go hard from the beginning.
Think. Work. Achieve.
Your turn...
Wednesday, December 16, 2009
A Reader Writes... (The Bizarre Meeting)
In response to the post, “The Bizarre Meeting,” a reader writes:
“SC,
Any advice for those of us who aren't at this level yet? I am guilty of trying to do it all instead of developing capacity in others. Give me some baby steps.”
SC Response
Here are some simple steps for building staff capacity. Of course, this isn’t an inclusive list.
1. As a leader, you must develop a concrete, articulated vision for what you want your organization to accomplish.
2. You need to work on making that vision measurable, at all levels of the organization.
3. You must constantly communicate that vision.
4. You must make staff members responsible for achieving their part of the vision.
5. You must give your staff the freedom and flexibility to achieve their part of the vision
6. You must confer with your staff on their progress. The key is coaching and problem solving without diminishing their ownership of their part of the vision.
7. Keep communicating, keep measuring, keep coaching and if need be, don't be afraid to do some subtracting.
As a principal you are forced to constantly perform a high wire balancing act. You are ultimately responsible for your campus’ performance. You have to balance the needs of short term performance (you do everything) with the needs of long term performance (staff capacity building) on the fly. The most difficult piece is the transition. At some point you have to let go and cede some control to others. If you don’t, I won’t tell you that you won’t be successful (you are), you just won’t maximize your potential. Michael Jordan was a great pro basketball player, but he didn’t begin to win championships until he learned to trust his teammates.
That’s my starter list. Brezina, Brown, Richardson and the rest of the LYS Nation, what would you add or subtract?
Think. Work. Achieve.
Your turn...
“SC,
Any advice for those of us who aren't at this level yet? I am guilty of trying to do it all instead of developing capacity in others. Give me some baby steps.”
SC Response
Here are some simple steps for building staff capacity. Of course, this isn’t an inclusive list.
1. As a leader, you must develop a concrete, articulated vision for what you want your organization to accomplish.
2. You need to work on making that vision measurable, at all levels of the organization.
3. You must constantly communicate that vision.
4. You must make staff members responsible for achieving their part of the vision.
5. You must give your staff the freedom and flexibility to achieve their part of the vision
6. You must confer with your staff on their progress. The key is coaching and problem solving without diminishing their ownership of their part of the vision.
7. Keep communicating, keep measuring, keep coaching and if need be, don't be afraid to do some subtracting.
As a principal you are forced to constantly perform a high wire balancing act. You are ultimately responsible for your campus’ performance. You have to balance the needs of short term performance (you do everything) with the needs of long term performance (staff capacity building) on the fly. The most difficult piece is the transition. At some point you have to let go and cede some control to others. If you don’t, I won’t tell you that you won’t be successful (you are), you just won’t maximize your potential. Michael Jordan was a great pro basketball player, but he didn’t begin to win championships until he learned to trust his teammates.
That’s my starter list. Brezina, Brown, Richardson and the rest of the LYS Nation, what would you add or subtract?
Think. Work. Achieve.
Your turn...
Tuesday, December 15, 2009
State of the Blog - The Last 100 Posts (400 and Counting)
Good Morning, LYS Nation. This is the 400th post to the column, so as has become one of our traditions, we will review our progress to date.
First, the review:
The 1st post was on written on Monday, February 16, 2009.
The 1st reader's comment was submitted on February 22, 2009 (thanks for getting it started ML).
The 100th post was on April 14, 2009.
The 200th post was on June 10, 2009.
The 300th post was on September 2, 2009.
The 400th post is today, Wednesday December 16, 2009.
It has taken 314 days to reach the 400 post milestone.
The 400 posts represent more than 284 pages of single spaced text. That is the equivalent of about a 1,400 page book.
The top 7 key words have been: Leadership (132); Robert “Bob” Brezina (49); E. Don Brown (47); Advice (27); School Change (27); Instruction (25); School Improvement (25)
At this point, the LYS Nation is driving the discussion on the blog. This is a good thing for me, I find the blog much more interesting as a dialogue. But it is also a good thing for you the reader. The topics now more directly relate to the needs of the practitioner, and if you don't like the direction of the conversation, you can change it simply by sending in your comment.
There are 318 e-mail subscribers. Thank you!
There have been over 14,000 site hits.
All of this is incredibly exciting; especially when you consider that just 10 months ago, every number was 0.
A Little Blatant Self Promotion:
First, if you like the site and you haven’t signed up for the e-mail subscription, please do so. I find that it’s easier to write to people than it is to write to web hits.
Second, if you like the site and find it useful, tell three other people. This blog is a much more powerful resource for school improvement when it is a dialogue.
Third, if you have not sent in a comment yet, please do so. Education research points out that the act of critical writing makes the learner smarter. So let the blog assist you in sharpening your saw.
Finally:
Thank you so much for reading and responding. This network, which started out as a way for just a couple of schools to stay connected, has turned into a small nation of board members, central office administrators, campus leaders, and teachers who are focused on redefining what students are capable of. Who knows what we will discuss in the next 100 posts.
Think. Work. Achieve.
Your turn…
First, the review:
The 1st post was on written on Monday, February 16, 2009.
The 1st reader's comment was submitted on February 22, 2009 (thanks for getting it started ML).
The 100th post was on April 14, 2009.
The 200th post was on June 10, 2009.
The 300th post was on September 2, 2009.
The 400th post is today, Wednesday December 16, 2009.
It has taken 314 days to reach the 400 post milestone.
The 400 posts represent more than 284 pages of single spaced text. That is the equivalent of about a 1,400 page book.
The top 7 key words have been: Leadership (132); Robert “Bob” Brezina (49); E. Don Brown (47); Advice (27); School Change (27); Instruction (25); School Improvement (25)
At this point, the LYS Nation is driving the discussion on the blog. This is a good thing for me, I find the blog much more interesting as a dialogue. But it is also a good thing for you the reader. The topics now more directly relate to the needs of the practitioner, and if you don't like the direction of the conversation, you can change it simply by sending in your comment.
There are 318 e-mail subscribers. Thank you!
There have been over 14,000 site hits.
All of this is incredibly exciting; especially when you consider that just 10 months ago, every number was 0.
A Little Blatant Self Promotion:
First, if you like the site and you haven’t signed up for the e-mail subscription, please do so. I find that it’s easier to write to people than it is to write to web hits.
Second, if you like the site and find it useful, tell three other people. This blog is a much more powerful resource for school improvement when it is a dialogue.
Third, if you have not sent in a comment yet, please do so. Education research points out that the act of critical writing makes the learner smarter. So let the blog assist you in sharpening your saw.
Finally:
Thank you so much for reading and responding. This network, which started out as a way for just a couple of schools to stay connected, has turned into a small nation of board members, central office administrators, campus leaders, and teachers who are focused on redefining what students are capable of. Who knows what we will discuss in the next 100 posts.
Think. Work. Achieve.
Your turn…
A Reader Writes... (They Say)
In response to the post, “They Say,” a reader writes:
“Sean,
When I read this, as I finished I realized I was holding my breath at the end!
In consideration of all eventualities of my ongoing leadership journey, I recently spent time on a secondary campus. One of the main things I realized was that good leaders can be successful anywhere - strength shows and people seek leadership, even kids.
I felt honored to have the chance to work with some older students, and one even left me with that 'tear in your eye' feeling when we finished our conversation - like I touched a cord and that he might reconsider the path he is on and choose to become the person I could see he is but is not showing to his teachers.
All to say that with my recent experiences and some reflection on the recent posts about 'Teaching to the Test,’ my courage has grown correlatively to the point where I have the confidence to get off my butt and make others stand along side me. My battle to make sure good instructors are in classrooms cannot be 'won' alone, and I choose to no longer to attempt it alone either, and those around me know it. So they can saddle up and ride long and hard through every storm, or go home and grow old.
Happiest of holidays to the Cain household and thank you both for the support!”
SC Response
Great comment! One of the best parts of my job is watching young leaders ‘get it.’ It’s like a switch is flipped and all of a sudden that person understands that they are the catalyst, not a passenger. You have discovered the insight that managers always miss and poor and/or tired leaders ignore, people crave leadership. Without leadership, over time people take the path of least resistance and go through the motions, never coming close to reaching their potential. Though that seemingly makes the individual days easier (in actuality, it does not), the long term results are opportunity constantly squandered, futures diminished and careers compromised.
True leadership forces us to overcome our weaknesses, fears and self interest and focus on achieving the greater good. I have the capacity for exceptional work, but I also have the capacity for exceptional laziness. Laziness I can disguise because my basic talent level allows me to remain in the comfortable middle. Fortunately, I have been surrounded by leaders who have challenged me and forced me out of my comfort zone. Low expectations and a morale first mentality are the tools of managers. High expectations and a performance first mentality are the tools of leadership. As you are beginning to realize, it is your choice what set of tools you use.
Congratulations and welcome to the leadership club. The on going price of membership is stress, sleepless nights, low hourly pay and the thrill of accomplishment. And do know, the Cain household couldn’t be more proud of you.
Think. Work. Achieve.
Think. Work. Achieve.
“Sean,
When I read this, as I finished I realized I was holding my breath at the end!
In consideration of all eventualities of my ongoing leadership journey, I recently spent time on a secondary campus. One of the main things I realized was that good leaders can be successful anywhere - strength shows and people seek leadership, even kids.
I felt honored to have the chance to work with some older students, and one even left me with that 'tear in your eye' feeling when we finished our conversation - like I touched a cord and that he might reconsider the path he is on and choose to become the person I could see he is but is not showing to his teachers.
All to say that with my recent experiences and some reflection on the recent posts about 'Teaching to the Test,’ my courage has grown correlatively to the point where I have the confidence to get off my butt and make others stand along side me. My battle to make sure good instructors are in classrooms cannot be 'won' alone, and I choose to no longer to attempt it alone either, and those around me know it. So they can saddle up and ride long and hard through every storm, or go home and grow old.
Happiest of holidays to the Cain household and thank you both for the support!”
SC Response
Great comment! One of the best parts of my job is watching young leaders ‘get it.’ It’s like a switch is flipped and all of a sudden that person understands that they are the catalyst, not a passenger. You have discovered the insight that managers always miss and poor and/or tired leaders ignore, people crave leadership. Without leadership, over time people take the path of least resistance and go through the motions, never coming close to reaching their potential. Though that seemingly makes the individual days easier (in actuality, it does not), the long term results are opportunity constantly squandered, futures diminished and careers compromised.
True leadership forces us to overcome our weaknesses, fears and self interest and focus on achieving the greater good. I have the capacity for exceptional work, but I also have the capacity for exceptional laziness. Laziness I can disguise because my basic talent level allows me to remain in the comfortable middle. Fortunately, I have been surrounded by leaders who have challenged me and forced me out of my comfort zone. Low expectations and a morale first mentality are the tools of managers. High expectations and a performance first mentality are the tools of leadership. As you are beginning to realize, it is your choice what set of tools you use.
Congratulations and welcome to the leadership club. The on going price of membership is stress, sleepless nights, low hourly pay and the thrill of accomplishment. And do know, the Cain household couldn’t be more proud of you.
Think. Work. Achieve.
Think. Work. Achieve.
Sunday, December 13, 2009
A Reader Asks... Anonymous Letters
An LYS reader asks the following:
"Mr. Cain,
Recently our campus has been hit by a rash of anonymous letters. I know that we are on the right track, but it is obvious that my principal is concerned. Any advice?"
SC Response:
Instead of my answer, I passed this question to the person who taught me how to deal with the type of trash that you asked about.
Brezina Answers:
Bosses handle anonymous letters is a number of different ways, from ignoring them (the correct way) to reacting like subject of the letter is the guilty party (the wrong way).
I throw them in the garbage because that is what the letters are; unless I keep them as evidence against the letter writer. Anonymous letters are the biggest waste of time and money that I know of and so do the people that are sending them (their goal is to stop progress, without having a legitimate reason). There is just one caveat. If the complaint alleges a criminal act, then a cursory review by a supervisor should be conducted.
Anonymous letters shouldn’t be a problem for your principal, unless your district handles it wrong.
BB
Now, I’m interested in the advice of E. Don Brown and LYS Nation.
Think. Work. Achieve.
Your turn...
"Mr. Cain,
Recently our campus has been hit by a rash of anonymous letters. I know that we are on the right track, but it is obvious that my principal is concerned. Any advice?"
SC Response:
Instead of my answer, I passed this question to the person who taught me how to deal with the type of trash that you asked about.
Brezina Answers:
Bosses handle anonymous letters is a number of different ways, from ignoring them (the correct way) to reacting like subject of the letter is the guilty party (the wrong way).
I throw them in the garbage because that is what the letters are; unless I keep them as evidence against the letter writer. Anonymous letters are the biggest waste of time and money that I know of and so do the people that are sending them (their goal is to stop progress, without having a legitimate reason). There is just one caveat. If the complaint alleges a criminal act, then a cursory review by a supervisor should be conducted.
Anonymous letters shouldn’t be a problem for your principal, unless your district handles it wrong.
BB
Now, I’m interested in the advice of E. Don Brown and LYS Nation.
Think. Work. Achieve.
Your turn...
Sunday Jeopardy from The Big Easy
I'll take "Definitions” for $200.
“Excuses.”
“What are the tools of the incompetent?”
The Big Easy
Your turn…
“Excuses.”
“What are the tools of the incompetent?”
The Big Easy
Your turn…
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