Posts
Some of you have seen a version of this post before, but since I wrote it, the number of Lead Your School readers has significantly increased. Therefore, I thought a refresher might be in order. The following is my attempt to explain the features that are embedded in the blog site and the e-mail updates.
Note: This section relates to the blog site (not the e-mail updates).
On the left side of the page: If you enter your e-mail address in the subscribe box, you will get a daily e-mail update of all the postings within the last 24 hours, after you respond to the confirmation e-mail (a spam preventative).
On the left side of the page, under the e-mail subscription area: Links to the PowerWalks (an LYS Instructional Tool), Lead Your School campus support site, and Cain Notes.
On the left side of the page, under the Lead Your School Resource area: Current School News. Click on any of the four key words and the most current news stories that relate to that key word will be displayed.
On the left side of the page, under Current School News: RSS Feeds. I don't have a clue. The tech guys just said it needed to be there. Can anyone out there explain it?
On the left side of the page, under RSS Feeds: Followers. Again, no clue (just following tech guy instructions). Some of you do this, care to explain it to the rest of us?
On the left side of the page, under Followers: The site visitor counter.
At the bottom of the blog page, under the last post of the week: Blog Archives. Click on a year or a week, and all the posts from that year or week will be displayed.
Note: This section relates to the actual posts (on the blog site).
If you click on a post title, it will pull up a comment box at the end of the post. Just type in your comment and click the "post comment" button.
At the bottom of each post, click "comment" and you can leave a comment or read comments others have left. However, the majority of the comments, I post under the heading, "A Reader Writes."
At the bottom of each post, click the envelope if you want to e-mail that post to another person.
At the bottom of each post, if you click a "Label" word, it will pull up all the other posts that have the same label words.
At the bottom of the post, there are reaction boxes. You get to rate the post.
Note: This section relates to the E-mail updates.
If you click on "Lead Your School", it will take you to the web site. I recommend this is you have joined a conversation stand in the middle. At the web site, you can follow the conversation strand from its inception.
If you click on a post title, it will take you to the post and there will be a comment box at the bottom of the screen. Just type in your comment and click the "post comment" button.
Note: This section relates to Reader Comments.
This is how all comments are handled:
Your comments, opinions and question are welcomed and encouraged. Keep them coming.
All comments opinions and questions are reviewed by me.
Comments, opinions and questions, where it is asked that the information not be shared, receive a private response from me.
One liners and comments that do not require a response are just posted as a comment.
Comments opinions and questions of merit are posted as, “A Reader Writes…” They are posted in a first come, first serve fashion. So sometimes it takes a while to get to yours.
I don’t know if it is proper blog etiquette or not, but I spell and grammar check comments before I post them.
Note: This section relates to the Post format.
Purple text is the comment of the reader.
Your turn… This is your invitation to weigh in and join the conversation.
Think. Work. Achieve.
Your turn...
Saturday, January 9, 2010
Thursday, January 7, 2010
A Reader Writes... (Anonymous Letters - Part 3)
In response to the post on Anonymous Letters, a reader writes:
“Amen, brother. You and the LYS Nation are dead on target when it comes to this topic. Fortunately, I have never had to deal with this yet. But I’m saving these posts just in case.”
SC Response
I do realize that I may be one of the luckiest men ever in education. In my first meeting with “The Boss” as a rookie principal, I was told the following:
“I hired you to do right by my kids. You take care of them. I’ll take care of the complaints.”
Why I was lucky is because Robert Brezina (The Boss) always ‘walked the talk.’ Brezina didn’t wilt at the first sign of adversity. He welcomed adversity because it meant that he was taking the path less traveled.
If you don’t work for a ‘Brezina’ type of leader, find one as quick as you can.
Think. Work. Achieve.
Your turn...
“Amen, brother. You and the LYS Nation are dead on target when it comes to this topic. Fortunately, I have never had to deal with this yet. But I’m saving these posts just in case.”
SC Response
I do realize that I may be one of the luckiest men ever in education. In my first meeting with “The Boss” as a rookie principal, I was told the following:
“I hired you to do right by my kids. You take care of them. I’ll take care of the complaints.”
Why I was lucky is because Robert Brezina (The Boss) always ‘walked the talk.’ Brezina didn’t wilt at the first sign of adversity. He welcomed adversity because it meant that he was taking the path less traveled.
If you don’t work for a ‘Brezina’ type of leader, find one as quick as you can.
Think. Work. Achieve.
Your turn...
Wednesday, January 6, 2010
A Reader Writes... (Anonymous Letters - Part 2)
In response to the post on Anonymous Letters, a reader writes:
“Of course Brezina is right. I had a similar problem in a district. The problem was that the anonymous letters went to board members as well as the superintendent. I knew what I wanted to do with the anonymous letters, so did the superintendent. However, the letters were unofficially given credibility by the board.
If the anonymous letters get the attention of the weak link in the leadership chain (which can be any level from the principal to the board), they can be swayed. If this happens, I fear there is little that administrators down stream can do about this. I hope the leadership above you stays strong, but based on your letter I wouldn’t count on it.”
SC Response
A significant part of the equation boils down to this:
We will run the district and campus based either on the input and insight of leaders and reflective educators who place the needs of students first; or we will run the district and campus based on the complaints of cowards who place their own needs above all others.
Then you have ask yourself one of two question sets.
1. Am I basing my decisions on the input of cowards? If so, what kind of leader does that make me?
Or,
2. Am I willing to work for the manager that makes his or her decisions based on the input of cowards instead of the needs of students?
Think. Work. Achieve.
Your turn...
“Of course Brezina is right. I had a similar problem in a district. The problem was that the anonymous letters went to board members as well as the superintendent. I knew what I wanted to do with the anonymous letters, so did the superintendent. However, the letters were unofficially given credibility by the board.
If the anonymous letters get the attention of the weak link in the leadership chain (which can be any level from the principal to the board), they can be swayed. If this happens, I fear there is little that administrators down stream can do about this. I hope the leadership above you stays strong, but based on your letter I wouldn’t count on it.”
SC Response
A significant part of the equation boils down to this:
We will run the district and campus based either on the input and insight of leaders and reflective educators who place the needs of students first; or we will run the district and campus based on the complaints of cowards who place their own needs above all others.
Then you have ask yourself one of two question sets.
1. Am I basing my decisions on the input of cowards? If so, what kind of leader does that make me?
Or,
2. Am I willing to work for the manager that makes his or her decisions based on the input of cowards instead of the needs of students?
Think. Work. Achieve.
Your turn...
Tuesday, January 5, 2010
A Reader Writes... (Anonymous Letters - Part 1)
In response to the post on Anonymous Letters, a reader writes:
“The funny thing is this... There is always a ‘tipping point’ in the relationship between a staff and a new principal. The ‘tipping point’ signals the shift from the vocal minority complaining about change (or writing anonymously) to the silent majority finally being fed up with the constant negativity. The shift occurs for different reasons - an event, a problem, or just a matter of time. Complainers want to maintain the status quo because it's easier for them and gives them a feeling of power. The silent majority may be challenged by changes, but recognize when they are needed. When you are making decisions based on what is best for students, the silent majority eventually steps up.”
SC Response
What I have learned as a professional change agent is that you can not ignore the fundamental laws of nature. One of those laws is that movement requires friction. The belief that an organization can move without friction is a simply naïve. It also requires more effort to either start movement or reverse movement than to maintain movement. These are some of the reasons why those who have never faced the need to manage true change have no frame of reference of either the difficulty of the task or the skills requisite for job.
Because of this, in the initial stages of change, the superintendent and the principal have to show true leadership. Those above them (the Board for the Superintendent; central office staff for principal) often believe that complaints mean that change is being mismanaged (they are wrong). Those below them generally believe that they are already competent, so change is a waste of effort and resources (they too are wrong).
The leadership crucible is that one must generate enough positive results to sustain momentum before the naysayers create enough discontent to stop progress. You have to decide - will you create a better future for more students today; or will you continue to coddle adults who are actually getting paid to work. In other words, everyday you have to decide if you are a leader or a manager.
Think. Work. Achieve.
Your turn...
“The funny thing is this... There is always a ‘tipping point’ in the relationship between a staff and a new principal. The ‘tipping point’ signals the shift from the vocal minority complaining about change (or writing anonymously) to the silent majority finally being fed up with the constant negativity. The shift occurs for different reasons - an event, a problem, or just a matter of time. Complainers want to maintain the status quo because it's easier for them and gives them a feeling of power. The silent majority may be challenged by changes, but recognize when they are needed. When you are making decisions based on what is best for students, the silent majority eventually steps up.”
SC Response
What I have learned as a professional change agent is that you can not ignore the fundamental laws of nature. One of those laws is that movement requires friction. The belief that an organization can move without friction is a simply naïve. It also requires more effort to either start movement or reverse movement than to maintain movement. These are some of the reasons why those who have never faced the need to manage true change have no frame of reference of either the difficulty of the task or the skills requisite for job.
Because of this, in the initial stages of change, the superintendent and the principal have to show true leadership. Those above them (the Board for the Superintendent; central office staff for principal) often believe that complaints mean that change is being mismanaged (they are wrong). Those below them generally believe that they are already competent, so change is a waste of effort and resources (they too are wrong).
The leadership crucible is that one must generate enough positive results to sustain momentum before the naysayers create enough discontent to stop progress. You have to decide - will you create a better future for more students today; or will you continue to coddle adults who are actually getting paid to work. In other words, everyday you have to decide if you are a leader or a manager.
Think. Work. Achieve.
Your turn...
Monday, January 4, 2010
Anonymous Letters, the Reboot
Right before our Christmas Sabbatical, a LYS reader sent in a question concerning anonymous letter. The responses started immediately, but there wasn’t enough time to truly engage in the conversation, so I postponed it. So without further ado, here is the reboot.
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 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
I’m interested in the advice of E. Don Brown and LYS Nation.
Think. Work. Achieve.
Your turn...
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 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
I’m interested in the advice of E. Don Brown and LYS Nation.
Think. Work. Achieve.
Your turn...
Sunday, January 3, 2010
Rich Writes... Prime Time
In response to the posts on, “Prime Time,” Dr. Rich Allen writes,
“From the Beaches of Australia
Sean,
This is an oddly familiar topic. I hope that teachers and principals are listening.”
SC Response
As we point out in our training, though we work hard to make our suggestions actionable, there is a significant research base behind our coaching. This Dr. Allen is the same Dr. Allen that we credit over and over again during our presentations.
If you get a chance to work with or hear Rich, do not pass up the opportunity. Personally, a 15 minute group training session with Rich in 1997, was a significant turning point in my career. To learn more about Dr. Allen, visit his website at http://www.greenlighteducation.net/
Think. Work. Achieve.
Your turn...
“From the Beaches of Australia
Sean,
This is an oddly familiar topic. I hope that teachers and principals are listening.”
SC Response
As we point out in our training, though we work hard to make our suggestions actionable, there is a significant research base behind our coaching. This Dr. Allen is the same Dr. Allen that we credit over and over again during our presentations.
If you get a chance to work with or hear Rich, do not pass up the opportunity. Personally, a 15 minute group training session with Rich in 1997, was a significant turning point in my career. To learn more about Dr. Allen, visit his website at http://www.greenlighteducation.net/
Think. Work. Achieve.
Your turn...
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