Posts
Too many school leaders (from Principal to Board Member) have
an unrealistic view of the human condition. They mistakenly believe that the best indicator of effective
and productive staff is the lack of complaints. This would be wrong.
Today’s educational arena is in constant flux. Standards change, accountability
increases, the knowledge base expands, practices evolve, political policy
devolves, funding constricts, etc.
To adapt, survive and thrive in this environment requires
constant change, both incremental and large scale. Change is difficult, uncomfortable, and scary. Even the “freaks” who like change (of
which I am one), like their change in certain areas of their life and then
require near perfect consistency and conformity in other parts of their
life. It is what allows them to
thrive in the high change environment.
For example, every day is a new challenge for me, there is next to no predictability
and I love it. On the other hand, my backpack is packed “just so.” Everything I
need to be productive during the day is exactly where I need it to be. Even if they are trying to be helpful,
if anyone else packed my backpack, I would be darn near dysfunctional for two
days. So my love of change is
conditional.
When children face the difficult, uncomfortable and scary,
they slow down, shut down and quit.
When adults face the difficult, uncomfortable and scary, they gripe and
complain. “Gritching,” as my Mother described it. You know, “Griping” and..., well
you can figure out the rest.
So this is where the unrealistic view of some leaders,
especially those removed from the action and the messy endeavor of leading
people in the field, comes into play.
These leaders mandate the “Change” and demand results. But when they
hear the inevitable complaints they assume that the change is being mismanaged
and they halt implementation. That
is a serious mistake.
When we implement change, our staff are forced out of their
comfort zone and routines. If they
were children they would quit.
Since they are adults, they “gritch.” In fact, it is a truism that if you are attempting to
implement change on your campus or in your district and there is no gritching,
the change is not being implemented. Because...
Gritching
is the lubricant that allows us to deal with the friction of change.
The sound of gritching is a glorious noise; it means the
organization is moving in a new direction. When you hear it, run towards it. Because that is a staff
that is trying and needs your coaching, support and empathy, in other words...
LEADERSHIP. If you hear gritching
and stop, that is poor management.
And if you are upstream in the chain of command (central office) and
punish field leaders (principals) when you hear staff complaints, just know you
are the primary reason why the organization is entrenched with the status quo.
Think. Work. Achieve.
Your turn...
- Call Jo at (832) 477-LEAD to order your campus set of “The Fundamental 5: The Formula for Quality Instruction.” Individual copies available on Amazon.com! http://tinyurl.com/Fundamental5
- Now at the Apple App Store: Fun 5 Timer (Fundamental 5 Delivery Tool); PowerWalks CLC (Networked Formative Observation Tool)
- Follow Sean Cain and LYS on www.Twitter.com/LYSNation and like Lead Your School on Facebook
