# data[].attributes.body
Helping each other to strengthen weaknesses as a campus culture

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Coaching the team to be leaders. Spending
Time to listen to the needs and move forward with development.

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I like that the superintendent seemed passionate about selecting his principals and was focused on development. 

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I like that the superintendent seemed passionate about selecting his principals and was focused on development. 

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Be intentiinal about developing leadership skills

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Be intentiinal about developing leadership skills

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Standards are used for coaching and feedback, not just evaluation

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Standards are used for coaching and feedback, not just evaluation

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we don’t know what effective principals do during their day. there are few avenues

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What does coaching look like in our district? and how did you work through areas of growth?

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Everyone must share a vision for greatness

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How is this built into the schedule. Systems compliance takes so much time away from coaching

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Clearly defined goals, on-going coaching

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Hiring practices make a difference.

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Just wondering exactly what is expected from this group today--still not quite sure.

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Just wondering exactly what is expected from this group today--still not quite sure.

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How can CAPR be used to coach?  Are we talking about CAPR as our set of expectations?

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How can CAPR be used to coach?  Are we talking about CAPR as our set of expectations?

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What resonates is the process of the collaboration is a good part about how we grow together as we reflect together

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Looking at excellence, attributes and standards. 

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Looking at excellence, attributes and standards. 

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That district culture will help with talent retention

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The importance of defining excellence so we know where strengths are and what growth areas are

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Defining what those valued leadership attributes are.

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Working collaboratively toward a common goal, using data and objective observations

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Coaching f

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Mentoring future leaders that know the leadership framework and implement it in all aspects of the day. Support groups that reflects and assess each other at key points throughout the year in order to create support systems for continued growth.

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Mentoring future leaders that know the leadership framework and implement it in all aspects of the day. Support groups that reflects and assess each other at key points throughout the year in order to create support systems for continued growth.

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Coaching to build strengths, not fear based gotcha measures to direct principal actions.

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Evaluation and feedback aimed at growing leaders.  

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Evaluation and feedback aimed at growing leaders.  

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Wondering how this would be managed in a meaningful way in a district out size

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Coaching and support sounds great

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The importance in providing principals feedback with specificity. Identifying strengths and weaknesses.

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There seems to be a strong support system to grow a principal.

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Wondering if more time can be alloted in principal meetings to include developing our leadership skills, more training on instructional leadership, etc..

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Wondering if more time can be alloted in principal meetings to include developing our leadership skills, more training on instructional leadership, etc..

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Coaching to help develop better leaders. Not for the gotcha but got the recognition of the good and the build

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Taking time to look at all areas of the hiring process

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Coaching on the issues which have the greatest impact on student learning.

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Coaching on the issues which have the greatest impact on student learning.

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Working collaboratively to build leadership capacity through a strengths-based focus

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How will this be different than what we’re told to do now? Can it or will it be collaborative?

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What training do admin supervisors receive regarding how to train principals

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What training do admin supervisors receive regarding how to train principals

# data[].attributes.body
how can this work be developed in our vertical teams?

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How do we assure that administrators have some coaching experience prior to being hired; how do assure APs get that opportunity. True instructional coaching experience

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Loved the idea of getting  support to learn and grow as a leader.

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Top level support is necessary for change.

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How can the feedback forms we receive from admin supervisors when they come to our campuses include opportunities for us to share info and how 

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How can the feedback forms we receive from admin supervisors when they come to our campuses include opportunities for us to share info and how 

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How can we ensure that current principals hold the same values and vision for this? How are we building capacity within current admin to suport this?

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Where will funding come from based on the constraints the district has?

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Where will funding come from based on the constraints the district has?

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Training sessions available especially during the summer to build the principal capacity

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What experiences and development do admin sups have to coach and develop principals?

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What experiences and development do admin sups have to coach and develop principals?

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How will trust be built between people leading this support and principals? Trust is critical.

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How can we re-prioritize the role of the principa

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How can we re-prioritize the role of the principa

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I would like for the coaching and training to happen in the summer.

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I would like for the coaching and training to happen in the summer.

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How can principals give feedback on the coaching that we receive in the spirit of continual improvement? 

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How can principals give feedback on the coaching that we receive in the spirit of continual improvement? 

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Building up strengths and working on areas of need in a quality coaching session

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Building up strengths and working on areas of need in a quality coaching session