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Principal as a Strategic Thinker and Planner:

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Principal as a Strategic Thinker and Planner:

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Principal as a Strategic Thinker and Planner

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Creating a mission statement and vision:                                                      How to create a vision and mission that includes all stakeholders and clearly articulates the overarching purpose and commitment to your work. A mission statement, or simply a mission, is a public declaration that schools or other educational organizations use to describe their founding purpose and major organizational commitments—i.e., what they do and why they do it. A mission statement may describe a school’s day-to-day operational objectives, its instructional values, or its public commitments to its students and community. A vision statement, or simply a vision, is a public declaration that schools or other educational organizations use to describe their high-level goals for the future—what they hope to achieve if they successfully fulfill their organizational purpose or mission. A vision statement may describe a school’s loftiest ideals, its core organizational values, its long-term objectives, or what it hopes its students will learn or be capable of doing after graduating.

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Creating a mission statement and vision:                                                      How to create a vision and mission that includes all stakeholders and clearly articulates the overarching purpose and commitment to your work. A mission statement, or simply a mission, is a public declaration that schools or other educational organizations use to describe their founding purpose and major organizational commitments—i.e., what they do and why they do it. A mission statement may describe a school’s day-to-day operational objectives, its instructional values, or its public commitments to its students and community. A vision statement, or simply a vision, is a public declaration that schools or other educational organizations use to describe their high-level goals for the future—what they hope to achieve if they successfully fulfill their organizational purpose or mission. A vision statement may describe a school’s loftiest ideals, its core organizational values, its long-term objectives, or what it hopes its students will learn or be capable of doing after graduating.

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Characteristics of High Performing Schools and Districts  ➢	High Quality aligned systems for curriculum, instruction and assessment – instructional core: language arts and mathematics                                                                ➢	High quality teachers and teaching practices                ➢	High performance organization and management - developing systems leadership to ensure a safe and productive learning environment for all stakeholders.          ➢ School ethos and culture -creating a climate that holds high expectations for both teaching and learning (A Benchmark Culture) Establishing a Sense of Urgency          ➢Communication and connections with the community and its resources aligned to the vision.

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Characteristics of High Performing Schools and Districts  ➢	High Quality aligned systems for curriculum, instruction and assessment – instructional core: language arts and mathematics                                                                ➢	High quality teachers and teaching practices                ➢	High performance organization and management - developing systems leadership to ensure a safe and productive learning environment for all stakeholders.          ➢ School ethos and culture -creating a climate that holds high expectations for both teaching and learning (A Benchmark Culture) Establishing a Sense of Urgency          ➢Communication and connections with the community and its resources aligned to the vision.

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Vision: To be a trusted partner in achieving peak leadership effectiveness and systematic organizational performance

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Vision: To be a trusted partner in achieving peak leadership effectiveness and systematic organizational performance

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Mission: To optimize organizational performance by maximizing the effectiveness of leaders and leadership teams.

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Mission: To optimize organizational performance by maximizing the effectiveness of leaders and leadership teams.

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LEADERSHIP COUNTS:                                                                                                                                                                                                                        A Framework and Practices for Effective LeadershipWe believe the success of a high functioning organization is built upon its commitment to developing people and increasing performance as it relates to leadership strength and sustainability.  Leaders create environments where all stakeholders become active participants committed to the success of the organization. Leadership Counts, LLC will utilize a systematic approach to work with school, community and parents to support school and district leadership. The areas of focus will be on developing and supporting strong leadership skills to include the following characteristics for reflection:1. TrustworthinessDoes the leader follow through with what they say they will do? Is the leader honest? Is the leader credible? 2. Demonstrating CourageDoes the leader say what needs to be said to those who need to hear it? Does he/she stand up for what they believe is best for achieving the vision?3. Prioritizing TimeDoes the leader manage his/her time efficiently? Is there a schedule or system in place to support achievement of the goal or vision? Does the leader promote a collaborative approach by participating and interacting with the team?4. Holding People AccountableDoes the leader demonstrate competence and knowledge about the components that lead to high quality performance? Are performance issues addressed effectively and in a timely manner? Does the leader establish consequences and rewards?5. Demonstrating HumilityDoes the leader deal effectively with to admit his/her mistakes? Does the leader deal effectively with ask for, listen to and act on feedback?6. Trusting and Respecting OthersDoes this person have confidence in me to do my job (or am I being micromanaged)? Do they value my personal time?7. Understanding Impact on OthersDoes the leader know how his/her behavior impacts others in the achievement of the mission? Is the leader a reflective practitioner.

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LEADERSHIP COUNTS:                                                                                                                                                                                                                        A Framework and Practices for Effective LeadershipWe believe the success of a high functioning organization is built upon its commitment to developing people and increasing performance as it relates to leadership strength and sustainability.  Leaders create environments where all stakeholders become active participants committed to the success of the organization. Leadership Counts, LLC will utilize a systematic approach to work with school, community and parents to support school and district leadership. The areas of focus will be on developing and supporting strong leadership skills to include the following characteristics for reflection:1. TrustworthinessDoes the leader follow through with what they say they will do? Is the leader honest? Is the leader credible? 2. Demonstrating CourageDoes the leader say what needs to be said to those who need to hear it? Does he/she stand up for what they believe is best for achieving the vision?3. Prioritizing TimeDoes the leader manage his/her time efficiently? Is there a schedule or system in place to support achievement of the goal or vision? Does the leader promote a collaborative approach by participating and interacting with the team?4. Holding People AccountableDoes the leader demonstrate competence and knowledge about the components that lead to high quality performance? Are performance issues addressed effectively and in a timely manner? Does the leader establish consequences and rewards?5. Demonstrating HumilityDoes the leader deal effectively with to admit his/her mistakes? Does the leader deal effectively with ask for, listen to and act on feedback?6. Trusting and Respecting OthersDoes this person have confidence in me to do my job (or am I being micromanaged)? Do they value my personal time?7. Understanding Impact on OthersDoes the leader know how his/her behavior impacts others in the achievement of the mission? Is the leader a reflective practitioner.