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Charles Leadbeater: The era of open innovation

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In this deceptively casual talk, Charles Leadbeater weaves a tight argument that innovation isn't just for professionals anymore. Passionate amateurs, using new tools, are creating products and paradigms that companies can't.

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https://chtbl.com/track/G431DE/traffic.libsyn.com/secure/thewowpodcast/E031_-_Darrin_Murriner_-_Culture__Engagement_W_Basic.mp3

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https://worldofwork.io/2019/10/cameron-quinns-competing-values-culture-model/

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KIPP Charter School Results | KIPP Public Charter Schools

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Mathematic's independent report on KIPP charter school results, examining KIPP's K-12 impacts as well as our middle school impacts over time.

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We believe that an excellent college-prep education will set students up for success in whatever life path they choose. Our students complete college at a rate that is above the national average for all students and three times higher than that of students from similar economic backgrounds.

The KIPP Difference, According to Parents

Resource Library

We aspire for KIPP's impact to extend far beyond the walls of our schools. We believe that we only succeed if we all succeed. That's why we eagerly seek to learn from and share what we know with other public schools and education organizations. Our resource library offers tools and resources from four key focus areas: Teaching & Learning, Leadership Development, College, and Character.

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The KIPP Approach | Learn more about what makes KIPP different

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We believe that an excellent college-prep education will set students up for success in whatever life path they choose. Our students complete college at a rate that is above the national average for all students and three times higher than that of students from similar economic backgrounds.

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Last week, just before the Fourth of July, the influential KIPP charter school network announced it had decided to abandon its longtime mantra, "Work Hard. Be Nice." KIPP's leaders explained that the affable slogan had to go because it hinders efforts to "dismantle systemic racism," "places value on being compliant and submissive," "supports the illusion of meritocracy," and doesn't "align" with KIPP's "vision of students being free to create the future they want."

KIPP has announced that it is "retiring" its longtime mantra "Work hard. Be Nice." because it it ... [+]
ASSOCIATED PRESS

What to make of all this? Well, KIPP has pledged its 240-odd schools to the cause of anti-racism. Generally speaking, that's certainly admirable. But anti-racist education today can mean many things. What KIPP has embraced is a fairly radical vision that retreats from defending even time-tested, broadly supported, foundational virtues if someone hints that they're freighted with wrongthink.

I'll get into the larger issue of anti-racist education some other time. Today, I just want to offer a few thoughts on KIPP abandoning its hope-filled, successful, quarter-century-old motto. This is a decision that's puzzling, disheartening, and short-sighted.

It's puzzling. This move is so focused on placating the wild demands of the woke cadres that it suggests KIPP has lost its bearings. In 30 years in and around schools as an educator and scholar, I've yet to meet the parent-of any race or background-who doesn't want their child to be nice and to work hard. I've yet to meet the responsible teacher who doesn't want the same. As a parent, I certainly want my kids to work hard and be nice. I think that's pretty typical. And I haven't met many people who are seeking lazy, nasty neighbors or colleagues. It will be telling to see how KIPP's new posture is received by parents, longtime supporters, and public officials who believe in hard work and kindness.

It's disheartening. Of all the virtues, hard work and kindness have got to be among the most appealing and universal. The fact that KIPP's leaders won't stand by these shows a stunning lack of civilizational confidence. After all, anti-racist activists have suggested that a subculture of online, alt-right weirdos was able to poison the settled meaning of the 250-year-old Betsy Ross flag. Even if one accepts the dubious notion that "Work Hard. Be Nice." has somehow been tainted by systemic racism, educators with any confidence in their cause should relish the opportunity to remove that taint from a relatively baby-faced slogan.

Now, perhaps "nice" is too mild for our superheated times. Okay. Perhaps KIPP needed a more ambitious-sounding mission. Fair enough. With confidence, its leadership might have built on what they had. They could've gone with "Work Hard. Be Kind. Change the World." Or "Work Hard. Be Good. Show Courage. Fight Oppression." Instead, they retreated.

It's short-sighted. Universal, aspirational values offer a moral language for rallying support. In retreating from these, one is left without a way to win new allies and bring them along. Indeed, when you declare that those who value hard work or kindness are part of the problem, you've kind of painted yourself into the corner. And, for what? I've known a number of KIPP leaders over many years, and I find it hard to believe that they don't want their kids to live in a world that values kindness and hard work.

One has to wonder whether the KIPP cognoscenti have really thought this through. Do they honestly think that working hard and being nice is in tension with the "future" that KIPP's students want to be "free to create"? If so, exactly what kinds of students does KIPP's brain trust think it has and what kind of future does it imagine they want to create? In the meantime, KIPP slouches towards its new mantra: "Slack Off. Be Mean."

... Read More

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KIPP's New Mantra: 'Slack Off. Be Mean.'

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Last week, just before the Fourth of July, the influential KIPP charter school network announced it had decided to abandon its longtime mantra, "Work Hard. Be Nice." KIPP's leaders explained that the affable slogan had to go because it hinders efforts to "dismantle systemic racism," "places value on being compliant and submissive," "supports the illusion of meritocracy," and doesn't "align" with KIPP's "vision of students being free to create the future they want."

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By Dave Levin

Regarding your editorial " KIPP Wokes Up " (July 7): KIPP's decision to retire our slogan "Work hard. Be nice." has nothing to do with abandoning our standards and everything to do with meeting our community's needs 25 years later. Last year, we gathered 6,000 students, alumni, families, teachers and school leaders to update our mission. In their stories, we heard a common theme: working hard and being nice did not sufficiently reflect the reality of their lives. Simply put, we all want a slogan that does.

Too many of our students work incredibly hard and get into the college of their dreams-only to face a massive tuition bill, the need to work multiple jobs and a lack of paid internships in most career tracks. And once they enter the workforce, they will still earn significantly less than their white peers, be twice as likely to be killed by police and, now, be disproportionately hospitalized or die from Covid-19. In a world where our students confront anti-blackness and systemic racism at every turn, KIPP's slogan needs to reflect the importance of identity, excellence and the boldness needed to create a more just world.

Read the full article here

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Why KIPP Has Retired 'Work Hard. Be Nice' | KIPP Public Charter Schools

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Regarding your editorial "KIPP Wokes Up" (July 7): KIPP's decision to retire our slogan "Work hard. Be nice." has nothing to do with abandoning our standards and everything to do with meeting our community's needs 25 years later. Last year, we gathered 6,000 students, alumni, families, teachers and school leaders to update our mission.

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Retiring "Work hard. Be nice." as KIPP's national slogan

Wednesday, July 1, 2020
After adopting a new mission and vision, we understood that Work hard. Be nice. needed to change; we needed to lift up a new national slogan. We learned many KIPP Regions had either passively stopped using it or were actively removing it from their schools. We planned to replace the slogan as part of a larger rebranding effort this summer but paused the rebrand when COVID hit. We cannot wait any longer to remove the old slogan. While the broader effort remains paused, we will move forward with taking down the old slogan, even without a replacement ready to go.

Feedback on the slogan falls into a few buckets:

Working hard and being nice is not going to dismantle systemic racism. For example, in the words of student performers at KIPP School Summit: "I've been told I should just work hard and be nice. That it'll pay off in the end. I've worked hard and I've been nice but the nice guys finish last."

It suggests being compliant and submissive. For example, in the words of an alum: "Asking us to 'be nice' puts the onus on kids to be quiet, be compliant, be controlled. It doesn't actively challenge us to disrupt the systems that are trying to control us."

It supports the illusion of meritocracy. For example, in the words of Orpheus Williams who leads the Foundation's equity programming: "The slogan passively supports ongoing efforts to pacify and control Black and Brown bodies in order to better condition them to be compliant and further reproduce current social norms that center whiteness and meritocracy as normal."

And finally: it doesn't represent what's possible in our schools. Schools where individual students are seen and supported. Schools that are actively anti-racist. Schools that live up to our stated mission: Together with families and communities, we create joyful, academically excellent schools that prepare students with the skills and confidence to pursue the paths they choose-college, career, and beyond-so they can lead fulfilling lives and build a more just world.

We know that changing our national slogan is a relatively symbolic action item. We also know that what we say matters. So, we're taking two steps:

1. We are retiring the slogan. This means it is being removed from our website and our brand guidelines. This is happening now. The Foundation will be creating resources to support regions in making the same decision.

2. We are replacing it. We are not going to rush this part. Aligned with our shared mission and vision, we know we need to lift up a slogan that better represents the tomorrow we are hoping to build, together. While the Foundation's Marketing and Alumni Impact teams will facilitate the process, we want the new slogan to be designed by our students, alumni, and families. We will share more details on this effort when we have them.

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Retiring "Work hard. Be nice." | KIPP Public Charter Schools

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Retiring "Work hard. Be nice." as KIPP's national slogan Wednesday, July 1, 2020 After adopting a new mission and vision, we understood that Work hard. Be nice. needed to change; we needed to lift up a new national slogan. We learned many KIPP Regions had either passively stopped using it or were actively removing it from their schools.

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This may be remembered as the summer that "No Excuses" became too toxic for charters to admit that they are still clinging to the abusive reality.

The rhetorical retreat from "No Excuses" began with a New York Times piece in July,"Why Some of the Country's Best Urban Schools Are Facing a Reckoning."
In it, I found so little to substantiate the claim that New York's "no excuses" charter schools are actually implementing any policies that would negate their brutal discipline systems that I read the piece a second time, looking for something that might justify a delay in these punitive charters' well-deserved day of reckoning. At the risk of dating myself, I could only ask, "Where's the beef!?"

The discipline changes noted at the Ascend charter schools was covered in a bit more detail in a Times piece from 2017, even though that piece, too, doesn't say much. The other big change at Ascend appears to be a new school that lumps disabled students into one school, a practice that lost pedagogical credibility decades ago and one that cripples efforts to create inclusive learning environments. It's hard to say why Success Academy is even mentioned in this piece, since its management is staying the course on its total compliance penal variety of schools.

As for KIPP, there seems to a kinder, gentler change in rhetoric from the top, but in terms of policy change, I can't find it. There seems to a belief that more black and brown teachers will be enough to humanize the zero tolerance "no excuses" approach. Sadly, KIPP seems to have put most of its black and brown New York teachers in a single school. In the end, KIPP teachers follow school policy, or else, and there is nothing in the NYTimes article to indicate a change of practices that demean and humiliate both students and teachers.

What is clear is that KIPP Model hell school operators would like to mold the media in order to convince politicians that the brutality of "no excuses" charter school has changed. With growing numbers of citizens now realizing that these racist penal-style KIPP Model schools are emptying public school coffers while making policymakers complicit in crimes against children, PR campaigns now abound to present these cultural sterilization charter schools in the best possible light.

Enter Jay Mathews, who has remains a tireless mouthpiece for corporate charter hell schools for the past 25 years. Jay's August 2 column, 'No-excuses schools' make no excuse for updating their approach, is devoted to downplaying the punishing practices and policies that have earned KIPP the reputation of "Kids in Prison Program."

A formidable propagandist, Mathews cherry-picks individual policies from the Big Five "no excuses" chains (Achievement First, Success Academy, KIPP, YES Prep, and Uncommon Schools) to make it sound as if universal changes are happening to make these educational sweatshops less inhumane.
Jay mixes in some plain old lying, too. A couple of examples:

Sitting straight in class with hands folded on the table and eyes continuously on the teacher: Those were the rules when I started visiting KIPP schools in 2001, but no longer. . . .Walking silently through the halls in single-file lines: That is no longer the rule in these networks.

I did a cursory search on the web and found many examples of KIPP networks with these student contract elements still in place. Here is just one:

I will SLANT during instruction ·
I will track whomever is speaking ·
I will greet and respond to greetings from others in the hallway ·
I will raise my hand to speak and share ·
I will enter and exit rooms silently and close doors carefully ·
I will say please, thank you, and excuse me ·
I will walk quietly on the right side of the hallway ·
I will hold doors for people behind m e ·
I will be team and family and include others ·
I will speak like a scholar and friend to all ·
I will keep hands, feet, and objects to myself ·
I will communicate with my parents by providing them with flyers from school

"No-excuses is so 20th century. Let's talk about something new." That will only be possible, Jay, when realities in these lock-down schools actually change to match the misleading rhetoric that you continue to propagate.

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"No Excuses" Realities Remain As KIPP Makes Rhetorical Retreat

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This may be remembered as the summer that "No Excuses" became too toxic for charters to admit that they are still clinging to the abusive reality. The rhetorical retreat from "No Excuses" began with a New York Times piece in July,"Why Some of the Country's Best Urban Schools Are Facing a Reckoning."

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Amid a growing backlash against charter schools, leaders within the movement are acknowledging that some criticism of their schools is warranted.

Ascend, a charter school network in Brooklyn, scrapped its strict discipline code a few years ago. The leaders of charter schools across New York are broadcasting problems in their schools and making changes. Credit... Chang W. Lee/The New York Times

[What you need to know to start the day: Get New York Today in your inbox.]

When the charter school movement first burst on to the scene, its founders pledged to transform big urban school districts by offering low-income and minority families something they believed was missing: safe, orderly schools with rigorous academics.

But now, several decades later, as the movement has expanded, questions about whether its leaders were fulfilling their original promise to educate vulnerable children better than neighborhood public schools have mounted.

When Richard Buery took over last year as the head of policy at KIPP, the nation's largest charter network, he began to ask the same questions.

He was used to challenging charter schools after years as a top deputy to Mayor Bill de Blasio, who is skeptical of the schools.

Mr. Buery, who is black and grew up in East New York, Brooklyn, noticed that black and Hispanic students in KIPP schools were sometimes being disciplined too harshly by their white teachers. The network's high schools had impressive academic results and graduation rates, but their students then struggled in college. And KIPP executives' relationships with elected officials were fraying.

In response, Mr. Buery adopted an unusual strategy: He publicly declared that some of the criticism of KIPP - and the charter movement in general - was merited, and announced that KIPP needed to change for it to continue to thrive.

Mr. Buery is part of a growing number of charter school executives to acknowledge shortcomings in their schools - partly in an effort to recast their tarnished image and to counteract a growing backlash that threatens the schools' ability to influence American public education.

Charter schools now serve about three million children across the country, and have their ardent supporters. But other parents, teachers and students have increasingly voiced frustration with charters, and their protests have been seized by the progressive Democratic politicians who are ascendant in New York and other states.

"The stereotypes of the sector - there's a reality behind them," Mr. Buery said, referring to criticism of how charters handle discipline, race and politics. "It's up to us to demonstrate, visibly, that we are better than the stereotype and striving to be better than what we are."

KIPP's internal reckoning has coincided with a moment in which New York's elected officials and Democratic presidential candidates have turned decisively away from the charter movement. Both groups are eager to please their allies in teachers unions, which have consolidated power over the last year.

The threat to charters is severe in New York City, which is home to more than 100,000 charter school students and was once seen as an incubator within the movement.

Last month, Gov. Andrew M. Cuomo, a Democrat who has been a crucial supporter of charters, declared that the State Legislature would not lift a cap on the number of new charters issued citywide. By halting charter growth indefinitely, Albany lawmakers have begun to erode the schools' foothold in the country's biggest school system.

At the same time, Mr. de Blasio, who hired Mr. Buery to oversee his signature universal pre-K program, has threatened to make it harder for the schools to advertise to parents and to share space with district schools.

It remains to be seen whether charters' attempts to change will be abandoned when the politics shift, or whether the new direction will come to redefine the movement.

But as New York's charters are buffeted by fresh criticism, even the schools' leaders are broadcasting their mistakes.

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The leaders of KIPP STAR in Harlem said having more teachers of color has naturally led to an easing of strict discipline in the school. Credit... Chang W. Lee/The New York Times

Steven Wilson, the chief executive of a Brooklyn-based charter school network, Ascend, scrapped his charters' rigid approach to discipline after he realized his schools were full of unhappy students and tense teachers. "We wanted to blow all that up," he said. "We wanted to hear students talking, exchanging ideas, taking intellectual risks. And that was largely absent."

"We need to get our own house stronger and better," said Doug McCurry, a chief executive at Achievement First, which opened a Brooklyn charter school exclusively for students with disabilities in 2017. The network, Mr. McCurry said, cannot be a legitimate alternative to traditional public schools unless it serves all students, including children with special needs.

New York is home to a diverse group of charter leaders, not all of whom agree that changing course is the right way to handle internal criticism and political pressure.

Eva Moskowitz, who runs the city's largest charter network, Success Academy, has held fast to a model that relies in part on discipline and compliance. That approach has led to extremely high test scores and national accolades - alongside pushback from some families and staff members.

"We listen to our parents and they overwhelmingly support the high standards we set for student conduct," said Ann Powell, a spokeswoman for Success. Many of New York's charter networks, including Success, have long waiting lists of parents eager for a seat for their children.

Eventually, Ms. Moskowitz and some other charter school leaders believe, the political pendulum will swing back.

KIPP is still forging ahead with changes - despite, not because of, political headwinds, Mr. Buery said. "I'd hate for anyone to think we're doing it because of a reaction," he said. "We're doing it because it's the right thing."

The college graduation rate for KIPP alumni is about 35 percent, above the national average for low-income students but not nearly as high as its founders had envisioned. After years of attempts to help KIPP alumni graduate, the network is proposing new solutions, which it hopes other schools will emulate.

The network has also recently challenged President Trump's education secretary, Betsy DeVos, perhaps the nation's most prominent charter supporter, for reversing an Obama-era policy aimed at reducing racial disparities in discipline.

So far, New York's progressive politicians seem unconvinced.

"Entreaties by charters to reform themselves are welcome, but I really think reform has to come from the outside," said State Senator Brad Hoylman, a Manhattan Democrat who introduced a bill this year that would limit public funding for charters and require the schools to enroll more students with disabilities and children learning English.

"We haven't seen any of the results of those reforms yet," he added.

Brandi Vardiman greeted a fourth-grade student at KIPP STAR. Ms. Vardiman, the school's principal, recruited teachers from Harlem to work at the school. Credit... Chang W. Lee/The New York Times

But educators at charter schools say the proof is in the classroom.

"It's not every day you see a principal who looks like me," said Brandi Vardiman, the principal of KIPP STAR, a Harlem elementary school, on a recent morning as she passed pictures of students and teachers in Black Lives Matter shirts. About 70 percent of STAR's staff is black or Hispanic, one of the highest rates of KIPP's 13 New York schools.

Mr. Buery is part of a push to reverse the norm of mostly black and Hispanic charters in New York being staffed mainly by white teachers. Studies have found that black students who have even one black teacher are more likely to go to college than black students who do not. KIPP hired a chief diversity officer to promote "anti-racist practices."

Ms. Vardiman created a class for students to learn about the Harlem Renaissance and the effects of gentrification on the neighborhood. She rephrased word problems in math classes: "Instead of, 'Sally went to the store to buy five apples', it might be instead, 'Maria went to the bodega to get three avocados.'"

After Michael Brown was killed in Ferguson, Mo., in the summer of 2014, Ms. Vardiman held an assembly so kindergarten and first-grade students could discuss the shooting on the first day of school.

"It was like, 'Are we just supposed to ignore this?'" she thought.

In Bushwick, Brooklyn, Mr. Wilson, of Ascend, walked through one of his network's schools and remembered when all its classrooms featured a seemingly innocuous but widely feared piece of paper: a green, yellow and red poster resembling a traffic light.

A clip with every student's name on it would be placed on green at the beginning of the day, to denote good behavior. But if a child called out an answer without raising a hand or fidgeted in their seat, for example, their clip would be moved to yellow, then red.

Ascend, like most charter school networks, embraced a strict set of discipline policies known as "no excuses," which is based on the idea that punishing minor issues will prevent bigger problems. It wasn't working.

"The conversation in the bustle of the kids leaving was, 'What color were you on today?'" said Mr. Wilson. "Not what did you learn, or what excited you, or what did you discover? We thought this was just tremendously sad."

Ascend jettisoned its discipline code in 2013. Suspensions for elementary school students have since plummeted by 40 percent while test scores have risen by about 35 percentage points in English and math.

Classes at Achievement First's Empower Program are small, with a high ratio of paraprofessionals and special education teachers to students. Credit... Chang W. Lee/The New York Times

Though much of the criticism of charters has focused on discipline, even strong supporters have admitted that charter schools have sometimes focused on academic results at the expense of students with disabilities.

"This isn't just a narrative problem, this is a real problem," said Lauren Rhim, the director of the National Center for Special Education in Charter Schools. "In order to change it, you need to acknowledge it."

Achievement First's Empower Program, just a few blocks away from Ascend, is trying to prove that charters can excel academically while enrolling more students with disabilities. The school, which opened in 2017, exclusively serves students with special needs.

On a recent morning, Pablo, a partially nonverbal student with autism, bounded into his science class at Empower. His teacher asked him to come into the room again, this time more calmly.

Without missing a beat, Pablo walked out of the classroom and reappeared a moment later. He walked calmly to his desk, where an iPad and a few colorful toys were waiting for him in case he got antsy. (Pablo is being identified by part of his name for privacy reasons.)

For Mr. McCurry, the Achievement First executive, the need to create better charter school options for special needs students is personal. Mr. McCurry spent months touring dozens of district and private schools for his son, who is autistic.

Last fall, Mr. McCurry enrolled him at Empower.

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Why Some of the Country's Best Urban Schools Are Facing a Reckoning (Published 2019)

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Amid a growing backlash against charter schools, leaders within the movement are acknowledging that some criticism of their schools is warranted. [What you need to know to start the day: Get New York Today in your inbox .]

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New proposals to open "no-excuses" charter schools have dropped sharply over the past five years. So, too, have the number of approvals for such schools, according to a new report from the National Association of Charter School Authorizers.

No excuses charter schools are arguably the most prominent and controversial model to come out of the charter movement. They're defined for serving mostly low-income students of color in prep-school-like environments with high academic expectations, strict codes of behavior, and extended school days or years. This model includes some of the largest and best-known charter networks, such as KIPP and Success Academy.

The model has been both praised for raising test scores and getting more disadvantaged students into college as well as criticized for harsh disciplinary practices and for excluding students with disabilities.

There are signs, now, that the model may be falling out of favor, at least when it comes to proposals for new charter schools.

In a sweeping and rare look at what types of charter schools are being proposed and approved to open across the country, NACSA found that no-excuses charter schools made up 7 percent of all charter proposals last year, down from 14 percent five years ago.

The decline in approvals for no-excuses charter schools was even more drastic. In 2017-18, no-excuses schools made up just 7 percent of all approvals, a drop from 22 percent in 2013-14.

NACSA isn't sure why, exactly, that both proposals and approvals are down. It could be a function of demand from families or "decreased political will to open these kinds of schools," the report says.

Charter schools have faced increased political backlash as the Trump administration has promoted them and as teachers' unions have targeted charter growth in a wave of recent strikes and protests.
Independent Charters v. Networks
Charter schools often don't get attention until they're either knocking test scores out of the park or at the center of a scandal over financial malfeasance. This report pulls back the curtain on the types of schools that are being proposed and approved across the country and offers insight on so much more than just no-excuses charters.

As part of the report, NACSA collected 3,000 charter school applications from authorizers in 20 states. Authorizers are the groups given the power under state law to approve the opening of new charter schools. They also have the authority to close charters that are not meeting the academic and financial terms of their charter contracts.

Depending upon the state, authorizers can be school districts, state agencies or boards, universities, or even local nonprofits. For a long time, school districts approved the largest volume of new charter schools out of the different types of authorizers, although that has been changing.

The NACSA report found that the majority of applications for new charter schools come from independent groups and people who are not connected to the larger, charter school networks.

But that doesn't mean independent applicants made up the majority of charter schools actually approved.

Sixty-one percent of approved schools were affiliated with either a non-profit charter management group or a for-profit operator. This could be because charter school networks submit stronger applications, or because authorizers simply see proposals from established groups as less risky.

While for-profit charter school operators get a lot of media attention, said the report, they make up a minority of charter schools approved. Seventy-six percent of charter schools approved to open in the past five years were not run by for-profit operators.

However, in four states-Arizona, Florida, North Carolina, and Ohio-a sizable share of the charter schools approved since 2013-14 were affliated with a for-profit operator.

No Two States Are Alike

That leads to one of the key takeaways from the NACSA findings: there is a lot of variation in the types of charter schools approved from state to state.

For example, blended schools-which combine online and classroom learning-are very popular in the District of Columbia, but not in Connecticut or Massachusetts.

Inquiry-based school models such as Montessori and Waldorf are far more popular in Arizona than they are in Illinois.

There is also a wide range in the popularity among school model types. Take classical and virtual schools for an example. Classical schools teach a liberal-arts heavy curriculum with a focus on teachings of philosophers such as Plato. Virtual schools provide instruction entirely-or almost entirely-online.

While classical and virtual charter schools each made up 4 percent of all types of schools proposed, classical schools had an approval rate of 57 percent while virtual schools had an approval rate of just 32 percent.

The same was true for no-excuses charter schools versus alternative or credit-recovery programs-schools that serve struggling students who are often behind on earning credits to graduate from high school. Both made up about the same share of proposals (10 and 11 percent, respectively), but no-excuses charter proposals had an approval rate of 55 percent while alternative schools had an approval rate of 34 percent.

Philanthropy and the Challenge of Access

Philanthropy has played a major role in expanding and shaping the charter sector over the past 25 years.

But most new charter school proposals did not have backing from philanthropies or incubator groups. Those that did, however, had increased odds of being approved.

This matters, the report says, because a group of community members or teachers may have a top-notch idea for a new school, but not have access to funders that established charter school networks do.

The report recommends that authorizers do more than just approve or reject the applications that come to them-authorizers should take an active role in both identifying what their community needs and the charter applicants that can meet those needs.

The full report can be found here: Reinvigorating the Pipeline, Insights Into Proposed and Approved Charter Schools.

Related stories:

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'No-Excuses' Charter Schools May Be Falling Out of Favor, Report Suggests

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The numbers of proposed new charter schools known as "no-excuses" type charters has declined over the last five years, as have the rates of approval for such charters, according to new data from the National Association for Charter School Authorizers.

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KIPP: Culture of Achievement and Support

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KIPP: Culture of Achievement and Support

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We set clearly defined and measurable high expectations for academic excellence and conduct in order to create and reinforce a culture of achievement and support. We know that every student is different and we personalize learning based on a student's needs, skills, and interests.

Rigorous Curriculum and Instruction

All students will learn and achieve at high levels when given the opportunity. To prepare students with the skills and content knowledge needed to be successful in college and their careers, KIPP teachers deliver high-quality, rigorous curriculum and instruction. By monitoring academic progress, KIPP teachers know what their students need and tailor instruction so every child receives the appropriate level of support and challenge.

Culture of Achievement and Support

We believe that an excellent college-prep education will set students up for success in whatever life path they choose.

That's why KIPP students, families, and teachers form a partnership that puts learning first. KIPP students, parents, and teachers all sign a learning pledge called the "Commitment to Excellence," that lays out the role they each play in ensuring a positive school experience.

This section of the page contains a carousel that visually displays 1 testimonial slide at a time. For screen reader users, these slides appear in a list below. The next and previous buttons only affect how these slides are shown visually, but do not affect what screen readers read, since all the slides are always shown to these users.

For me, therapy creates an honest avenue to go through self-help and AYANA provides a familiar nonbiased space that understands my experience. Alyssa Gaderon, KIPP NJ Alum, George Washington University Class of 2023

For me, therapy creates an honest avenue to go through self-help and AYANA provides a familiar nonbiased space that understands my experience.

Alyssa Gaderon, KIPP NJ Alum, George Washington University Class of 2023

My students are the definition of resilience. Their hunger for a quality education motivates me daily to be a better teacher. Robert Manuel, AP World History Teacher, KIPP New Orleans

My students are the definition of resilience. Their hunger for a quality education motivates me daily to be a better teacher.

Robert Manuel, AP World History Teacher, KIPP New Orleans

I wanted to make sure black and brown children were able to have the opportunities any other child was afforded. Jondré Pryor, School Leader, KIPP Metro Atlanta

I wanted to make sure black and brown children were able to have the opportunities any other child was afforded.

Jondré Pryor, School Leader, KIPP Metro Atlanta

What Else Makes KIPP Different?

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High expectations at KIPP | Our culture of support and achievement

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We set clearly defined and measurable high expectations for academic excellence and conduct in order to create and reinforce a culture of achievement and support. We know that every student is different and we personalize learning based on a student's needs, skills, and interests.

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Amazingly Simple Graphic Design Software - Canva

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Amazingly Simple Graphic Design Software - Canva

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  Banks, J. (2015). The relationship of the four factors of the cultural intelligence of K-12 school leaders to school organizational culture. ProQuest Dissertations Publishing.

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  Banks, J. (2015). The relationship of the four factors of the cultural intelligence of K-12 school leaders to school organizational culture. ProQuest Dissertations Publishing.

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Kalkan, Ü., Altınay Aksal, F., Altınay Gazi, Z., Atasoy, R., & Dağlı, G. (2020). The Relationship Between School Administrators’ Leadership Styles, School Culture, and Organizational Image. SAGE Open, 10(1), 215824402090208–. https://doi.org/10.1177/2158244020902081

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https://eric.ed.gov/?id=EJ1097804

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*defining theoretical framework for introduction:
USC Libraries. 2020. Retrieved from: https://libguides.usc.edu/writingguide/theoreticalframework

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A THEORETICAL FRAMEWORK ON ORGANIZATION CULTURE DIMENSIONS

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The aim of the study is to explore various culture dimensions and how these dimensions help to understand the culture concept. The study helps in identifying the various phases of culture in terms of values and beliefs that dominate in the

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Tandon, P., Mishra, S., Mehta, J.D., (2018) “A Theoretical Framework on Organization Culture

Dimensions.” Journal of Management Research and Analysis (JMRA). Volume 05 Issue 04, December 2018, Pages: 263-269. Retrieved from: https://www.academia.edu/38493438/A_THEORETICAL_FRAMEWORK_ON_ORGANIZATION_CULTURE_DIMENSIONS
*outlines 6 theoretical framework constructs which could be useful for the recommendations component

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Ch 14 Schein a good start for the commendations/ recommendations component

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Ch 14 Schein a good start for the commendations/ recommendations component

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Apply 3 levels to both KIPP and School in the Cloud

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Apply 3 levels to both KIPP and School in the Cloud

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Contents

4raBet Sportsbook in India

The service has been around since 2018, and considering how quickly the website is gaining new members, it won't take long until it gets wider recognition and becomes one of the leading players in Asia, pushing some of the popular names aside and setting a new bar for a regional casino venue.

A quick tour around the website is enough to see that it's made with the smallest details in mind. Great design, user-friendly interface, and easy navigation - this is where the top-notch betting experience begins. Color tones complement the website's overall aesthetics.

All you need to join the world of forecasting, predictions, and luck is a few rupees on your account (at least 300, to be precise). Once you join the bookmaker's audience, you'll get access to:

Helpful support team with English-speaking managers who are also fluent in Hindi;

A wide line of daily rates (from 1,000 and more);

Convenient money management;

A convenient mobile application;

Sweet bonuses and more.

Sports & Games You Can Bet On

The website provides a huge array of events to profit from. Be it fans of traditional sports or users looking for something exotic, anyone will find something to their liking.
The first part of the promo code: 4rab (go)
Cricket

The world of cricket is much bigger than major leagues like IPL, BBL, or CPL. On 4raBet, you'll find a variety of betting options for less popular ones, including Ireland Inter-Provincial Cup or St Lucia T10 Blast. Apart from that, the service has begun publishing odds for The Hundred, a fresh English league that will introduce new rules this summer.

The pros of cricket betting:

Lots of matches. Cricket is one of the few sports that offer events all year round.

Game series. Cricket matches are highly frequent, with one team sometimes playing several games per week.

High max bets. International cricket matches come with decent maximum bet limits.

No ties. This boosts the chances of winning, as well as the prospects for betting in the long term.

The cons of cricket betting:

Long matches. A game may last from several hours to several days and the duration of the game depends on the league.

Football

This is the absolute champion of international betting, but that's not that surprising for the most popular game on the planet. The best time for betting on football is major world championships, but there are always a few smaller events during the week.

The pros of football betting:

Numerous national and international tournaments and lots of information about them;

You can place bets all year round. Some leagues follow a spring-fall pattern, and others follow a fall-spring pattern. Large international national team competitions take place in the summer.

High odds.

The cons of football betting:

National tournament matches are usually played on weekends. Not many options on other days.

For a full analysis, you need to research each player in both teams, and that's 22 people.

Table Tennis

At the moment, table tennis is on the rise on bookmaker websites, with more than a hundred different events taking place daily. Table tennis is a dynamic game. On average, it takes up to ten seconds to play one round or serve, and about two minutes per game, but professional tennis players can compete for hours.

The pros of table tennis betting:

Quick games. Place a bet, have a 15-minute break, go back to 4raBet, check bet status, get your winnings - simple and fast;

Competitions are held all year round;

You may find underestimated events. If you're really good at table tennis, you have a great understanding of the sport, and subsequently a great opportunity for a profit.

The cons of table tennis betting:

Fixed matches are quite common.

Low betting limits.

Volleyball

Volleyball will never become as global as football, but it still has a solid fanbase. The sport is very beginner-friendly, but it's not nearly as entertaining as major sports types because of its monotony. Despite this, bettors love volleyball because it's quite similar to tennis, with sets and separate draws, which means the order of scoring is fixed. Apart from that, volleyball games are held throughout the season.

The pros of volleyball betting:

No ties;

Teams are easy to analyze;

Bets all year round.

The cons of volleyball betting:

Little information to analyze;

Few major tournaments;

Low bet limits.

Virtual Sports

Cybersport is steadily making its way to one of the most popular sports for bettors. The competitions of the world's top gamers are not only fun to watch but also quite profitable. You'll always find a few esports events on the 4raBet betting site.

Other Sports

For those who prefer to bet on less popular events, 4raBet offers a decent selection of options for legal betting, from kabaddi to handball, futsal, and water polo.

Betting Options

A wide choice of betting options is 4raBet's calling card. Try all of them and find out which one fits your style of betting.

Single Bets

This is the basic option. The bettor places a bet on a certain outcome of a particular event. Let's take two imaginary football teams for example - team A and team B. You think team B has a better chance to win and bet on that. That's single betting. On 4raBet, you can place single bets in a couple of clicks.

Multiples

As the name implies, this is a set of bets combined into one. It usually comes as an accumulator bet. What is an accumulator bet? In 4raBet, you can try betting on the outcomes of several (two or more) events. You'll win only if you correctly predict all the outcomes. Let's say two football teams (A and B) are playing at the same time, and you predict that both of them will win. If that's the outcome, the winnings are yours. If at least one of the outcomes is incorrect, you lose. Feel free to bet on different sports at the same time.

Forecasting

This option is about predicting certain events. For example, when betting on a horse race, you can forecast that horse A will win and horse B will finish second.

Matched Betting

This is basically a bonus bookmakers give to newcomers and regulars. If the bet wins, it's calculated according to the standard rules, but if it fails, the bookmaker returns the amount of the bet to your account. Bookmakers also offer matched bets for significant sporting events.

Pool Betting

It's a specific set of sporting events where the player needs to guess the outcomes. The number of events can vary - it depends solely on the bookmaker. Usually, websites offer pools for 15 sporting events. Your task is to predict the outcomes of all the proposed pairs, but you don't have to be accurate in all outcomes to get a win. Bookmakers determine the minimum number of events you need to predict correctly to be eligible for a cut of the betting pool. Usually, the player is allowed to make 3-4 mistakes.

How to Place a Bet in 4raBet

All gambling and betting websites offer a similar user experience, so if you know the basics, you can jump straight into the action, and if not, feel free to learn how to place a bet in 4raBet with this simple step-by-step guide.

Register

Go to the 4raBet betting website, click "Registration" right in the middle of the screen, fill in a quick form below by entering your e-mail and password (there's also a field for a promo code in case you find one), and hit "Sign Up." Validate your account, and you're all set.

Make a Deposit

Get to "Deposit/Withdrawal" and choose the most convenient banking option. The website offers several electronic payment systems, but you can also opt for cryptocurrency for payments.

Place a Bet

You can choose between live and pre-match betting. Once you've picked one, select the sports type you want to profit from. After that, you'll see a window with all matches currently available in your section - pick one and click on the odds. Type in how much you're betting (keep in mind that the minimum bet in 4rabet is ₹100), and click "Place a Bet." That's it! Now lean back and wait for your winnings.

4raBet Betting Tips

Now that you know how to bet on 4raBet, let's try to tip the scales in your favor right from the start. Here are the major tips for a beginner:

1. First things first, always check the betting rules for a specific sporting event. Make sure all the tricky nuances are completely clear to you before placing any bets.

2. Start by playing with small amounts. There's always a risk that you may confuse or misunderstand something.

3. Don't chase high odds because there may be pitfalls in them. It's safer to bet on favorites with powerful motivation. If you're sure about your predictions, combine bets into multiples.

4. Figure out your bank beforehand so that You always know how much you're ready to spend, what rates suit your style better, and, more importantly, when to stop.

5. Be sure to keep an eye on the odds line. A rise or a sharp collapse is never an accident. Follow sports news. Keep analyzing. Before you bet on a specific team, research its previous successes and the overall state of the team.

6. Play exclusively at reliable bookmakers. The 4raBet sportsbook is gradually building up a reputation as a licensed and user-friendly website for newbies and experienced punters.

Deposits and Withdrawals

4raBet offers several banking options, from conventional deposit methods used worldwide to local systems. Here's what you can choose from.

Deposits:

Neteller and Skrill. Massively popular e-wallets, used by punters around the globe. Their key advantage is swift transactions.

Perfect Money. Another electronic payment system serving as an alternative to the previous two.

PayTM, UPI, and IMPS. These are Indian banking methods that actively compete with the international ones on the local market.

Cryptocurrency. This option allows you to use Bitcoin without exchanging it first.

Withdrawals:

Not all available deposit methods are also acceptable for withdrawals. At the moment, you can claim your winnings through PayTM or IMPS. Here's a quick guide for PayTM:

Enter your account and proceed to "Deposit/Withdrawal;"

Click on "Order the Payment" and select PayTM;

Type in the valid wallet number and the amount you're withdrawing (₹1,000 minimum);

Press "Withdraw" and wait for the money to arrive.

For IMPS, the first two steps are similar, but instead of the wallet number, you need to provide the account name and number, as well as IFSC code. For this method, the minimum withdrawal amount is ₹3,000.

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4RABET.COM Official Website | Play At 4raBet Casino In India

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The service has been around since 2018, and considering how quickly the website is gaining new members, it won't take long until it gets wider recognition and becomes one of the leading players in Asia, pushing some of the popular names aside and setting a new bar for a regional casino venue.

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podcast transcripts and podcast transcription services.

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Civility usually is demonstrated through manners, courtesy, politeness, and a general awareness of the rights, wishes, concerns, and feelings of others. It includes the behavior that helps to preserve the norms for mutual respect at work and, given the current economic and political climate, it's something we could all use more of.

In 2016, 62% of employees were treated rudely at work at least once a month, according to a global, annual poll on workplace incivility by McKinsey & Co. Since the poll began in 1998, rude behavior has increased at an alarming rate - which means that every year, chances go up that your leaders and employees are being dismissive, demeaning, and discounting to one another.

Rude behavior has increased at an alarming rate - which means that every year, chances go up that your leaders and employees are being dismissive, demeaning, and discounting to one another. @jmillermerrell #SmartTalkHR @RiseSmart https://bit.ly/2Gw8awU

At the SHRM 2018 Conference, Christine Porath, Associate professor, McDonough School of Business, Georgetown University led a session on "Mastering Civility: A Manifesto for the Workplace." Porath is the author of a book by the same title and gave a popular TED Talk on the topic. In her science-backed talk, Porath shares surprising insights about the costs of rudeness and shows how little acts of respect can boost your professional success, and your company's bottom line.

In a 2018 article for the Harvard Business Review, Porath shared research on the broad reach of incivility across industries.
Related content: How to Build Heathier Work Environments
"We all want to come to work and be treated with kindness and respect." says Porath. "Unfortunately, my research shows that there is rampant incivility in most organizations. I found that 98% of the workers I surveyed over the past 20 years have experienced rude behavior and 99% have witnessed it. And the situation seems to be worsening. In 2011, half said they were treated badly at least once a week - up from a quarter in 1998. So, what can a manager do to ensure that people on their team or in their department treat each other well?"

Where to begin addressing workplace incivility

Where to start? Porath recommends that you begin by assessing your own civility and behavior. How do you behave under pressure? How do you respond to stress? It's important that workplace leaders model the behavior they wish to teach, and your own personal experience is an invaluable part of that learning process. Sharing your own shortcomings and how you addressed them is transparency at its finest. Employees want to know that you not only expect certain behavior from them, but that you expect the same from yourself.

Porath also discusses evaluating your company's interview process, where you should articulate values and set expectations. First, managers need to set expectations. This starts in the interview process when you have the opportunity to articulate your values to prospects during the hiring process. Be explicit about your organization's values and then encourage candidates to decide for themselves: Do they truly want to work in an organization where these values reign supreme every day?
5 Practical Ways to Stay Positive, Even at Work
Once an employee joins your team, it's important to reinforce those values. Marriott, for example, identified three pillars of employee well-being: "We all need to feel good about ourselves, the workplace, and about our company's role in society." Managers at Marriott know that small daily acts affect how employees interact with others and that civility spreads in networks. Saying good morning when someone enters the elevator rather than staring at the floor in silence can make a difference. At Marriott, the expectation is that everyone contributes to creating a positive community in the workplace. This message is reinforced in meetings, at events, and with various awards for contributing to the culture.

The cost of incivility at work

A lack of civility in the workplace can cost a company hundreds of thousands of dollars in human resource hours with regards to conflict management, as well as in turnover from employees who choose to leave a toxic workplace. Conflict resolution is a solution, not a preventative measure. It's important to consider setting standards for your workforce that align to company values for how we treat one another.

There is also a cost for incivility in lost productivity. Stress stemming from a less-than-civil work environment can severely diminish productivity. Research from the National Institutes of Health shows that working in a group where incivility is present affects people's mental health, even after accounting for general stress and the incivility an individual personally experienced. An employee doesn't have to be part of the targeted population to be affected. An entire team may get pulled off track thinking about an incident, how they should respond, or whether they're in the line of fire.

In order to effectively address incivility, training for team leaders and managers should include respect and relationship building. Getting to know employees on a personal level shows respect and helps build trust, and stands out as a rarity in this day and age. When it comes to workplace communication, your company can set the standard for civility beyond conflict avoidance. Making civility as important as team goals and results is key to team-building, as well as building a culture of respect and positive engagement.

Getting to know employees on a personal level shows respect and helps build trust, and stands out as a rarity in this day and age. @jmillermerrell #SmartTalkHR @RiseSmart https://bit.ly/2Gw8awU

Who's responsible for civility in your workplace?

Companies like Google and Microsoft have civility programs in their workplaces that include training and support to help create a more respectful and engaging workplace. These programs are the result of a very specific type of leader: The CHRO.
Related content: The Secret to Engaging Employees at Work
Because of the growing responsibility of human resources and a shift away from HR as an administrative function, the role of the chief human resources officer (CHRO) is now positioned as a company CEO's most trusted advisor and strongest asset.

In a post on The New Role of the CHRO in Today's Workplace, I broke down an interview with Marylene Delbourg-Delphis, tech entrepreneur and organizational consultant, we discussed what drives organizational change and how to build trust and culture in the workplace. Delbourg-Delphis's new book, Everybody Wants to Love Their Job: Rebuilding Trust and Culture, includes priorities for organizations and the CHRO, which she calls the "Chief People Officer."

Says Delbourg-Delphis, "The important thing to remember here is that your Chief People Officer is the go-to person for any employee, for whatever reason, be it a personal problem or a professional one. If an employee feels harassed or slighted, the Chief People Officer must take the bull by the horns immediately. She has to bring about overall well-being in the company, handling anything from the quality of the office physical environment to the management of flexible work hours and the design of work to employee burnout."

Talent attraction and retention problems or successes are almost entirely dependent upon the company culture and how it sits in our society at large. Delbourg-Delphis says that an effective organizational culture can account for 20 to 30 percent of the differential in performance compared to culturally remarkable competitors. Your CHRO, or Chief People Officer, can be your company's best asset when it comes to civility in the workplace.

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Trends in Civility and Creating a Respectful Workplace

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These days, a career might last a lifetime, but individual jobs do not.That's why the No. 1 question that every job candidate and new hire at your company wants to ask - but is afraid to - is this: "How will you treat me if this job ends?"