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Module 1
Transformational leadership is a popular, well-known leadership theory that would be effective in an educational setting. Northouse (2013) describes it as: "...transformational leadership is a process that changes and transforms people. It is concerned with with emotions, values, etheics, standards, and long-term goals" (p. 185). Therefore, I selected the following article as most teachers are exhausted from all the demands of the profession, and this would be an interesting read marrying a leadership theory and a current issue. I hope you all enjoy.

Resources
Northouse, P. G. (2013). Leadership: Theory and Practice, 6th edition. Thousand Oaks, CA: Sage Publications.

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Leadership, Feedback and the Open Communication Gap

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Leadership, Feedback and the Open Communication Gap

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Module 2
This is an actual book that is 60 pages long. I believe it will be a great tool for any future administrative leader. Many leaders claim to have an open-door policy, but is it really open? I would recommend browsing through any of the short chapters, but if you must choose one, read chapter 7 "Creating an Environment of Open Communication" (pp. 83-99) as this is key for a successful leader!

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Marcela, I hope I'm doing this right!
This is a great resource. I like the target audience listed in the forward. Sometimes we forget that leadership lessons which can be applied to education can be learned from other areas, such as management. I appreciate your contribution and hope you have a good semester!

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The Six Secrets of Change by Michael Fullan

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The Six Secrets of Change by Michael Fullan

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Module 3
As we all know, change is hard, especially in a school environment. Teachers get used to doing things one way and continue doing them even if their strategies are outdated. Implementing new programs or initiatives can be a very difficult task.  Michael Fullan developed a model for change that will be useful to any administrator. This is PDF is 18 pages long, but you can browse through the pages and get the gist of them. I'd recommend you saving this PDF. It is really a great resource!

Resources
Fullan, M. (2008). The Six Secrets of Change. Retrieved from https://michaelfullan.ca/wp-content/uploads/2016/06/2008SixSecretsofChangeKeynoteA4.pdf

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Hi Marcela, I didn't see the "add a comment" spot under your post so I just opened a new box to comment.  I really liked the first article that you posted entitled: "The Six Secrets of Change". l loved the charts that the article incorporated, especially the first pie chart.  It would be nice if every principal/admin took heed to #1 and truly loved or at least tried to love their employee's.  I also liked  and agreed with point #2 and #4 because I totally agree that peers should be connected with purpose, and professional learning is a lot of work.  I also loved the staircase chart that placed the top of the staircase as student achievement.  This is mainly because the bottom staircase dealt with professional development and it showed how student achievement is built off of staff PD's.  Learning is a lot of work,but if it means building up to productive student achievement, it is totally worth the work!  Thanks for finding and sharing that article with all of us.

~Ashley Bates

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The Michael Fullan resource is laid out in such a user-friendly format and pairs well with much of what administrators must consider when working with teachers of all personality types! :) If I were to project what will be the most taxing part of becoming an administrator for me, I would say that interacting with educators who are resistant to positive change that will help their students.
This resource provides an easy to follow guide for making strides toward positive change on a school campus.
Thanks for sharing!
-Angela Ochoa

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Organizing Staff Meetings Even You Want to Attend

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Organizing Staff Meetings Even You Want to Attend

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Module 5
This is a great article for all administrators about organizing staff meetings. Hopefully you will find this useful for your administrative future!

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Do you run your staff meetings like press briefings -- that is, read the news and run? More principals should use faculty meetings as opportunities for problem-solving and professional development, according to Sheila and John Eller, authors of Energizing Staff Meetings. Included: Suggestions for energizing staff meetings.

Many administrators have a hunch that their teachers dread staff meetings. Their suspicions loom large because they dread them, too.

Thats probably because, typically, staff meetings are called to announce new mandates or regulations and not to give faculty a chance to express concerns or participate in developing programs or polices.

When administrators abandon the idea that staff meetings should merely be news briefings and instead use them as a means to boost morale and collect teacher input, chances are people will stop scheduling their dentists appointments on meeting days.

Sheila and John Eller shared this activity from their book Energizing Staff Meetings.

This is an activity designed to assist groups in working together to solve problems and to look at the eventual impacts of their recommendations. It can be used in a wide variety of situations. For example, you might employ it when discussing possible changes to discipline policy, considering changes to the daily schedule, or deciding whether to implement student-led conferences. Here are the steps involved in the process:

* Post a picture/drawing of a pond on a wall. Write in the center of the pond the topic or possible decision/recommendation being discussed.
* Issue four or five sticky notes to each group member.
* Invite each group member to write on one or more sticky notes a brief statement of a ripple effect that implementing the suggestion/idea might cause to the pond.
* Ask participants to position their sticky notes on the wall chart at the relative distance from the center of the chart based on their impact. Immediate ripple effects should be placed closer to the middle than impacts that may take some time to unfold.
* After all of the sticky notes are posted, engage participants in a dialogue about the ripple effects.

Possible discussion topics might include:
* What trends and patterns do you see reflected here?
* Looking at the items in the first two ripples, what strategies do we need to implement in order to deal with them?
* What are your thoughts about the impacts in the first two ripples? Can we live with those impacts/ripple effects?

By trying ideas such as having teachers share good news and pumping up the crowd with music, educators and authors Sheila and John Frank Eller III were able to invigorate their staff meetings, get teachers involved, and turn them into professional development sessions. Between them, the Ellers compiled so many activities that they decided to write a book, Energizing Staff Meetings (Corwin Press), and now speak at conferences and consult with administrators to help them re-tool their faculty meetings and build morale.

I think faculty meetings are often underutilized, John Eller told Education World. We do a lot of work with people around the country and this is an area that can be challenging to principals -- a lot have never had experience with this. Its difficult because you have to let yourself go and trust that the group is not going to get out of control.

SKIP THE NEWS CONFERENCE

Sheila Eller, principal of Chippewa Middle School in North Oaks, Minnesota, still relies on the strategies she and her husband developed. Ive been a principal for 11 years, so it was a really easy book to write, because Ive been using these ideas all these years, she told Education World. The activities are things Ive done with staff.

We tried to have an emphasis [in the activities] on thinking, processing, and celebration, added John Eller, a former principal and now an assistant professor in the educational leadership and policy studies program at the Virginia Tech Northern Virginia Center . I learned early in my career not to just read notices [at meetings]The biggest mistake principals make is holding on to too much control -- administrators can be nervous and think the meeting will fall apart, so they make announcements and get out.

Sheila Eller uses her staff meetings strictly for professional development. I dont do any updates -- those are all done through e-mail, she noted I dont believe in having a meeting to just tell them whats going on.

HEARING ALL VOICES

Sheila Eller likes themes for her meetings -- in keeping with that, the Ellers have played inspiring music that fits the theme as people enter the room. They also suggest devoting the first ten minutes or so of a meeting to allowing people to share positive things that happened to them.

When you first start this, you might want talk to a few people ahead of time, and make sure some people have good news, John Eller suggested. After a few meetings, people usually are eager to contribute. It takes on a life of its own -- people start sharing good news about their colleagues, and it helps develop a positive culture.

Among the topics Sheila Eller has covered at staff meetings are collegial coaching, cognitive coaching, and using data in the classroom. She encourages people to talk about different strategies and intervention programs that are working for them or not working for them.

Teachers also have been called on to give input into potential curriculum or scheduling changes. In some cases, Sheila Eller has introduced several proposals at staff meetings and asked faculty members to recommend which alternative they thought would work best. My goal is to hear all voices.

Another way to involve teachers in decision-making is to have them play different roles in examining a certain issue. In the case of altering an aspect of the school schedule, for example, teachers can be divided into small groups, and each group assigned a role -- such as parents, community members, or teachers -- for the purpose of discussion, John Eller said.

Groups of teachers also can be assigned a subtopic of an issue to explore, such as a section of a school improvement plan, and then rotate to other groups to share what they have discussed.

To encourage teachers to work with people with whom they might not normally interact, the Ellers have used playing cards to mix up the crowd. They deal out cards as people enter the meeting, and ask everyone to find people with cards of the same suit or the ones to make a winning poker hand in order to form a group.

TAKING SMALL STEPS

When it comes to changing the tone and purpose of staff meetings, the Ellers recommend starting slowly and not giving up too quickly.

The biggest mistake principals make is holding on to too much control -- administrators can be nervous and think the meeting will fall apart, so they make announcements and get out.

Sometimes principals wait until there is controversy, and then have an activity that is cutesy, and there is resentment, John Eller said. Try to keep the strategies simple and not too goofy. Dont do anything embarrassing.

The most important thing is to be yourself, added Sheila Eller. And dont try everything at the same time. But give yourself permission to try new things. You want to be part of the staff meeting.

Principals should avoid trying to handle all aspects of a meeting. In some cases, weve had small groups of teachers implement activities, John Eller noted.

Also, try to link staff meeting activities with plans or proposals that need to be addressed, he advised. In some schools where the strategies didnt inspire the staff, administrators failed to tie them in to something concrete, like the school improvement plan. We try to show people how to use these ideas to help them with things that have to get done anyway.

In other places where the strategies fell flat, principals may have tried isolated activities that were entertaining, but did not do much to change the school culture. You need things that are fun and also build cohesiveness.

BUILDING A SUPPORTIVE CULTURE

Prior to adopting staff meeting changes, the Ellers recommend creating a culture of trust in the building so teachers feel free to express their opinions in public. This is Sheila Ellers first year at Chippewa, so she started the school year by meeting with each staff member individually for 30-40 minutes.

Sometimes people have pent-up things they need to get out -- and youd rather they get them out when you are all together than in the parking lot.

I got to know them and I asked them for ideas and their goals for the school, she told Education World. They even picked the spot -- I met some at a coffee shop, some at their homes, and some in classrooms. I didnt want it to be a typical principal office meeting. The location is really important.

Administrators should strive to establish an atmosphere that encourages people to talk and have opinions, added John Eller. Sometimes people have pent-up things they need to get out -- and youd rather they get them out when you are all together than in the parking lotYou want to energize staff meetings, but also de-escalate anger and anxiety.

Sheila Eller also scheduled a get-to-know-each-other faculty meeting early in the year, and at the beginning asked all the teachers to share something of which they were proud or that their colleagues didnt know about them. Another ice-breaker-type activity she has used involves handing out blocks with each teachers name on one -- and then passing them around so everyone can write one positive thing about that person on his or her block.

Memories of some of the faculty meetings she endured inspired her to try different approaches. I had attended a lot of meetings myself, and I use to think that I wanted to get more people involved and engaged, Sheila Eller said.

ADDITIONAL RESOURCES

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Organizing Staff Meetings Even You Want to Attend

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Do you run your staff meetings like press briefings -- that is, read the news and run? More principals should use faculty meetings as opportunities for problem-solving and professional development, according to Sheila and John Eller, authors of Energizing Staff Meetings. Included: Suggestions for energizing staff meetings.

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I really identified with this article. The dreaded staff meetings that come at the end of a long day of teaching can seem like the final obstacle to get past, rather than a communication tool that augments your role as teacher.
I'll be honest, anticipating leading a staff meeting as a principal doesn't appeal much more to me than going to one as a teacher.
Eller's emphasis on setting the standard that teachers have voice and feel like a part of a community is an important trick I'll keep up my aspiring principal sleeve for sure.
Thanks for submitting this article - it was a great and timely read!

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Transforming your School with Collaborative Decision Making

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Transforming your School with Collaborative Decision Making

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Module 6
This is a great article that gives reasons why it is much more effective to make decisions as a school, instead of just the administrative team or the principal. This is a way to build trust for administrators and staff and to provide both of their points of view.  Collaborative decision making is a win-win for everyone involved!

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Schools should continuously be striving to improve. Every school should have this as a central theme in their mission statement. Schools that are either stagnant or complacent are doing the students and communities that they serve a major disservice. If you are not progressing, you will ultimately fall behind and fail. Education, in general, is very progressive and trendy, sometimes to a fault, but you must always be seeking out something bigger and better.

School leaders who regularly include their constituents in the decision-making process find it advantageous in many different ways. They understand that involving stakeholders in the decision-making process can ultimately transform a school. Progressive transformation is continuous and ongoing. It must become a mindset and regular way of making decisions to maximize effectiveness. School leaders must actively invest in the opinions of others, understanding that they do not have all the answers themselves.

Varying Perspectives

One of the most beneficial aspects of bringing different people to the discussion is that you get several different perspectives or points of view. Every stakeholder is going to have a distinctly different point of view based on their individual affiliation with the school. It is important that school leaders bring together a varying range of constituents with their hands in different parts of the cookie jar so that perspective is maximized.

This is naturally beneficial as someone else may see a potential road block or benefit that someone else may not have thought of. Having multiple perspectives can only boost any decision-making effort and lead to healthy discussions that morph into growth and improvement.

Better Buy In

When decisions are made through a process that is genuinely inclusive and transparent people tend to buy in and support those decisions even when they are not directly involved.

There will likely be some that still disagree with the decisions, but they typically respect them because they understand the process and know that the decision was not made lightly or by a single person. Buy in is extremely important for a school because of all the moving parts. A school operates more efficiently when all the parts on the same page. This often translates to success which benefits everyone.

Less Resistance

Resistance is not necessarily a bad thing and offers some benefits. However, it can also totally destroy a school if it morphs into a resistance movement. By bringing varying perspectives to the table, you naturally negate much of the resistance. This is especially true when collaborative decision making becomes the norm and part of the expected culture of the school. People will trust a decision-making process that is inclusive, transparent, and holistic in nature. Resistance can be annoying, and it can definitely impede improvement referendum. As stated before this is not always a bad thing as some resistance minimally serves as a natural system of checks and balances.

Not Top Heavy

School leaders are ultimately responsible for their school's successes and failures.

When they make critical decisions by themselves, they shoulder 100% of the blame when things run amiss. Furthermore, many people question top heavy decision making and never fully buy in. Any time a single person makes a key decision without consulting others they are setting themselves up for ridicule and eventual failure. Even if that decision is the correct and best choice, it serves school leaders well to consult with others and seek their advice before the final say. When school leaders make too many individual decisions they eventually distance themselves from other stakeholders which is unhealthy at best.

Holistic, Inclusive Decisions

Collaborative decisions are typically well thought out, inclusive, and holistic. When a representative from each stakeholder group is brought to the table, it gives validity to the decision.

For example, parents feel they have a voice in a decision because there were other parents representing them in the decision-making group. This is especially true when those on a collaborative decision-making committee go out into the community and seek further feedback from like stakeholders. Furthermore, these decisions are holistic in nature meaning that research has been done, and both sides have been carefully examined.

Better Decisions

Collaborative decisions often lead to better decision making. When a group comes together with a common goal, they are able to explore all the options more in-depth. They can take their time, bounce ideas off one another, research the pros and cons of each option thoroughly, and ultimately make a decision that will produce the greatest outcomes with the least resistance. Better decisions yield better results. In a school environment, this is extremely important. A top priority for every school is to maximize student potential. You do this in part by making the correct, calculated decisions time and time again.

Shared Responsibility

One of the greatest aspects of collaborative decision making is that no single person can take the credit or the blame. The final decision lies with the majority on the committee. Though a school leader will likely take the lead in the process, the decision is not solely theirs. This also ensures that they are not doing all of the work. Instead, each member of the committee plays a critical role in the process that often extends beyond simple decision making into implementation and follow through.

Shared responsibility helps reduce the pressure of making a big decision. Those on the committee provide a natural support system because they truly understand the commitment and dedication to making the correct decisions.

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7 Ways Collaborative Decision Making Can Transform Your School

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Schools should continuously be striving to improve. Every school should have this as a central theme in their mission statement. Schools that are either stagnant or complacent are doing the students and communities that they serve a major disservice. If you are not progressing, you will ultimately fall behind and fail.

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I never thought about the principal dreading the staff meeting as much as staff does.  I think that in this day and age so much can be handled through email that not many staff meetings are necessary.  I love the idea of starting the meeting with music and some positives.  I also appreciate that Eller suggests starting slow and not giving up. Change takes time but normally is worth it. Thank you for sharing this article.

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Ladies, thank you for taking the time to read my post and to comment. I too did enjoy Michel Fuller's steps to change. I am glad you found this useful!

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I am glad you found this useful and that it added to your future as an administrator.

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As part of my internship I have been able to attend admin meetings discussing the upcoming staff meeting, and yes, there is a lot to consider and it can become tasking for both teachers and administrators. I guess there is never a good time to have a meeting. I used to work for a school that had them in the morning and it made for a long day. now I work for a school that has them in the afternoon but they are dreaded regardless.

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Module 7
Encouraged by my Practicum's Field Supervisor, I have subscribed to Jon Gordon's emails and newsletters. He is a keynote speaker who focuses on "The power of positivity" and whose principles have been adopted by Fortune 500 companies, sport teams, schools, hospitals, and many other organizations. This newsletter focuses on the fact that people actually like change (once it has happened), but dislike going through the process--the transition. I do hope you enjoy this short read and consider subscribing. We all need positive people in our lives, why not be one of them!

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CHANGE VS TRANSITION

The word change often brings a negative connotation with it.

Leaders and consultants often talk about having to manage change. Many talk about the changing dynamic that millennials are bringing to the workforce. Empty nesters talk about the change associated with their children going off to college. And wherever I speak, people talk about the changes happening in their company, school, industry, and society.

It appears that people don't like change and are afraid of it.

But in the words of my friend Brian Buffini, "People actually like change. They just don't like transition."

We often like what change eventually produces. We just don't like having to go through it.

I hated all the construction that made my drive to the airport a challenge but now I love the ramp and bypass that makes my drive a breeze.

I was terrified when I lost my job during the dot.com crash years ago and hated going through that transition but now I'm so thankful it led me to become a writer and speaker.

I don't like the first few days of writing a book (I feel like I'm birthing something) but I love it when it's finished.

My son didn't like experiencing growing pains but he's very happy now that he went through it... and is even happier that he's a lot taller than me. : )

The transition from who we are to who we are meant to be is often challenging and fearful but it's part of the process to produce the change we are meant to ultimately experience and enjoy.

The same is true for transitions and change in organizations and society.

Right now our country is going through a transition. A lot of issues and transgressions are being brought to the surface. It's painful and uncomfortable but I believe it will ultimately lead to positive change in the future.

Call me idealistic but research shows that those who believe in a brighter and better future are the ones who take action to create it.

So whether you are going through a transition in your life, in your marriage, at work or in your organization I want you to see the difference between transition and change.

Don't let fear amidst the uncertainty affect you from driving positive change for you and your team.

Stay positive through the transition so you can benefit from the change.

Trust that no matter how much you dislike the transition you are going through that it will lead to positive change and great things in your future.

Thank you for reading,

- Jon

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CHANGE VS TRANSITION The word change often brings a negative connotation with it. Leaders and consultants often talk about having to manage change. Many talk about the changing dynamic that millennials are bringing to the workforce. Empty nesters talk about the change associated with their children going off to college.

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Module 4
This is another great resource foreducational leaders who are tying to implement a change in a school.

Resources
American Institute for Research. 2017. Concerns Based Adoption Model. Retrieved from http://www.sedl.org/cbam/http://www.sedl.org/cbam/http://www.sedl.org/cbam/http://www.sedl.org/cbam/http://www.sedl.org/cbam/