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How do we make sure that all teams are included (ESL/SPED/Student Engagement) in collaborative decision-making and not after thoughts. This creates distrust and that some work is more valued and valuable than others.

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Please no purple.

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One component of feeling valued is working side by side with directors, achievement directors, principals(any leadership) to set and work towards accomplishing  goals

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58 is a large number - who all took the survey?  Did the same 11 people feel overly positive skewing the data?

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58 is a large number - who all took the survey?  Did the same 11 people feel overly positive skewing the data?

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How might
directors position themselves as members of the team working alongside content and IT specialists?

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We noticed that the data shows people feel valued when they receive praise and awards. We also saw in the data that it currently feels like awards and praise are an afterthought. How do we give real-time, meaningful and authentic praise from each other, but also from leaders?  It needs to be part of our daily culture, not just an activity we do on special days.

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What is the difference between "attaboys" and being valued in other, deeper ways?

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Around 50% of employees are not feeling these 3 things.

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Empowering and Inspiring perhaps need more work, there are more people who are on the low end of the spectrum than in innovate

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Empowering and Inspiring perhaps need more work, there are more people who are on the low end of the spectrum than in innovate

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Innovation is important but some consistency between content areas is important when creating consistency and credibility with the field.

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What do we collectively see as our work's purpose?  Would that be worth exploring?  If a group's primary purpose is to develop curriculum and another group's primary purpose is to deliver PL on resources, how might out collective purposes overlap and diverge?

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is important - strive to find a balance as people have differing needs (quiet vs. collaborative, sit vs. stand)

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Our team wants to be valued and appreciated - active praise/acknowledgement is most appreciated by being heard.

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This is baseline data to help pave the way.

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Has this committee considered wellness when considering culture? The district is losing it's wellness team... it might be important to address general wellness when we consider our culture, climate and environment.

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I'm curious about the statement that not everything needs to decided collaboratively.  I wonder what aspects our our work, specific to curriculum development and design, do not need to be decided through a shared leadership process?

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I'm curious about the statement that not everything needs to decided collaboratively.  I wonder what aspects our our work, specific to curriculum development and design, do not need to be decided through a shared leadership process?

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There a variety of requests for physical work spaces.  I think it speaks to the work we do - we need spaces for quiet independent work, but also spaces to be louder and more collaborative.  How can we create a space that allows for both?

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Trust is vital to actualizing our vision.

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Perhaps if we focused on the first part of the vision "cultivating learners and communities" it would give us a purpose which then gives us opportunity to inspire, innovate, empower

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Perhaps if we focused on the first part of the vision "cultivating learners and communities" it would give us a purpose which then gives us opportunity to inspire, innovate, empower

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There seems to be quite a spread in how valued people feel - what might be contributing to these differences?

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We are across the board on feeling inspired. How can we improve this? 

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We are across the board on feeling inspired. How can we improve this? 

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100 % of people would like to feel valued (rating of 4, 5 or 6) but only 59% currently rate feeling valued (at 4,5, or 6).

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-lack of empowerment seems to be a theme

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It is essential for all to feel valued and appreciated... 

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It is essential for all to feel valued and appreciated... 

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However when you look at who does feel valued & appreciated it is just over half.

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We have too many responses on the bottom half of the scale when determining if we feels as if we are able to be innovative, empowering, or inspiring

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We have too many responses on the bottom half of the scale when determining if we feels as if we are able to be innovative, empowering, or inspiring

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Next steps:
Norms for behavior at certain times or for certain tasks

Our mission is visible and becomes part of our language and purpose for work

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Self-direction, autonomy and leadership trust are VERY important to us. If we have these things we will feel empowered!

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Wide degrees of what our vision actually means.  We need to make sure we focus back on this in everything we do

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Wide degrees of what our vision actually means.  We need to make sure we focus back on this in everything we do

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Innovation is a value, so let's define this and encourage one another in the application. If 51% of colleagues believe they are encouraged to be innovative, can they provide examples of this?

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There is not a generally belief that we are given a lot of encouragement to be innovative. 

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There is not a generally belief that we are given a lot of encouragement to be innovative. 

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Data shows 41% at levels 1,2,3

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The idea of creating something new seems to be a common definition for our group

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The idea of creating something new seems to be a common definition for our group