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"The way I see it, if you want the rainbow you gotta pit up with the rain first"

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I do this with kids--I misplace benevolence, trying to "give kids a break" or I just don't want to address and issue, and I am losing trust with other students who are towing the line and working hard.  Also our feedback systems need cleaned up so they are honest.

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We're told to question the world around us, so how does that affect trust within our society?

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So many of these links had a similar central idea- communicating openly and honestly as a key to building and retaining trust. The opposite of that is the "old school" view of leadership- putting a wall up between the "leader" and "followers." That just doesn't work anymore.

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People need to trust that they can fail on your team, and that it doesn't prevent them from succeeding later.

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People need to trust that they can fail on your team, and that it doesn't prevent them from succeeding later.

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The importance of over communication!!  In all forms! As leaders we need to model the over communication to set an example and to build trust.

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The importance of over communication!!  In all forms! As leaders we need to model the over communication to set an example and to build trust.

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If people know you care, it brings out the best in them...

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Leading requires skills of us that we may or may not yet have. What matters is that we continue to try to be qualified for the roles we are in, regardless of whether feel we are qualified to be in them.

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Wow.  What a great Level 5 Leader.  Our leadership really should be determined by what happens when we are not around.  His core values are awesome and evident.

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"Give it easily/earned but taken advantage of can be destroyed easily.." Like Coveys fool me once shame on you fool me twice shame on me. Trust is easy to acquire but can be difficult to rebuild, and take a LONG time to reestablish once destroyed.

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Through all this reading, it reminds me of the quote from Warren Buffet that Covey used...

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Through all this reading, it reminds me of the quote from Warren Buffet that Covey used...

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It takes 20 years to build a reputation and five minuts to ruin it.

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Where did Steve Kerr learn his mindfulness?

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Where did Steve Kerr learn his mindfulness?

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if people don't trust, they will disengage

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if people don't trust, they will disengage

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"I admire those who believe in themselves and their ability and talent yet have a genuine modesty and awareness of how lucky they are." Kerr

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"I admire those who believe in themselves and their ability and talent yet have a genuine modesty and awareness of how lucky they are." Kerr

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Jim Kouzes & Berry Posner - 5 Practices of Exemplary Leaders
1. Model the Way (set an example for how you want others to act)
2. Inspire a Shared Vision (get buy-in for a common goal and believe in it passionately)
3. Challenge the Process (see risk as opportunities)
4. Enable Others to Act (empowering those around you)
5. Encourage the Heart (focus on humanity of people and make them feel like HEROS)

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Teddy Roosevelt's message is inspiring..."the worst thing you can do is nothing" when it comes to making decisions. When leading, how often are we tentative to make decisions due to being apprehensive about how others will perceive our motives?

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Teddy Roosevelt's message is inspiring..."the worst thing you can do is nothing" when it comes to making decisions. When leading, how often are we tentative to make decisions due to being apprehensive about how others will perceive our motives?

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This quote stood out to me in Covey's book. How can we ensure we are being the most effective leaders who are helping our org/empowering our teams?

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one of the fastest moving destroyers of trust.

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Steve Kerr's Leadership secret... "Don't be an asshole"

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Steve Kerr's Leadership secret... "Don't be an asshole"

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360 degree feedback is something we all need to do, ideally a couple times a year...from students, teammates, bosses, colleagues.... it's the only way we will get better

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360 degree feedback is something we all need to do, ideally a couple times a year...from students, teammates, bosses, colleagues.... it's the only way we will get better

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What is it in our society/profession that inhibits us from having more frank conversations?

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What is it in our society/profession that inhibits us from having more frank conversations?

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"leaders must both give and receive feedback -- and importantly, they have to actually use it." What are the most effective types of "feedback loops"? What do we already have in place in this district?

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Have the courage to say "this is what we are doing and nothing is going to get in our way"

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Have the courage to say "this is what we are doing and nothing is going to get in our way"

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"As our case is new, so we must think anew, and act anew." -Lincoln

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"As our case is new, so we must think anew, and act anew." -Lincoln

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Kerr says such conversations are a conscious effort to “overcommunicate” with the
players. Apparently, it works. Says Clark: “Being able to hear it from your coach, rather than it just happening and not knowing why, it’s different. Your head is in a better place when you know what’s going on.”

people like to know what is going on and why

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John Wooden- an amazing man!  reminding me that we are always setting an example....

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John Wooden- an amazing man!  reminding me that we are always setting an example....

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The moment the players see you making it about you, not the team, you lose them.

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The moment the players see you making it about you, not the team, you lose them.

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Steve Kerr
So True!

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"Do you trust your boss?"These companies have learned that the answer to this question is more predictive of team andorganizational success than perhaps any other question they might ask.

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"Do you trust your boss?"These companies have learned that the answer to this question is more predictive of team andorganizational success than perhaps any other question they might ask.

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But all were in the wrong

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Richard Sherman's view on Seahawks management with "Enemies of Trust" article

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Richard Sherman's view on Seahawks management with "Enemies of Trust" article

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In the article below, Richard Sherman of the Seahawks is reported to have felt a lot of the "enemies of trust," like "false feedback" and "misplaced benevolence" in how management treated Russel Wilson and the offense, and how they weren't held to the higher standard of the stellar defense

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"the real test of a leader is what happens once they leave" re: Steve Kerr's absence from his team....

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"the real test of a leader is what happens once they leave" re: Steve Kerr's absence from his team....

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The moment the players see you making it about you, not the team—when the coach gets the endorsements and poses for magazine covers and
hosts a radio show—you lose them.

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"— building trust and respect — can be the most difficult and the most rewarding." Difficult as it may be, we have to get trust and respect built for success to happen.

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Don’t attempt to be “efficient” with people.

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Don’t attempt to be “efficient” with people.

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Equity vs Equality: Which is valued more?

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Equity vs Equality: Which is valued more?

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In a fractured professional environment without trust, what might be the best approach to reestablishing professional trust

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In a fractured professional environment without trust, what might be the best approach to reestablishing professional trust

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Love this!! "Steve Kerr’s First Boldface Leadership Secret—Don’t Be An Asshole"

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Love this!! "Steve Kerr’s First Boldface Leadership Secret—Don’t Be An Asshole"

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Others use words and phrases like "freedom, trust, and he lets us be ourselves" to describe Steve Kerr. Colleagues describe him as possessing an "aura of success."

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Others use words and phrases like "freedom, trust, and he lets us be ourselves" to describe Steve Kerr. Colleagues describe him as possessing an "aura of success."

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How does one work with "trust issues" that automatically "assumes negative intent"?

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How does one work with "trust issues" that automatically "assumes negative intent"?

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... it doesn’t matter where you are in the organization, [the most important aspects] are change and culture. How do we lead change and how do we establish the right culture?

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Can trust that has been lost between colleagues be reestablished?

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How do you best prepare others to be ready for change at all times?

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From the Beth Comstock article: "Build a team of people who are prepared for change....."  HOW can this be done with a reluctant staff, who shuns change?

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Kirsten Moss said "[leaders] are individuals who desire to solve a problem greater than themselves"

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Kirsten Moss said "[leaders] are individuals who desire to solve a problem greater than themselves"

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What does that look like in our modern education system? As educational leaders, what greater problems are we looking to solve?

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Our greatest stakeholders are our students, how do we encourage, foster, and embrace their feedback?

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Are leaders afraid when they take on large challenges?

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Are leaders afraid when they take on large challenges?

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Kirsten Moss (in the Stanford Leadership study) wrote "my research showed that individuals who desire to solve a problem greater than themselves exhibit essential leadership behaviours more often."

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What if someone lacks integrity, is that something someone can build?

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What if someone lacks integrity, is that something someone can build?

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Comstock talks about "radical feedback" and Covey talked about "360 feedback" - what are those specifically?

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Why do so many political leaders today exhibit such poor character qualities and still get votes?