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Maybe we frame some of our values as loose/tights, similar to the idea in Generations.

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Treat others the way you want to be treated!! 

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Treat others the way you want to be treated!! 

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How are we measuring our success towards making our values come alive?

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The first step for the environment to change, we have to be willing to change ourselves first. We can't make sure that we are not hardened in ways of doing things

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Be impeccable with your words.

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some of these comments appear, to me, to be coming out of left field!

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ALL Leaders should have been here today.

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ALL Leaders should have been here today.

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I hope they will take the time to engage in this conversation. They are Critical to building trust .

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Read it!

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This time has been invaluable! How can we utilize this framework in other areas of our work?

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How do we publically recognize the achievements of our colleagues?

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We will know when we LOVE coming to work every day

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We will know when we LOVE coming to work every day

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What happens when leadership is the trust buster?

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Adding processes makes a system slower.  Eliminating hoops to jump through will support our values of innovation, empowerment, and inspiration.

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Having leadership that encourages collaboration is key. 2 heads are better than 1.

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We all stand and share 1 project we are working on. (Encourage innovation via quick share)

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See Something Say Something
When you see someone doing something great.  Let them know that you are noticing!!

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Thinking about meetings and communication. Purposeful use of time helps people feel respected professionally and eventually leads to trust.

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Empower other people by taking risks.

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What do we do when others don't follow the values to create a postivie place to work?

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What do we do when others don't follow the values to create a postivie place to work?

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What would each of the values look like, sound like when a C&I member was at a school, in the office, at a meeting, etc.

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I believe that we need to start having the difficult conversations around equity and access for all Jeffco students and families.  I believe that we need to start with ourselves.  Who is being included in curriculum design? Are teachers of color? Students of color? How are representing everyone, most importantly students, in our department work? Representation matters and it's often not present in the C/I work.  

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I believe that we need to start having the difficult conversations around equity and access for all Jeffco students and families.  I believe that we need to start with ourselves.  Who is being included in curriculum design? Are teachers of color? Students of color? How are representing everyone, most importantly students, in our department work? Representation matters and it's often not present in the C/I work.  

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Pass along encouraging words, let others  know that you noticed -  not just the  major  accomplishments, but  the small  stuff as well

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Going forward- engaging in all different types of shared leadership within the ed center and between ed center and schools

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Going forward- engaging in all different types of shared leadership within the ed center and between ed center and schools

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Good to have a set of written set of "standards" to self-evaluate

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Good to have a set of written set of "standards" to self-evaluate

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Sometimes it's hard to self-evaluate, we may be too harsh or not frank enough. Having the documents will help to do quick self-checks, and be honest about how well we are doing and were we can improve for the good of the climate and culture of all.

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A group of people working towards the same goal and succeeding is a better reward than little trophies!  Our group is so big and in such silos that it is hard to  work towards a common, measurable, achievable goal.

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What do we do when we know of situations that were trust busters. For example, cold calling schools to check on calendars is embarassing and detrimental to trust.

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How can we truly have trust when there seems to be a culture of "checking" what others are doing and this is perpetuated by leadership? It's hard to innovate and empower others when we work in silos and there's a "gotcha" mentality. We have to have more faith in each other, how can we achieve that?

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How can we truly have trust when there seems to be a culture of "checking" what others are doing and this is perpetuated by leadership? It's hard to innovate and empower others when we work in silos and there's a "gotcha" mentality. We have to have more faith in each other, how can we achieve that?

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When you notice someone embodying a value/belief, name it in the moment.

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Micromanagement is a form of office environment cancer and it needs to be eradicated.

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have investigated the root cause of the way our climate and culture was perceived last year?

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have investigated the root cause of the way our climate and culture was perceived last year?

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Can we have time to evaluate each other? Help each other grow?

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We often hear we as a whole department that we all believe the same thing (mission statement), yet different departments are doing something different.  How do we allow for diversity, yet still have the same understanding so we are all on the same page.

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We often hear we as a whole department that we all believe the same thing (mission statement), yet different departments are doing something different.  How do we allow for diversity, yet still have the same understanding so we are all on the same page.

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Sometimes we feel like a culture of "gotcha." How do we lead our questioning and conversations with positive intent?

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work space (feeling great about this already!)
A culture of trying, failing,  reflecting, and trying again

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find ongoing ways to bring to life our values: small tokens-maybepins? and time during C&I to hand to each person... 

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find ongoing ways to bring to life our values: small tokens-maybepins? and time during C&I to hand to each person... 

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As stated in other notes, we need to support one another in elevating the values and we need CONSISTENCY from all leadership to move us forward. I would also like to see more celebrations and community creating events. The BBQ at the end of the year is great, but why is there only one? Could have breakfasts or games or something. I know it will be small at first but nothing great happens overnight.

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Honoring our identities at work and home

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Honoring our identities at work and home

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We all come from various backgrounds, have had different experiences both professionally and personally that have brought us to where we are today.  If we could dedicate more time, within our "workays," to learn about each other and connect on personal levels.  We're heading there with our new breakroom environment...what about networking, "community events" beyond that?  I know this is easier said than done with our current workload but I think it's important :)

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Alignment of our actions (via systems, processes, and roles) with our vision.  There are some inconsistencies.

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Ask questions from your collaborative group before providing your thoughts.

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We all need to hold each other accountable to the values and creating the positive culture. No one person can change it on their own.

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Don't forget to say thanks and celebrate everyday triumphs and everyday good works- even everyday struggles

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This book has really helped me shape my thinking about what it means to empower my team and myself. I hope to see our smaller department and all of C&I embrace that mindset.

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Some leaders still lead through fear. This is sad.

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Everybody has to have the same understanding, and the same messaging.

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Everybody has to have the same understanding, and the same messaging.

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I wonder how we can authentically explore what our shared beliefs and values are as individuals, teams, and the larger group

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There shouldn't be different rules for different departments. It would be great if everyone could adopt those ideas around building up culture and climate. Any variations should be case by case in regards to those who push the trusting boundaries too far--not a rule that keeps things the way they are because people feel they can't trust their colleagues. We might find that people will work harder and smarter when they feel trusted and empowered.

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Post the infographic with  belief system in strategic work places throughout the department

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Post the infographic with  belief system in strategic work places throughout the department

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Words and quotes that support these beliefs and values could be displayed in work space