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25 Team Building Activities for Teachers

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25 Team Building Activities for Teachers

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This collection offers creative activities designed to foster collaboration and camaraderie among teachers, making it ideal for faculty meetings or professional development days.

Citation:
SignUpGenius. (n.d.). 25 team building activities for teachers. Retrieved from https://www.signupgenius.com/School/team-building-activities-teachers.cfm

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Building a sense of team unity for teachers is important for growth and moral support as the school year begins. Get your teaching team and staff together for some bonding time that will make memories, encourage relationships and buoy spirits throughout the year.

1. Attitude of Gratitude Activity - Plant different classroom items around the room: erasers, dry erase markers, old textbooks, a sack lunch with a mushy PB&J inside, maybe even some chewed gum in a wrapper. Give each teacher a paper bag and pair them with someone to give a "gift" to. Sound a buzzer and everyone has 30 seconds to run around and put an item in their gift bag. When time's up, the receiver of the gift has to take it out, show the team and thank the other person by saying something complimentary about the gift (like its usefulness or lovely color), even if it is chewed gum! It's a great way to cultivate thankfulness even for "unlovely" things or things we take for granted.

2. Mindfulness Scavenger Hunt - Group teachers into teams by grade levels or subject areas and have them do a scavenger hunt from a student's perspective, taking pictures along the way. They can find silly things like, "best hiding place from teachers" or "door that no one knows where it goes" to sweet things like, "something a student might find encouraging" or "a great view to see the sky." Come back together and share the finds. This is a great activity for collaborating and evaluating spaces and messages your school is sending to its students.

3. Jump In and Jump Out - This is a fun and physical exercise about following instructions, which can be trickier than you think - even for educators! Stand in a circle holding hands. One instructor will give the group four instructions: jump left, jump right, jump in, jump out. When the instructor calls out a command, the group says what the instructor said while doing it. For round two, the instructor again calls out a command, and this time the group must say what the instructor says but do the opposite. For round three, the instructor calls out a command, and the group must do what the instructor says but say the opposite (if the instructor says "jump in," the group must jump in but say "jump out").

1. Six Degrees of Separation - This is a partner activity in which educators pair up and make a list of five things they have in common with one another. Once the list is completed, each person must find a new partner who shares at least one of the items on her list. They must then make a new list of five things in common. This continues until all the teachers have at least one thing in common with everyone in the room.

2. Save Your Sanity - Have teachers share ways they "save their sanity." They can share apps on their phone (like a favorite white noise app for quiet reading, a budgeting app or a grocery planning app), a favorite budget-friendly weekend getaway or stores that give teacher discounts. This is great to bond your staff together by sharing life hacks for both in and out of the classroom.

3. Shape Shifter - Divide into teams of five to 10, stand in a circle and give each team a long length of rope tied so it fits around the circle of people. Have everyone stand around the rope, put on blindfolds and take five steps back. When you say, "Time to shapeshift: form a ___," they have 30 seconds to come back to the circle, grab the rope and then make the shape that has been called, using only their voices to guide each other. You can try rectangle, triangle and even a rhombus!

4. Last Name Line Up - Tell your entire group that they have two minutes (longer or shorter depending on group size) to line up alphabetically by last name - without speaking. You can also do this with birthday (month and day) or first name alphabetically.

Plan an escape room team building event with a sign up. SAMPLE

1. What Just Happened? - This is a great team building activity for concentration and memory, plus it's lots of fun. Before the game, gather a few fun props, like small objects that can fit in a pocket, scarves or silly glasses. Divide your group into two teams. Have the teams face each other and tell team one to observe team two. Team one leaves and team two changes five things about its appearance using props or by getting creative and changing something else. The other team returns and has 30 seconds to notice the five changes.

2. Ankle Race - Put a line with painter's tape down the middle of your space (or more if you have multiple teams). Using teamwork, the group has to slide sideways down the length of the tape, making sure ankle bones stay in contact. If people lose contact, the group has to start over. This encourages communication as the group figures out how to inch its way down the tape in a unified way.

3. Play with Clay - Teachers love a learning challenge, so give them a ball of clay and some toothpicks on a table. Use a piece of painter's tape to make a line on the table. The challenge is to make a cantilever structure (one that starts behind the line but then extends out over the line without touching the table) out of the toothpicks and clay. The team has 10 minutes to assemble, and the cantilever structure that extends out the farthest without falling is the winner. (You may need a ruler to make it official - teachers can be competitive!)

4. Add Five - This is a quick, fun exercise that creative teachers enjoy. Break your staff into groups of five and give them a piece of paper with the beginning of a story. Staff members adds five words to the story as they pass the story paper around. You can start with "I got to school early, and was shocked to find&mldr;" or "I stayed late at school one night, and couldn't find my&mldr;" Have the story paper go around the group several times (you can predetermine a number according to how much time you have), and teachers have to make sure the story has a good conclusion. Share stories at the end!

5. Balloon Tower - Another fun building challenge is to give teams a bag of deflated balloons and masking tape. The challenge is to create a free-standing tower as high as possible out of the balloons and tape in a set amount of time. Come on teachers, use that creativity!

6. Common Bond Exercise - One team member starts the exercise and stands up to share about his professional life with the group (education, influences, favorite teaching moments) and as soon as someone hears something said that they have in common with the speaker, they jump up and link arms the speaker. The person who jumped up then shares, starting with the thing they both had in common. As soon as one of the other teachers hears a commonality, they will get up an link arms with that person and so on. You can do this with professional information as well as personal information such as hobbies, where people are from, favorite childhood memories, etc. The exercise continues until everyone has linked arms (this works best with smaller groups or teams).

7. Pitfall Activity - Grab a tablecloth from a dollar store and cut a few tennis-ball sized holes in it (avoid putting a hole right in the middle). Then mark several "X's" on the cloth as well. Have the team take positions around the table cloth and hold it taut, placing a tennis ball on the tablecloth. The goal of the exercise is to have the team roll the ball over all the X's on the table cloth while avoiding the pitfall holes using teamwork and communication.

Gather RSVP's for a girls' night out with a sign up. SAMPLE

1. Blanket Flip - Here is another physical challenge that encourages teamwork. Gather several old blankets or sleeping bags and have the team remove shoes. Spread out the blanket and have everyone stand on it. When the timer starts, the team must figure out how to flip the blanket over, but the catch is that all feet have to remain on the blanket at all times.

2. Beach Ball Team Building - Use a large beach ball to write questions that can be tossed around the group. If you have new teachers in your group, write questions for them in one color - asking about what they hope for their first year of teaching, what they are most nervous about or other get-to-know-you questions. For more experienced teachers, use another color to ask questions so they can give answers that relate to best practices, any lessons they learned the hard way or classroom practices that have led to better teaching.

3. Teacher Match Up - Before the exercise, write pairs commonly found at school: pencil/paper, desk/chair, slide/swing, etc. Write these on separate 3x5 cards and tape them on participants' backs as they come into the room. Have folks try to find their other half, asking only yes/no questions. When they find their match, have them sit down and find out three new things (something new they tried over the summer, a favorite Netflix show, etc.) about the other person and then share that with the group.

4. Struggle Bus - This is a great team-building activity to share common teacher struggles and helpful tips among your team. Outline a large rectangle with painter's tape in your meeting room and have your team stand around the outside. When you name a specific struggle, those who can relate get on the struggle bus. Have those who are not on the bus share how they avoid or conquer this struggle. Ask struggle bus questions like: "Who has trouble with parent communication?" and "Who finds that there is one child (or several) that pushes their button every single day?" Include some funny questions like, "Who has hidden chocolate in their classroom for emergencies?"

5. Heads Up 7 Up - Before this game, give everyone a nametag and have first names clearly displayed. Choose seven people from your group and have everyone else close their eyes. Have the chosen seven write something interesting or unusual about themselves on a whiteboard. Then play the traditional game where those with their eyes closed hold up a thumb and the seven silently move around the room putting one person's thumb down. When they are done, they move back to the front of the room. The person who gets a thumb pushed down not only has to guess who put her thumb down, but then also has to match them to the interesting fact on the board. At the end of the round, the seven reveal their interesting fact to the group (if it hasn't been guessed), and you can either have those who guessed correctly switch places or just clear the slate and pick seven new people.

6. Mission Statement Fun - Create new goofy mission statements by taking some words out of your normal mission statement. An example would be: At our school, we believe in expecting _____ ______ by all _____, to the best of their abilities, in order to create ______ _______. Do this "Mad Libs" style by asking teachers for the words first (give me two adjectives and three nouns, for example) without seeing the mission statement and then filling them in afterward. This helps reinforce your real mission statement while having some fun, too.

7. Strings of Affirmation - Divide into groups of six to 10 and have teams sit in a circle. Give each circle a ball of yarn. Have the group toss the ball of yarn to someone and share an affirmation about that person. The person with the yarn then pinches a piece of yarn in his hand and throws the ball to someone else and so on until there is a large web. Go around with scissors and snip the connections, having teacher keep their piece as a symbol of staff unity and connectedness. If someone is new, teachers can say something encouraging they've noticed during work days or even a helpful tidbit, like the best piece of teaching advice they ever received.

Coordinate a teacher potluck lunch with a sign up. SAMPLE

1. Staff Timeline - This is a great way to visually see the history of your school. Create a large timeline with your school's "history" and then add in when different staff members arrived, some significant moments in the school's history (this is great for new staff to see) and even fun things like when younger teachers were born compared with when some of your older staff started their careers!

2. One Perfect Question - At your next staff meeting, group grade level or subject teachers together and give them this challenge: We are hiring a new staff member for your grade/subject level. What is the one perfect question we should ask them to see if they are right for this grade/subject? Have groups brainstorm and share their one perfect questions to ask a potential teacher.

3. Silly School Calendar - If you have a larger group, make nine groups (one for each month of the school year; or 12 for year-round school). Give them a table of supplies and props (colored construction paper, tape, seasonal props) and have them make a school calendar with a picture for each month, taken with someone's camera and shared with the larger group. Have the pictures represent the "teacher seasons" - like getting excited about new school supplies, anticipating holiday breaks, preparing for spring testing, etc.

4. School Survival Guide - Give your team this scenario: the kids aren't in the building but you are, and the school is getting ready to be hit by a giant tidal wave. You will be fine, but you need to take out only the items you need for "teacher survival." Have your group brainstorm a list of things teachers can't survive without in the classroom, then narrow the list to the top 10 items needed for teacher survival! This is great when you have beginning teachers in your group who may be overwhelmed with how to prioritize what is needed for the year ahead.

Teachers work so hard already, and the support of an awesome team is vital. Be intentional about creating a cohesive and positive school culture with a team-building activity during your next planning time or staff meeting, and see the teachers at your school begin to flourish.
Julie David is a former middle school teacher who enjoys volunteering in her daughters' schools and cheering on teachers any way she can.

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team building teachers school activities games icebreakers planning work days workshops

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25 Team Building Activities for Teachers

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Help teachers bond and get to know each other with these creative team-building activities perfect for planning days or faculty meetings.

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33 Team-Building Games for Adults That Energize Staff Meetings

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33 Team-Building Games for Adults That Energize Staff Meetings

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A compilation of engaging games aimed at energizing staff meetings and promoting teamwork among educators.

Citation:
We Are Teachers. (n.d.). 33 team-building games for adults that energize staff meetings. Retrieved from https://www.weareteachers.com/team-building-activities/

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Finding good team-building games for adults can be tricky, especially when it comes to school staff meetings. You might be working with a mixed group where some school staff already know each other while others are brand-new to the school. You'll want to choose activities that get everyone interacting and talking right off the bat. You'll also want to take into account that many teachers have overloaded schedules already, so try to choose exercises that provide real value. The right team-building games for adults help establish a sense of community and remind staff that when they work together, they can achieve more. Here is a selection to try with your own school staff.

Icebreaker Team-Building Games for Adults

Use these team-building games for adults at the beginning of the school year when you want to integrate new staff with those who've been around for a while.

People Bingo

This is a low-stakes way to learn about new people or find out more about those you already know. Create a bingo card like the one shown here (or buy this one from iCelebrateEVERYTHING on Etsy). Each player's goal is to find someone who meets the criterion for each square. The trick? You can't use the same person twice! Play like traditional bingo and try to get a row across, down, or diagonally, or give a prize to the first person who fills in their whole sheet.

Say It Backwards

First, everyone in the group should write their first and last name backwards on a slip of paper. Then, select someone to pull a paper at random and read it. The first person to guess the name correctly is declared the winner!

Map It Out

This team-building activity would be especially good for a group from far and wide. You could also amend it for a local group by printing a map of your area of the state. Hang the map on a wall and then have each member of the team stick a pin on the spot where they were born. We think it will prove to be the perfect conversation starter!

Fact Bag

Pass out note cards or scrap paper, then ask your staff to each write down something about themselves they think no one in the room knows. Be sure they put their name on the card. Then, deposit all the cards in a bag. Mix them up, draw one, and read the fact aloud. Let the group try to reason out who they think matches the card. You can do all the cards at once or save the bag and draw a few at each staff meeting throughout the year.

Group Timeline

Before the meeting, draw a basic timeline on a whiteboard or long piece of paper. Include the date your school was built or your district was founded and add in other important local and global events too. At the meeting, pass out pads of sticky notes. Have each person write down their name and the date they started teaching (or working at a school) on one color, and add it to the timeline. On another color of sticky notes, have them add career changes (moving from first grade to fifth grade for instance). Add other events if you like (graduating from high school or college, when they knew they wanted to be a teacher, etc.). Then, let the group review the timeline. It's likely to launch a fascinating conversation about generational perception and how that shapes the experience of teaching students at your school.

Common Thread

Divide staff into groups of four. Give each group 2 minutes to chat among themselves and find something they all have in common (extend the time if needed). It could be that they all have kids, or they hate recess duty, or they love watching football. Whatever the common thread, the conversation will help them get to know one another better. Have each group share their common thread with the whole room. Then, mix the groups up, and repeat as many times as you like.

Phone Pics Show-and-Tell

Give everyone 3 minutes to flip through the pics on their phone and choose one to share with the group. Then, have them share their pictures one by one, walking around the room to show everyone while explaining why they chose this particular picture. You can give this game some structure by asking them to focus on a favorite moment, a place they've been, or a photo of family or friends.

Greet Like a Stranger/Greet Like a Friend

This game is simple, but it's a good way to get a new group comfortable with one another. Begin by having the group go around and greet one another as if they are meeting for the first time (and some of them just might be). You may choose to play some light-tempo music while they are greeting each other as strangers. Once they've done that, have them go around again, this time greeting one another as they would a good friend!

Physical Team-Building Games for Adults

There are a lot of team-building games for adults that get participants up and moving, but be sure to think inclusively when planning them. Not all staff members may be able to participate in overly physical activities. And while it can be fun to get a little silly, avoid games that put folks in embarrassing situations for no real purpose.

Traffic Jam

The goal of Traffic Jam is for each team to work their way across to the other side while following the rules. Rules include only occupying one space at a time and only being allowed to move one space at time. Just one wrong move can result in a jam (hence the name!) and everyone will have to start over. This game is a great way to get teams working together while having fun in the process!

School Scavenger Hunt

Here's a good way to help new staff acquaint themselves with the school or encourage long-term staff to explore places they might not normally go. Write up a list of items that can be found around the school, trying to choose things that will send folks to various spaces. Think art supplies, gym equipment, lunch trays, and so on. The longer the list, the better. Have groups work in teams, and be sure to pair new staff with old-timers. Give teams 15 minutes (or whatever time you choose) to gather as many items as they can. They can all go together or send people out in pairs. Award a prize to the winning team. Pro tip: Want to save time on returning things after the hunt is over? Have folks take pictures on their phone instead.

No-Hands Cup Stack

Teachers may already be familiar with this game since it's a popular team-building activity for kids too. The premise is simple: Attach four lengths of string to a rubber band. Then, four people each grab one piece of string and use that to manipulate the rubber band around the plastic cups, building a pyramid. Give teams 5 minutes to see how many cups they can stack, or find out who can stack 10 cups the fastest. For an extra grown-up challenge, try doing this activity without allowing people to talk! Learn more at Ms. Sepp's Counselor Corner.

Perfect Square

You'll need one fairly long piece of rope or string for each group of four to six for this game. You can blindfold participants or ask them to keep their eyes closed throughout. The goal of the game is to use the piece of rope to form a perfect square, which is much harder than it sounds when you can't see what you're doing! Give them 5 minutes to complete the activity, then reveal the results. Communication is key with this one.

Follow the Leader

Ask for a volunteer guesser and have them leave the room. While they're gone, choose a leader and have the group stand in a circle. The leader begins a movement, which the rest of the group must mimic. (For instance, the leader might jump up and down or wave their arms over their head.) Invite the guesser back in to stand in the middle of the circle as the movements continue. Every so often, the leader changes the movement, and the rest of the group follows. The guesser must try to determine who the leader is by watching the group's actions closely. This is a good one for sharpening a teacher's sense of finding the ringleader!

The Longest Shadow

Head outside on a sunny day for this game. Break your group into equal teams and tell them the goal is to arrange themselves in such a way that they cast the longest unbroken shadow. (For an extra challenge, require them to do this in silence!) During the debrief, encourage staff to use shadows as a metaphor to talk about the impacts individuals and teams have on a larger organization.

Team Jigsaw

You'll need two very different jigsaw puzzles for this (keep them small, 100 pieces or less). Take a dozen or so pieces from each puzzle and add them to the other puzzle box. At your meeting, divide the group in two, and give each team a puzzle. At first, they'll think they're simply competing to complete their puzzle first, but eventually, they'll realize that neither team can complete their puzzle without the help of the other. Allow them to exchange pieces as needed and help each other if they wish.

Sneak a Peek

Grab some building blocks or LEGO bricks and build a structure, but keep it hidden from the group. Divide into teams, and provide sets of the same materials used for the structure to each. Allow one member of each team to come view the structure for 10 seconds, then return to their team and provide instructions based on what they remember. After 1 minute, allow a second person from each team to come view the structure for 10 seconds, then return and continue to help with the building. Repeat until everyone on the team has had a chance to see the original, or one team manages to duplicate it exactly.

Team Juggling

You'll need a good amount of space for this activity. Grab three balls or stuffed animals (anything you can toss around). Then have everyone sit or stand in a circle. One player starts by saying their own name, then throws a ball to another player, saying their name. Continue until each person has received the ball once. Then, repeat the process in the same order. But this time, after the item has been tossed a few times, add a second item into the mix, and then a third. Don't be surprised when it turns into crazy chaos and gets everyone laughing!

Blind Drawing

Choose a picture of an item (a bicycle works well for this activity) and make enough copies for half your staff. At the meeting, have people pair up and sit back-to-back. Give one player the picture and the other a piece of paper and a pencil. The player holding the drawing gives directions to the other, trying to get them to replicate the picture, but without saying specifically what it is. The results are often hilarious and highlight how difficult it can be to give clear directions to other team members.

Team Pen

Your team needs to write a word, but you've only got one pen! Tie multiple strings to a single pen or marker and give each member one end of a string. They must work together to write a single word (TEAM is a good one). You can make things even harder by blindfolding some of the team members.

Learn more: YouTube/Andy Choi

Paper Holding

Divide the group into four small groups and then have each group designate two people to hold the sheets of paper between them. Everyone else on the team has 7 minutes to see how many pieces of paper they can place between the two people without them falling. No two pieces of paper can touch and they also can't touch the ground!

General Team-Building Games for Adults

These games are quieter, simple to set up, and allow for easy participation from everyone in the group. Many of them work online too, so you can use them for Zoom staff meetings.

Deserted Island

Ask each person to decide what one item they would bring with them if they were stranded on a deserted island. They should not tell anyone which item they chose. Once everyone has decided, divide the group into teams of three or four. The teams should then work together to figure out how to survive and escape the island with only the items they decided to bring. Next, have each group share out with the whole group. You can give prizes for the most creative, the most likely to work, etc., or just debrief at the end.

Teacher Would You Rather

Would You Rather is one of those hilarious games everyone has played at least once. Use our free Teacher Would You Rather questions to start conversations. You can also challenge your staff to come up with their own Would You Rather scenarios to share!

Problem-Solving

Teachers are no strangers to creative problem-solving, so they'll love this team-building game! Pick four or more different objects, such as a chair, a potato peeler, a knit hat, and a chocolate bar. Divide staff into teams and present them with a crazy problem they must solve using only those items. For instance, they might have to figure out how to get a school bus out of a snowbank or fend off a herd of wild monkeys attacking their students. Then, have each team share their solution with the group and vote on everyone's favorite.

Five Words

Give each player five note cards and a pen. On each card, have them write one word that they think describes the school culture. Put people together in pairs to discuss their words. After 5 minutes, each pair narrows their 10 cards down to the 5 they both like best. Now, turn the pairs into groups of four, and repeat. Continue until you've brought the entire group back together and collectively chosen the five words you all agree best represent your school.

Guess the Classroom

Before the meeting, have each teacher submit a photo of a space in their classroom (without students). They might choose a reading center, a current bulletin board display, or even their own desk. Assemble these photos into a slideshow. At the meeting, show the photos one by one and ask teachers to guess whose classroom they're looking at. This is a great way to encourage teachers to go out and visit each other's classrooms more often, learning more about how others use their space.

Dream Budget

Break the group into smaller teams and give each team a budget of $10,000. Tell them they've been given a new classroom, but it's completely empty-no desks, no whiteboards, nothing at all. They have one hour to "shop" online and create their dream classroom from scratch. The only rule is that they have to stay within their budget. When they're done, have each group present their proposal. It's interesting to learn about what each teacher prioritizes in their classroom and maybe even discover something the school should budget for in the future.

Escape Room

Escape rooms have become all the rage in recent years, but you don't need to shell out big bucks to take your whole staff to one. Instead, look into escape room board games. You'll find lots of them out there, and they make perfect team-building games for adults. Feeling ambitious? Use our guide and create your own escape room adventure for your team.

Life Hacks

Every teacher has their own favorite tip or trick to make teacher life a little easier. Break the group into pairs or small teams and give them a piece of poster board or chart paper. Have them decide collectively on their favorite teacher life hack and make a poster to illustrate it. Then share them with the whole group and vote on your favorites!

Future Antiques

Any teacher who's been around for a while can tell you about lots of items that used to be classroom staples but are rare sights nowadays. ( TV/VCR carts, mimeographs, and even chalkboards come to mind!) In this game, your teams will guess which of today's classroom must-haves will become "antiques" in 50 years. Have small groups choose an item and imagine it's been discovered in a school time capsule 50 years in the future. First, have them explain how the item was used in the "good old days," then have them describe the invention that's replaced it. This one will make teachers laugh and remind them that things are always changing, often for the better.

Memory Wall

Team-building games for adults can be nostalgic like this sweet one to try at your last staff meeting of the year. Give each member of the group paper and markers and ask them to write or draw (or both) their favorite memory from the school year. (Depending on the group size, you can have them each do more than one.) As they finish, invite them to add their paper to a large wall or bulletin board. When everyone is done, give them time to look at the wall together, reflecting on those memories. This is a sweet way to look back at the team's successes.

Name That Tune

If the group is large, you can divide it into two even teams before getting started. Then, designate someone to either whistle, hum, or play an instrument to the tune of a popular song. The first team to correctly name the tune is declared the winner. Be prepared for some teasing if the school's music teacher is on the winning team!

Think Fast

Begin by projecting a number of varied items onto a screen. Each pair has about 15 to 20 seconds to look at the screen before they are taken away. Finally, they have to work together to write down as many of the items that were on the screen as possible. This is a great game for getting people's brains working quickly. We love that it will also encourage teamwork since pairs will begin to come up with strategies like dividing the screen into left and right.

Numbers Game

This game is perfect for larger groups. Before playing, you will need to have at least three sets of letter-size paper for the individual numbers 0 through 9. Divide the group into teams of 10 so each person on each team is holding their own number. Finally, call out a number, like 2,768,031, and see which group can form that number the quickest. Play until one team accumulates five points and is declared the winner.

What team-building games for adults has your school used successfully? Come share your experiences in the WeAreTeachers HELPLINE group on Facebook.

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33 Team-Building Games for Adults That Energize Staff Meetings

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These engaging team-building games for adults are good choices for school staff meetings or professional development days.

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Insightful model for diagnosing team challenges and building trust.

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Lencioni, P. (2002). The five dysfunctions of a team: A leadership fable. Jossey-Bass.

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How to Turn A Group of Strangers Into A Team

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How to Turn A Group of Strangers Into A Team

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This talk emphasizes collaboration and team learning.

Citation:

Edmondson, A. C. (2018, May). How to turn a group of strangers into a team [Video]. TED Conferences. https://www.ted.com/talks/amy_edmondson_how_to_turn_a_group_of_strangers_into_a_team

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How to turn a group of strangers into a team

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Business school professor Amy Edmondson studies “teaming,” where people come together quickly (and often temporarily) to solve new, urgent or unusual problems. Recalling stories of teamwork on the fly, such as the incredible rescue of 33 miners trapped half a mile underground in Chile in 2010, Edmondson shares the elements needed to turn a group of strangers into a quick-thinking team that can nimbly respond to challenges.

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Escapely provides a list of activities, including health and wellness challenges, to promote stronger connections among faculty members.
Citation:
Escapely. (n.d.). 15 team building activities for teachers. Retrieved from https://escapely.com/team-building-for-teachers/

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15 Team Building Activities for Teachers

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Boost teamwork and morale with 15 engaging team-building activities for teachers, from escape rooms to scavenger hunts. Book a demo with Escapely today.

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The coaching model can be used in leadership and professional development.

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Kimsey-House, H., Kimsey-House, K., Sandahl, P., & Whitworth, L. (2018). Co-active coaching. Nicholas Brealey.

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Karen Kimsey-House (Author), Henry Kimsey-House (Author), Phillip Sandhal (Author), Laura Whitworth (Author) & 1 more

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Co-Active Coaching, Fourth Edition: The proven framework for transformative conversations at work and in life

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Amazon.com: Co-Active Coaching, Fourth Edition: The proven framework for transformative conversations at work and in life: 9781473674981: Kimsey-House, Karen, Kimsey-House, Henry, Sandhal, Phillip, Whitworth, Laura: Books

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Emphasizes a growth mindset and tailored feedback.

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Stachowiak, D. (Host). (2011–present). Coaching for Leaders [Audio podcast]. Innovate Learning, LLC. https://coachingforleaders.com

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Coaching for Leaders - Leadership podcast by Dave Stachowiak

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Discover leadership wisdom through insightful conversations. The #1 search result for management on Apple Podcasts, downloaded over 25 million times.

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Discusses strategies for addressing underperformance through direct communication, empathy, setting clear expectations, and fostering accountability to improve workplace behavior and outcomes.

Citation:

Beard, A., & McGinn, D. (Hosts). (2020, September 17). Coaching problem employees (No. 70) [Audio podcast episode]. In Dear HBR:. Harvard Business Review. https://hbr.org/podcast/2020/09/coaching-problem-employees

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Do You Have a Difficult Subordinate Who Needs Coaching?

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Dear HBR: answers your questions with the help of Weatherhead School management professor Melvin Smith.

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The Value of Coaching Educational Leaders

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The Value of Coaching Educational Leaders

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TCEA TechNotes Blog discusses the importance of coaching for educational leaders, providing resources and tips for principals and administrators.
Citation:
TCEA. (n.d.). The value of coaching educational leaders. Retrieved from https://blog.tcea.org/the-value-of-coaching-educational-leaders/

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The Value of Coaching Educational Leaders – TCEA TechNotes Blog

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Discover the value of coaching educational leaders, plus resources and tips for principals and other administrators. Explore this and more at TCEA TechNotes Blog, your go-to source for educational technology and teaching innovation.

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Team Coaching: Staff Development Side by Side

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Team Coaching: Staff Development Side by Side

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Highlights the effectiveness of team coaching as a staff development strategy, emphasizing collaborative, side-by-side learning that fosters mutual support, professional growth, and improved instructional practices.

Citation:

Neubert, G. A., & Bratton, E. C. (1987). Team Coaching: Staff Development Side by Side. Educational Leadership, 44(5), 29.

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Team Coaching: Staff Development Side by Side

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Shows how a community can come together—like local businesses, charities, and city groups—to support mentoring for young people. Instead of depending on money from the government, they build strong partnerships and long-term relationships to help students do better in school and in life.

Citation:

Education Northwest. (2011). Stand by me: The Sonoma Valley Mentoring Alliance. https://educationnorthwest.org/sites/default/files/resources/sonoma_study.pdf

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Highlights how faith-based organizations provide meaningful mentoring by offering emotional, spiritual, and academic support to youth, often filling gaps in underserved communities through trusted relationships and community involvement.

Citation:

Fulop, M. (2003). The mosaic of faith-based mentoring (Issue 12). Northwest Regional Educational Laboratory. https://educationnorthwest.org/sites/default/files/resources/faith%20bulletin.pdf

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Getting Principal Mentoring Right: Lessons from the Field

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Getting Principal Mentoring Right: Lessons from the Field

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This report analyzes strengths and common shortcomings of principal mentoring programs and offers guidelines for improvement.
Citation:
The Wallace Foundation. (2007). Getting principal mentoring right: Lessons from the field. Retrieved from https://wallacefoundation.org/report/getting-principal-mentoring-right-lessons-field-lessons-field

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Getting Principal Mentoring Right Lessons from the Field

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This Wallace-created report analyzes strengths and common shortcomings of principal mentoring programs and offers guidelines on how they might be improved.

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Simple, direct guide to starting effective mentorships.

Citation:

Maxwell, J. C. (2008). Mentoring 101. Thomas Nelson.

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The 12 pivotal qualities of the best mentors

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The 12 pivotal qualities of the best mentors

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Explains that great mentors are active listeners, empathetic, adaptable, trustworthy, and committed to personal and professional growth—for both themselves and their mentees.

Citation:

Carruthers, R. (2023, January 20). The 12 pivotal qualities of the best mentors. Together Platform. https://www.togetherplatform.com/blog/qualities-of-a-good-mentor

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The 12 pivotal qualities of the best mentors | Together Mentoring Software

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What qualities should you cultivate as a mentor? In this article, we outline the 12 defining qualities that the best mentors all have in common. | Ryan Carruthers

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Classic principled negotiation guide.

Citation

Fisher, R., Ury, W., & Patton, B. (2011). Getting to yes: Negotiating agreement without giving in. Penguin.

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Getting to Yes by Roger Fisher & William Ury

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Practical negotiation strategies.

Citation:

Malhotra, D. (2014, April 1). 15 rules for negotiating a job offer. Harvard Business Review. https://hbr.org/2014/04/15-rules-for-negotiating-a-job-offer

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Job-offer negotiations are rarely easy. Consider three typical scenarios:

You're in a third-round interview for a job at a company you like, but a firm you admire even more just invited you in. Suddenly the first hiring manager cuts to the chase: "As you know, we're considering many candidates. We like you, and we hope the feeling is mutual. If we make you a competitive offer, will you accept it?"

You've received an offer for a job you'll enjoy, but the salary is lower than you think you deserve. You ask your potential boss whether she has any flexibility. "We typically don't hire people with your background, and we have a different culture here," she responds. "This job isn't just about the money. Are you saying you won't take it unless we increase the pay?"

You've been working happily at your company for three years, but a recruiter has been calling, insisting that you could earn much more elsewhere. You don't want to quit, but you expect to be compensated fairly, so you'd like to ask for a raise. Unfortunately, budgets are tight, and your boss doesn't react well when people try to leverage outside offers. What do you do?

Each of these situations is difficult in its own way-and emblematic of how complex job negotiations can be. At many companies, compensation increasingly comes in the form of stock, options, and bonuses linked to both personal and group performance. In MBA recruitment, more companies are using "exploding" offers or sliding-scale signing bonuses based on when a candidate accepts the job, complicating attempts to compare offers. With executive mobility on the rise, people vying for similar positions often have vastly different backgrounds, strengths, and salary histories, making it hard for employers to set benchmarks or create standard packages.

Read more about Read more about negotiating job offers:

In some industries a weak labor market has also left candidates with fewer options and less leverage, and employers better positioned to dictate terms. Those who are unemployed, or whose current job seems shaky, have seen their bargaining power further reduced.

But job market complexity creates opportunities for people who can skillfully negotiate the terms and conditions of employment. After all, negotiation matters most when there is a broad range of possible outcomes.

As a professor who studies and teaches the subject, I frequently advise current and former students on navigating this terrain. For several years I have been offering a presentation on the topic to current students. (To see a video of this talk, go to www.NegotiateYourOffer.com.) Every situation is unique, but some strategies, tactics, and principles can help you address many of the issues people face in negotiating with employers. Here are 15 rules to guide you in these discussions.

This sounds basic, but it's crucial: People are going to fight for you only if they like you. Anything you do in a negotiation that makes you less likable reduces the chances that the other side will work to get you a better offer. This is about more than being polite; it's about managing some inevitable tensions in negotiation, such as asking for what you deserve without seeming greedy, pointing out deficiencies in the offer without seeming petty, and being persistent without being a nuisance. Negotiators can typically avoid these pitfalls by evaluating (for example, in practice interviews with friends) how others are likely to perceive their approach.

It's not enough for them to like you. They also have to believe you're worth the offer you want. Never let your proposal speak for itself-always tell the story that goes with it. Don't just state your desire (a 15% higher salary, say, or permission to work from home one day a week); explain precisely why it's justified (the reasons you deserve more money than others they may have hired, or that your children come home from school early on Fridays). If you have no justification for a demand, it may be unwise to make it. Again, keep in mind the inherent tension between being likable and explaining why you deserve more: Suggesting that you're especially valuable can make you sound arrogant if you haven't thought through how best to communicate the message.

People won't want to expend political or social capital to get approval for a strong or improved offer if they suspect that at the end of the day, you're still going to say, "No, thanks." Who wants to be the stalking horse for another company? If you intend to negotiate for a better package, make it clear that you're serious about working for this employer. Sometimes you get people to want you by explaining that everybody wants you. But the more strongly you play that hand, the more they may think that they're not going to get you anyway, so why bother jumping through hoops? If you're planning to mention all the options you have as leverage, you should balance that by saying why-or under what conditions-you would be happy to forgo those options and accept an offer.

Companies don't negotiate; people do. And before you can influence the person sitting opposite you, you have to understand her. What are her interests and individual concerns? For example, negotiating with a prospective boss is very different from negotiating with an HR representative. You can perhaps afford to pepper the latter with questions regarding details of the offer, but you don't want to annoy someone who may become your manager with seemingly petty demands. On the flip side, HR may be responsible for hiring 10 people and therefore reluctant to break precedent, whereas the boss, who will benefit more directly from your joining the company, may go to bat for you with a special request.

They may like you. They may think you deserve everything you want. But they still may not give it to you. Why? Because they may have certain ironclad constraints, such as salary caps, that no amount of negotiation can loosen. Your job is to figure out where they're flexible and where they're not. If, for example, you're talking to a large company that's hiring 20 similar people at the same time, it probably can't give you a higher salary than everyone else. But it may be flexible on start dates, vacation time, and signing bonuses. On the other hand, if you're negotiating with a smaller company that has never hired someone in your role, there may be room to adjust the initial salary offer or job title but not other things. The better you understand the constraints, the more likely it is that you'll be able to propose options that solve both sides' problems.

Many job candidates have been hit with difficult questions they were hoping not to face: Do you have any other offers? If we make you an offer tomorrow, will you say yes? Are we your top choice? If you're unprepared, you might say something inelegantly evasive or, worse, untrue. My advice is to never lie in a negotiation. It frequently comes back to harm you, but even if it doesn't, it's unethical. The other risk is that, faced with a tough question, you may try too hard to please and end up losing leverage. The point is this: You need to prepare for questions and issues that would put you on the defensive, make you feel uncomfortable, or expose your weaknesses. Your goal is to answer honestly without looking like an unattractive candidate-and without giving up too much bargaining power. If you have thought in advance about how to answer difficult questions, you probably won't forfeit one of those objectives.

If, despite your preparation, someone comes at you from an angle you didn't expect, remember this simple rule: It's not the question that matters but the questioner's intent. Often the question is challenging but the questioner's intent is benign. An employer who asks whether you would immediately accept an offer tomorrow may simply be interested in knowing if you are genuinely excited about the job, not trying to box you into a corner. A question about whether you have other offers may be designed not to expose your weak alternatives but simply to learn what type of job search you're conducting and whether this company has a chance of getting you. If you don't like the question, don't assume the worst. Rather, answer in a way that addresses what you think is the intent, or ask for a clarification of the problem the interviewer is trying to solve. If you engage in a genuine conversation about what he's after, and show a willingness to help him resolve whatever issue he has, both of you will be better off.

Sadly, to many people, "negotiating a job offer" and "negotiating a salary" are synonymous. But much of your satisfaction from the job will come from other factors you can negotiate-perhaps even more easily than salary. Don't get fixated on money. Focus on the value of the entire deal: responsibilities, location, travel, flexibility in work hours, opportunities for growth and promotion, perks, support for continued education, and so forth. Think not just about how you're willing to be rewarded but also when. You may decide to chart a course that pays less handsomely now but will put you in a stronger position later.

If someone makes you an offer and you're legitimately concerned about parts of it, you're usually better off proposing all your changes at once. Don't say, "The salary is a bit low. Could you do something about it?" and then, once she's worked on it, come back with "Thanks. Now here are two other things I'd like..." If you ask for only one thing initially, she may assume that getting it will make you ready to accept the offer (or at least to make a decision). If you keep saying "and one more thing...," she is unlikely to remain in a generous or understanding mood. Furthermore, if you have more than one request, don't simply mention all the things you want-A, B, C, and D; also signal the relative importance of each to you. Otherwise, she may pick the two things you value least, because they're pretty easy to give you, and feel she's met you halfway. Then you'll have an offer that's not much better and a negotiating partner who thinks her job is done.

Resist the temptation to prove that you are a great negotiator. MBA students who have just taken a class on negotiation are plagued by this problem: They go bargaining berserk the first chance they get, which is with a prospective employer. My advice: If something is important to you, absolutely negotiate. But don't haggle over every little thing. Fighting to get just a bit more can rub people the wrong way-and can limit your ability to negotiate with the company later in your career, when it may matter more.

At the beginning of a job hunt, you often want to get at least one offer in order to feel secure. This is especially true for people finishing a degree program, when everyone is interviewing and some are celebrating early victories. Ironically, getting an early offer can be problematic: Once a company has made an offer, it will expect an answer reasonably soon. If you want to consider multiple jobs, it's useful to have all your offers arrive close together. So don't be afraid to slow down the process with one potential employer or to speed it up with another, in order to have all your options laid out at one time. This, too, is a balancing act: If you pull back too much-or push too hard-a company may lose interest and hire someone else. But there are subtle ways to solve such problems. For example, if you want to delay an offer, you might ask for a later second- or third-round interview.

People don't like being told "Do this or else." So avoid giving ultimatums. Sometimes we do so inadvertently-we're just trying to show strength, or we're frustrated, and it comes off the wrong way. Your counterpart may do the same. My personal approach when at the receiving end of an ultimatum is to simply ignore it, because at some point the person who gave it might realize that it could scuttle the deal and will want to take it back. He can do that much more easily without losing face if it's never been discussed. If someone tells you, "We'll never do this," don't dwell on it or make her repeat it. Instead you might say, "I can see how that might be difficult, given where we are today. Perhaps we can talk about X, Y, and Z." Pretend the ultimatum was never given and keep her from becoming wedded to it. If it's real, she'll make that clear over time.

Tough salary negotiations or long delays in the confirmation of a formal offer can make it seem that potential employers have it in for you. But if you're far enough along in the process, these people like you and want to continue liking you. Unwillingness to move on a particular issue may simply reflect constraints that you don't fully appreciate. A delay in getting an offer letter may just mean that you're not the only concern the hiring manager has in life. Stay in touch, but be patient. And if you can't be patient, don't call up in frustration or anger; better to start by asking for a clarification on timing and whether there's anything you can do to help move things along.

Remember: What's not negotiable today may be negotiable tomorrow. Over time, interests and constraints change. When someone says no, what he's saying is "No-given how I see the world today." A month later that same person may be able to do something he couldn't do before, whether it's extending an offer deadline or increasing your salary. Suppose a potential boss denies your request to work from home on Fridays. Maybe that's because he has no flexibility on the issue. But it's also possible that you haven't yet built up the trust required to make him feel comfortable with that arrangement. Six months in, you'll probably be in a better position to persuade him that you'll work conscientiously away from the office. Be willing to continue the conversation and to encourage others to revisit issues that were left unaddressed or unresolved.

This is the final and most important point. You can negotiate like a pro and still lose out if the negotiation you're in is the wrong one. Ultimately, your satisfaction hinges less on getting the negotiation right and more on getting the job right. Experience and research demonstrate that the industry and function in which you choose to work, your career trajectory, and the day-to-day influences on you (such as bosses and coworkers) can be vastly more important to satisfaction than the particulars of an offer. These guidelines should help you negotiate effectively and get the offer you deserve, but they should come into play only after a thoughtful, holistic job hunt designed to ensure that the path you're choosing will lead you where you want to go.

A version of this article appeared in the April 2014 issue of Harvard Business Review.

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Job-offer negotiations are rarely easy. Consider three typical scenarios: You're in a third-round interview for a job at a company you like, but a firm you admire even more just invited you in. Suddenly the first hiring manager cuts to the chase: "As you know, we're considering many candidates.

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Harvard's Program on Negotiation discusses the importance of negotiation skills for leaders and provides strategies for effective negotiation.
Citation:
Program on Negotiation. (2024, December 15). Teaching critical leadership skills. Retrieved from https://www.pon.harvard.edu/daily/teaching-negotiation-daily/teaching-critical-leadership-skills/

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PON - Program on Negotiation at Harvard Law School

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Running a multinational corporation, starting a small business, or leading a diplomatic mission all require critical leadership skills. Being an effective leader necessitates negotiating both within your organization and with external partners. In Real Leaders Negotiate, author Jeswald Salacuse explains that leaders can increase their effectiveness by using negotiation in each of the three phases of the leadership lifecycle: leadership attainment, action, and leadership preservation. Being a skilled negotiator is critical for exercising leadership. The Teaching Negotiation Resource Center (TNRC) has a wide variety of negotiation role play simulations to help students develop critical leadership skills: Browning Brothers Search –

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Negotiating Education, a Daily Leadership Task

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Negotiating Education, a Daily Leadership Task

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This article highlights the role of negotiation in educational leadership, emphasizing collaboration and communication with teams.

Citation:
Green, R. (2024, December 15). Negotiating education, a daily leadership task. Retrieved from https://www.linkedin.com/pulse/negotiating-education-daily-leadership-task-ryan-green-mxtdc

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Negotiating Education, a Daily Leadership Task

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Currently I’m finishing up my MA in Organizational Leadership and am in the final few weeks. With this week having a break in curriculum I thought perhaps I’d continue the forum with anyone interested.

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Vanderbilt Business School outlines five different styles of negotiation and emphasizes the importance of fairness and equity.
Citation:
Vanderbilt Business School. (2023, February 15). Negotiation tips for leaders. Retrieved from https://business.vanderbilt.edu/news/2023/02/15/negotiation-tips-for-leaders/

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Vanderbilt Business Lecturer Jamie Leddin shares negotiation tips for leaders ahead of her Executive Education short program.

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How School Administrators Can Motivate Teachers

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How School Administrators Can Motivate Teachers

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This article discusses strategies for administrators to motivate teachers by valuing their contributions and involving them in decision-making.
Citation:
Northwest Missouri State University. (2024, August 15). How school administrators can motivate teachers. Retrieved from https://online.nwmissouri.edu/programs/education/msed/leadership/how-to-motivate-teachers/

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How School Administrators Can Motivate Teachers

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In today’s school climate of high-stakes testing, large class sizes and rigid evaluation processes, it’s no surprise that many teachers are in need of motivation. Administrators who are committed to keep highly-qualified teachers are aware of this fact.

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The NASSP provides insights into motivating teachers through effective leadership practices and positive reinforcement.
Citation:
National Association of Secondary School Principals. (2024, May). Motivating teachers. Retrieved from https://www.nassp.org/publication/principal-leadership/volume-24-2023-2024/principal-leadership-may-2024/motivating-teachers/

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To be honest, motivating teachers during difficult times is eerily similar to motivating teachers during all times. The reason is teaching is always difficult. There is no easy in education. That is what makes it challenging and that is what makes it rewarding. However, it is easier to be self-motivated when things are going well. During more difficult times of the year-or more difficult years-it is essential that school leaders are at their best in supporting their faculty and staff. We all have had a Tuesday that felt like the longest month of the year. Every teacher has that one class that can be very challenging and draining. So, what can leaders do so staff are able to be effective during good times as well as less than good times? Here are a few ideas that the very best school leaders rely on to motivate their employees.

1. Teach Rather Than Tell.

Have you ever been told or know anyone who has been told to raise their test scores? Directly or indirectly we all are aware of situations where this occurs. Being told to do something can become so common that we might even start to become numb to it. However, ask yourself this, "Do you know anyone who holds back on raising their test scores? Do any educators keep a little slack in the line and not try to achieve the best scores possible?" Of course not. We do the best we know how to when it comes to testing because it benefits the students. However, another reason we all do it is because it benefits us as well. Teachers that see scores increase walk a little taller and feel better about their efforts. Principals outwardly and inwardly have a deserved sense of pride. Superintendents know that their district is making progress.

So, then how come we can't just issue that command and positive results automatically follow? One of the core reasons is we are telling someone to improve at something that they are already doing their best at. It reminds me of a track coach in one of my schools. Every day she used to yell at her athletes, "Run faster!" I had to share with her they are running as fast as they know how. The way to get them to run faster is to teach them how to run faster. The same thing applies to teachers, bus drivers, lunchroom monitors, etc., when we think about student management. If any of us could get the students to behave better, we would get the students to behave better.

Often, learning something new that will help improve student behavior in class is the best motivation for teachers.

One of the best ways to motivate your teachers is to help them become better at managing students. Every teacher would like their job better if they were better at managing their classroom. And a large percentage of teachers would significantly like their job better if they were better at managing their classrooms. It would impact their morale daily. The same approaches make teachers effective every day, but they really need them when they are in a difficult time, such as teaching a challenging class, perhaps their last class of the day. If the teacher is not effective during the best times, they have no chance when situations are difficult.

Leaders must realize that when we tell someone to do something they don't know how to do-raise their test scores, get their class under control, etc.-the recipients learn something about you. They learn that you don't know how to do it either. If you knew how, you would teach them. If the track coach knows a technique to get their runners a quicker start, they would demonstrate how and help their runners do it properly.

2. Have Valued Faculty Meetings.

Great principals, without exception, have faculty meetings teachers look forward to and value. Effective principals' meetings can vary in their structure, but they are all of value. Ineffective principals either do not have regular meetings or they are not perceived as valuable. Some effective principals lead the meetings, while others have teachers or instructional coaches provide ideas. Large schools may have a faculty meeting each hour for a day to provide a more intimate setting for the teachers during their plan times to reduce before- and after-school conflicts. The structure is not the variable, it is the quality.

The minimum goal of every faculty meeting should be to help teachers become more excited about teaching tomorrow than today. This does not mean a faculty pep rally is required. There is nothing wrong with a quality YouTube clip or serving frosted cupcakes at the meeting. However, what really makes a teacher motivated is when they learn something that they can immediately apply to their classroom-something that can make their teacher life better. Often, learning something new that will help improve student behavior in class is the best motivation for teachers. It needs to be specific and applicable for all. One of the reasons Annette Breaux and I wrote The Ten-Minute Inservice: 40 Quick Training Sessions that Build Teacher Effectiveness was to help build an understanding of this concept.

Be honest. Have you ever attended a meeting at central office that you couldn't wait to conclude. Did it seem of little benefit or actually add to the burdens you already feel? What would you think if, on a regular basis, you left your central office meeting with better ideas on improving lunchroom supervision, better questions when checking references or in interviews, or actual techniques you could use to teach your teachers to improve test scores? Your view of these meetings would be dramatically different. You would not want to spend time on YouTube clips or ice breakers. You'd want to get straight to the content. This is the same vision you need to help teachers be more enthusiastic about teaching after a faculty meeting.

3. Don't Wait for the Difficult Times.

Be in classrooms daily. Be friendly and greet every teacher and student whenever you see them anywhere in the school. Schedule a 20-30 minute slot in your calendar at least once a week where you specifically visit classrooms and leave positive feedback-a Post-it note, a memo, or an email sharing something you saw on that drop-in that you liked. Sometimes I call it look for the good parts, even if you must squint. Maybe today, just because you walked in the teacher's room the staff member got out from behind their desk and was more physically active. Write a very kind note about how you noticed a particular student seemed more engaged when the teacher stood near them. Compliment their bulletin board, wait time, or questioning strategy. By doing this, not only do they feel better but so do you.

If you'd like your teachers to consistently greet their students, talk about it at the first faculty meeting of the year. Talking about an idea at the initial faculty meeting when there is an abundance of positive energy, can increase the likelihood of people doing something like greeting students. But what do we do to maintain this positivity as the time of year becomes more difficult and we get more fatigued? Make sure you have a weekly staff memo that is your drumbeat about your school. It should set a tone of how lucky we are, how blessed we are, how thankful we are, and how fortunate we are. I called mine "the Friday Focus," which I discuss in Motivating & Inspiring Teachers: The Educational Leader's Guide for Building Staff Morale. If you don't set that tone for your entire faculty and staff, there are other people sharing their tone in the teachers' lounge of how unlucky we are, how cursed we are, how underappreciated we are, etc. If you don't have a consistently positive drumbeat, the negative ones start to become louder. If your staff does not regularly hear your voice, they start to believe the negative voices. So, if in a few weeks fewer teachers are greeting their students, write this in your Friday Focus:

Earlier this week I was walking down a hallway and I saw teacher after teacher smiling, greeting the students and making them feel so warm and welcome. You all are amazing. I'll let you in on a secret. You are the reason students love coming to school so much. You are also the reason I love coming to school so much. Thanks for what you do.

4. Brag on Your Teachers and Students.

If you compliment someone often enough, they start to think you have incredibly good taste. Brag on your teachers, brag on your students. Every school has many more good things going on than bad. Great schools don't necessarily have fewer challenges, but they definitely have more successes. And the leaders find a way to share these, highlight them, and make everyone feel good about their job, their school, and themselves. A school leader I greatly admire once told me, "I don't know if being positive helps solve a problem, but I do know being negative doesn't." Be the guiding light for your students, staff, and school. That is why you are there. That's why you are called a leader.

Todd Whitaker is a professor of educational leadership at the University of Missouri. A former principal, math teacher, and basketball coach, he is the author of more than 60 books, including What Great Teachers Do Differently: 17 Things That Matter Most. He will speak at UNITED in July.

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ISTOCK.COM/SPIFFYJ To be honest, motivating teachers during difficult times is eerily similar to motivating teachers during all times. The reason is teaching is always difficult. There is no easy in education. That is what makes it challenging and that is what makes it rewarding. However, it is easier to be self-motivated when things are going well.

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Rita Pierson’s TED Talk emphasizes that every child needs a caring, encouraging adult who believes in them to foster their confidence and success.

Citation:

Pierson, R. (2013, May). Every kid needs a champion [Video]. TED Conferences. https://www.ted.com/talks/rita_pierson_every_kid_needs_a_champion

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Rita Pierson, a teacher for 40 years, once heard a colleague say, “They don’t pay me to like the kids.” Her response: “Kids don’t learn from people they don’t like.’” A rousing call to educators to believe in their students and actually connect with them on a real, human, personal level.

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Powerful and engaging explanation of intrinsic motivation

Citation:

Pink, D. H. (2009, July). The puzzle of motivation [Video]. TED Conferences. https://www.ted.com/talks/dan_pink_the_puzzle_of_motivation

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Career analyst Dan Pink examines the puzzle of motivation, starting with a fact that social scientists know but most managers don’t: Traditional rewards aren’t always as effective as we think. Listen for illuminating stories -- and maybe, a way forward.

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The article outlines 11 effective strategies to motivate teachers, including recognizing their efforts, fostering professional growth, creating a positive work environment, and encouraging collaboration.

Citation:

Education Advanced. (2022, April 19). Strategies for motivating teachers: Top 11 strategies to implement. https://www.educationadvanced.com/blog/strategies-for-motivating-teachers-top-11-strategies-to-implement

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Strategies For Motivating Teachers: Top 11 Strategies to Implement

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Teachers who are motivated are less likely to consider their job a burden and are willing to put forth extra effort to help students achieve success.

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Simple framework for effective delegation.

Citation:

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 The One Minute Manager Meets the Monkey 

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Helps prioritize and assign tasks.

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The Eisenhower Matrix: Introduction & 3-Minute Video Tutorial

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The Eisenhower Matrix, also known as Urgent-Important Matrix, is a decision making principle and productivity tool that helps prioritize your many tasks.

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Mastering Delegation: Overcoming Micromanagement and Developing Others

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Mastering Delegation: Overcoming Micromanagement and Developing Others

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The video explains how to effectively delegate tasks by overcoming micromanagement tendencies and empowering others to develop their skills.

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Mastering Delegation: Overcoming Micromanagement and Developing Others

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Delegation - An Essential Trait For Leadership

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Delegation - An Essential Trait For Leadership

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It emphasizes the critical role of delegation in leadership, illustrating how entrusting tasks to others not only enhances team performance but also fosters individual growth and strengthens overall leadership effectiveness.

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Nethra's Ted Ed Talk on "Delegation - An Essential Trait For Leadership"

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The article provides nine practical tips for managers to delegate tasks effectively, improving team productivity and leadership efficiency.

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Landry, L. (2020, January 14). How to delegate effectively: 9 tips for managers. Harvard Business School Online. https://online.hbs.edu/blog/post/how-to-delegate-effectively

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Delegation is a vital management skill. But for some, it's the hardest to put into practice.

There are several reasons why managers may shy away from delegating work. They might:

Think it would take longer to explain the task than actually completing it themselves

Want to feel indispensable to their team by being the keeper of specific knowledge

Enjoy completing certain projects so prefer not to reassign them

Feel guilty about adding more work onto another employee's to-do list

Lack confidence or trust in who they need to transfer the project to

Believe that they're the only ones who can do the job right

Whatever the reason, it's important to continue honing the skill, as refusing to delegate can have negative consequences. Not only will you overload your schedule and prioritize the wrong tasks, but your employees will miss out on valuable learning and growth opportunities.

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What Is Delegation and Why Is It Important?

Delegation refers to the transfer of responsibility for specific tasks from one person to another.

From a management perspective, delegation occurs when a manager assigns specific tasks to their employees. By delegating those tasks to team members, managers free up time to focus on higher-value activities while also keeping employees engaged with greater autonomy.

According to a Gallup study, CEOs who excel in delegating generate 33 percent higher revenue. These executives know they can't accomplish everything alone and position their team to tackle tasks they're confident they'll achieve-in turn empowering employees, boosting morale, and increasing productivity. In the process, CEOs free up their time to focus on activities that will yield the highest returns and grow the company.

Here are nine ways you can start delegating more effectively to cultivate high-performing teams.

9 Delegation Tips for Managers

1. Know What to Delegate

Not every task can be delegated. For example, performance reviews or any personnel matters should be handled by you. After all, hiring the right talent and knowing each employee's strengths and weaknesses will ultimately make you better at assigning deliverables and transferring responsibility to the appropriate team members.

Several other day-to-day activities don't require your oversight, though. Is there a task you regularly tackle despite knowing your co-worker is better equipped to complete it? Would assigning the project to other employees help bolster their careers? If there's someone who could do the work better, or you think this could be a teachable moment, delegate. It will show you trust and value your team, while also giving you time to focus on more strategic projects.

2. Play to Your Employees' Strengths and Goals

Every employee should have goals they're working toward, and within those goals are opportunities to delegate. For example, maybe you have a direct report who wants to gain management experience. Is there an intern they could start supervising, or a well-defined project they can own the execution of? The type of work you delegate could factor into their professional development plan.

For other tasks, there's likely someone on your team with the specific skill set needed to achieve the desired result. Leverage that and play to your employees' strengths. When someone has a higher chance of excelling, they're more motivated and engaged, which then benefits the entire business.

How to Become a Better Manager

3. Define the Desired Outcome

Simply dumping work onto someone else's plate isn't delegating. The projects you hand off should come with proper context and a clear tie into the organization's goals.

"You've got to have real clarity of objective," says Harvard Business School Professor Kevin Sharer in the online Management Essentials course. That includes having alignment on "what does good look like" and by what timeline, and "the technique of measuring accomplishment."

Before anyone starts working on a project, they should know what they need to complete and by when, including the metrics you'll use to measure the success of their work.

4. Provide the Right Resources and Level of Authority

If the person you're delegating work to needs specific training, resources, or authority to complete the assigned project, it's your role as a manager to provide all three. Setting someone up for an impossible task will frustrate both sides; your colleague won't be able to achieve the desired outcome, and then you'll likely need to put that work back on your to-do list.

This is also where you need to fight the urge to micromanage. Telling your co-worker, step-by-step, how you would accomplish the task and then controlling each part of the process won't enable them to learn or gain new skills. Focus instead on what the desired end goal is, why the task is important, and help address any gaps between the outcome and their current skill set.

5. Establish a Clear Communication Channel

While you want to avoid micromanaging, you do want to establish a communication channel so that the person you're delegating to feels comfortable asking questions and providing progress updates.

"You've got to have some way to communicate so that the person you delegated to can come back to you and report," says Sharer in the Management Essentials course. "You've got to have some way along the way to see how things are going. It isn't fire and forget. That is, 'I just give you the task and I don't worry about it anymore. We've got to have some way to monitor the progress along the way without me getting in your way.'"

Setting up regular check-ins and providing feedback throughout the project can help with this.

6. Allow for Failure

This step is particularly important for the perfectionists who avoid delegating because they think their way is the only way to get the work done. You need to allow for failure-not because your employees might fail, but because it will enable experimentation and empower the people you're assigning tasks to, to take a new approach.

If you're open to new ideas and approaches to the work, you'll have an easier time delegating when able.

7. Be Patient

As a manager, you likely have more years of experience in your field. Because of this, a task you can complete in 30 minutes might take an employee a full hour the first time they complete it.

You might be tempted to refrain from delegating certain tasks knowing that you can get them done faster, but be patient with your employees. Think back to the first time you completed a specific task early on in your career. You probably weren't as efficient as you are now; your time management skills have improved.

As you continue to delegate and your employees become more familiar with the tasks that need to be completed, you'll notice that the work will get done faster over time.

7 Strategies for Improving Your Management Skills

8. Deliver (and Ask For) Feedback

In addition to monitoring progress, you should also deliver feedback to your employees after the tasks you've delegated are complete.

If a task wasn't completed as assigned, don't be afraid to offer constructive criticism. Your employees can take this feedback and make changes the next time a similar task is assigned. On the other hand, remember to provide positive feedback and show your appreciation when a task was done well.

To ensure you're delegating effectively, you'll also want to ask your team for any feedback that they can give you. Ask your employees if you provided clear instructions and determine if there's anything you can do to better delegate in the future.

9. Give Credit Where It's Due

After you've delegated tasks and they've been seen through to completion, credit those who achieved the work.

"Recognizing that success is because of your team is not only right, but it has the added benefit of making those around you more engaged-making you even more successful," writes HBS Online Executive Director Patrick Mullane for Richtopia. "It's counter-intuitive, but not claiming success for yourself will lead to more future wins."

The more you thank and credit those you've delegated work to, the more likely it is they will want to help you on other projects in the future.

Honing Your Delegation Skills

Delegating isn't easy; it's a skill that must be practiced and honed over time. But the better you become at aligning the right people with the right tasks and responsibilities, the more effective you'll become at your job as a manager.
Are you interested in further improving your managerial skills? Download our free leadership and management e-book to find out how. Also, explore our eight-week online Management Essentials course, which will provide you with real-world tools and strategies to excel in decision-making, implementation, organizational learning, and change management. This post was updated on June 2, 2021. It was originally published on January 14, 2020.

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How to Delegate Effectively: 9 Tips for Managers | HBS Online

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Delegation is a vital management skill. But for some, it's the hardest to put into practice. There are several reasons why managers may shy away from delegating work.