# data[].attributes.body
Shared sensitive information about a colleague with an SLT member and was assured it would remain confidential. The person in question was called in and informed about the discussed matters. It resulted in a complete relationship breakdown.

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The BOT teacher rep discussing things that are talked about in committee to other teachers.

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Feeling like I am constantly being stonewalled with my creativity, ideas and incorporation of Māori into practice and policy.

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Trying to have a conversation to support someones growth in a role (that they have held for sometime) and they say it isn't complusory so they do not have the time

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When a HOD continually fails to meet the NZQA procedures for the department. Help and support has been put in place. Suceeds the next year, then continues to fail for the next few years. PN has provided support and guidance.

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I have a PCT who is consistently late to meetings- late 10-15 mins. I often arrange guest speakers and find that they apologize to the speaker but not to me. I know they have a non-contact before the meeting. How do I address this?

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Individuals who, when you try to have an open conversation with them will say everything is ok. But you know they are openly working to damage school culture and erode trust behind the scenes.

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Mentoring relationship where the mentor (SLT) does not seem aware of their own positionality (resulting in dismissive and/or hurtful comments). Mentoring process (led by mentor) also not currently following best practice models. Mentee wants to address this.

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When you are surfacely encouraged to be creative in learning design, building team culture or creating meaningful learning experiences, but getting knocked back behind closed doors without explanation

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Challenging conversation with colleague (PCT on cusp of certification)

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Challenging conversation with colleague (PCT on cusp of certification)

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No units written and not taking charge of their own assessments. Have not been his mentor along the way but I am his HOD so it's a concern!

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Being mentored by an SLT member who brings in a pad and pen to our sessions, and treats the session like their role is a secretary, makes me feel like the mentor mentee relationship is being viewed as 'fires to put out' ...... And then no action/follow through of support

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Challenging conversations from a leadership role, with a staff(s) who work in your team, that are also a member of the SLT

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Staff members who frequently exhibit sexist and homophobic/transphobic behaviours to students in the school but are never pulled up for it by SM because there is a "mens club" mentality in the school.

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Mentoring a teacher returning to the profession after another career who wants to stand and deliver facts rather than facilitate learning, and leaves straight after classes when we agree to have a discussion after and then disappears for the day. When challenged on practice accuses you of ageism.

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Reluctance to incorporate Te Ao Maori at all into teaching

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Reluctance to incorporate Te Ao Maori at all into teaching

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Approaching a conversation with an experienced teacher about lack of professionalism and accuracy in marking assessments and also lesson planning.

# data[].attributes.body
Being mentored by an SLT member who brings in a pad and pen to our sessions, and treats the session like their role is a secretary, makes me feel like the mentor mentee relationship is being viewed as 'fires to put out' ...... And then no action/follow through of support

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A Kōrero with an SLT member (Associative Principal) after he referred to me using, in my opinion,  a derogatory term in an internal job interview. 

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A Kōrero with an SLT member (Associative Principal) after he referred to me using, in my opinion,  a derogatory term in an internal job interview. 

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Where you are supporting a teacher and meet with principal and it feels like a competence concern.

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Communicating with PCT coordinator about them not fulfilling their requirements

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Dismissal of student culture and inclusivity as important in a classroom

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Talking to a co-worker who used to be an HOD about the way they belittle and degrade your opinions and contributions in department meetings

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When a HOD continually fails to meet the NZQA procedures for the department. Help and support has been put in place. Suceeds the next year, then continues to fail for the next few years. PN has provided support and guidance.

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When senior management pushing for SCT to do things out of their purview