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A reminder to myself that work behavior is influenced by personality and (work) environement, and it's more within our control to tackle environment. Accept that team diversity is inevitable, so embrace and work the best of it from every individual.

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We don't need a team to be a leader. As appointed KPs, all teachers should be under our purview, whether or not they are our JH. It is our responsibility to know ALL of our teachers.

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sometimes we are too task-oriented we forget that we should seek to develop our teachers!

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Lead the team as how you like to be felt being led. :) 

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Lead the team as how you like to be felt being led. :) 

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That is why the word 'Team player' exists and not 'Group player'.

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The need to evaluate the norms, processes and the roles of my team. The importance of a leader to set the culture and not just let things flow

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Need to unpack and be more intentional about team norms especially when overseeing a committee with members changing every year

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Understanding diversity in terms of individual styles/preferences etc., in order to create inclusivity and thus psychological safety for team members.

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Remember the different aspects of work - performance, experiences and learning, and also consider the team aspects of the equation (processes, goals, norms, roles, psychological safety)  so as to lead a team well

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Remember the different aspects of work - performance, experiences and learning, and also consider the team aspects of the equation (processes, goals, norms, roles, psychological safety)  so as to lead a team well

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The systematic way of presenting how a successful team works ie. the inclusivity, defining team roles, team norms and psychological safety helps me in thinking through which areas I have done well and what areas to improve

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There is a difference between a group and a team.

Besides considering performance goals, as a MM, I should consider team's learning goals too.

Belbin's 9 Team roles helped me to evaluate which type of leader i tend to be and what supporting roles do I need in my team.

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Put in effort to know our team members.

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Idea: creating the buy-in by letting the team members to decide what kind of role(s)that they want to play ( 9 roles) in the team.

Self determination theory:
Competence
Autonomy
Relatedness

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Learning about the different team dynamics and how to improve in leading a team. The need to have performance, experience and learning in a team, and the different norms, process etc. all contributes to a leading a team.

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Thr 4 factors that contributes or shapes the ultimate results: Motivation, ability, role perception and situational factors.

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Need to consider Belbin's 9 roles and consider if there is representation across the 3 main groups. We can be intentional and deliberate about giving each member a role to play!

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Many factors contribute to team dynamics and performance.

As team leaders, we need to be cognisant of all these and manage them to help achieve desired team outcomes.

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Be intentional about setting team norms - unfreeze, change and refreeze 🙂

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Need to balance the various components - performance, experience and learning in order to have a good team- leading experience.

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I will find opportunities to try out Coaching skills with the aspects of listening, thinking and speaking like a coach, focusing on the NOW, and be present with the case-giver.

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Developing people through meaningful assignments, relationships and courses. They are not to be seen discretely.

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Connect: Know your people (through conversations, personality tests)

Empower: Diagnose the current state of the team using the skill-will matrix, know the desired future and gap up accordingly

Challenge: Provide feedback on the team's progress

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Listen and is not about providing solution 

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Listen and is not about providing solution 

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Assignments are tagged with developmental relationship. As tasks are assigned, always find opportunities to learn more about the person.

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Before I can develop others, I need to ensure that I listen well so that I am able to empathise and am genuinely interested to help him/ her. I used to think that it is about giving advice but it is more than giving advice. It is about the use of questions to get him/ her to reflect and grow. The coaching strategy is interested and I will try it before our next session.

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Practise active listening + think & speak like a coach
Managing the polarity of “ attached” and “ detached” from JH’s concerns and issues.

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There is much to learn about coaching, which is an essential skill for a KP. Take baby steps to improve on the 3 different aspects, starting from "listen like a coach".

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Be open minded and allow others to try and make mistakes. Learn collectively as a team from the mistakes.

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The skill_will matrix helps in helping us identify the JHs we have and how to help move them further.

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ARC

Growing my team also requires giving them assignments that are suited to their strengths and area of interest.

Assignments should go hand in hand with Relationship

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Build quality relationships

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To categorise JHs using skill will matrix 

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To categorise JHs using skill will matrix 

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Listening. Learning about others. Finding their why.

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You don’t have to bring everyone along with you at the same time

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Always listen, give credit when due, check in occasionally. 

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Always listen, give credit when due, check in occasionally. 

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Build relationships first and do active listening. Be concerned about them not as a task performer, but as a key member of your team.

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To consider the skill-will matrix as a way to support team members!

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Build rapport during peace time. It will help in times of needs

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Listen actively and deeply

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Listen like a coach, think like a coach and speak like a coach

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Listen like a coach, think like a coach and speak like a coach

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Coaching conversations that value and develop people!

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Quality relationship is important to maintain so that it can lead to quality thinking, actions and outcomes.

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Inclusivity. Agency. Perspective.

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Understanding our leadership philosophy to better regulate ourselves and others in times of a paradoxical moment.

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1. A good reminder to be able to zoom in and out when the need arises.

Shell International’s HAIR performance appraisal (sucession planning) system.
Helicopter Vision
Power of Analysis
Imagination
Sense of Reality

2. Paradox

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To always revisit and align with the 'Why'. Leaders should be self aware and aware of the strengths and weaknesses of the team.

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Being more aware and reminded of my strengths, and finding ways to improve on other areas e.g. injecting tension when necessary to avoid situations of restricted growth due to high agreeableness

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My key takeaway from the morning session is that our actions flow from who we are. We need to be highly aware of our abilities, strengths, weakness, personality, values. Hence, we need to look introspectively to discover ourselves, before talking about leading others. It is important to know our belief system.

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Bearing in the mind the ever-changing educational landscape, it is important for me to be open to ideas, and allow for time and space for 'intellect' thinking.

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Through developing others continuously will bring the team forward with new perspectives and skills.

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Important to be self-aware and check in with myself often, to prevent burnout and ensure I can stay in this journey for the long haul.

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Quality idea work hand in hand with experience on the ground.

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Know myself first...before I know others.

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Know myself first...before I know others.

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Had a better self awareness after doing the Big Five and the discussion about it

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To think of what type of leader I am and why I am a leader. To know what I am supposed to do as a leader, managing different perspective amongst colleagues.

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Our people are our resources and everyone is unique and have different strengths and weaknesses. We need to acknowledge and make full use of what we have

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It is important to fall back on our set of beliefs, principles and values because these will guide us to make an informed decision which is at the best interest of the people involved.

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Important to remember the why as we can get lost in the many 'what's in school.

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Knowing my Big Five personality dimensions report makes me more aware of the working style so I can consciously be mindful, and work on it/ with it.

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Why

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Start with the why before the what and how

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While we give as leaders, be intentional about exercising self-care and recharging.

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Think of the why

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Knowing what my leadership values are and why I’m doing what I’m doing.