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Brené Brown: Vulnerability, not over-sharing

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Continue to follow through, show continued vulnerability with the staff as you move the initiatives forward

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Trust that the Superintendent knows what is going on and what you're trying to achieve

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Continue follow through with setting site goals and encouraging others to be vunerable.

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Stay the course, do not let the nay-sayers stop you from doing the work.

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I would talk to the staff members who have concerns.

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Share the issue publicly without "outing" anyone to show that it is okay to have dissent. Don't just pretend like that didn't happen. Show that we talk things through together.

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You had thoughtful reflection about the process you shared, continue with the process, be professional and vulnerable.

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Have an in person faculty meeting. Provide the facts and let them be the problem solvers. Good leaders allow themselves to bee vulnerable. 

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Have an in person faculty meeting. Provide the facts and let them be the problem solvers. Good leaders allow themselves to bee vulnerable. 

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Inform the superintendent of the plan and get feedback before putting into place so all parties are prepared for kick back

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I would speak directly with the Superintendent to tactfully explain my intentions/plan and advocate for it. I would invite the Superintendent's feedback. Next, meet with staff to listen to concerns and find common ground to work from

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Come with the intention of wanting to understand the differences of opinion and work through them together

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Listen to what the staff members has to say and ask her to clarify. What is leadership mean to you?

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I would have pulled together a committee of staff, including those who were openly upset by the changes, to develop a plan for sharing the data.

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Tina is our awesome spokesperson

1. Be clear about "Why"- The leader,

2. Lean in and find out root cause, then have a conversation with the staff.

3. Share vulnerability of the leader along with staff.

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Stay the course...explain the importance of annual evaluations to the superintendent and the thought process behind your course of action, speak to the concerned staff member, encourage other administrators/teachers at your site to have others (students/fellow staff) evaluate them as well. Build professional development around processing the feedback that has been gained. Normalize evaluations and feedback!

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Before making sweeping changes, I would have created a space to conduct a needs assessment/hear from students and families. I would also meet with staff.

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*Maybe e-mail was not the best way to communicate with staff?

*In-person conversations with the staff might have shown courage and vulnerability as well.

*The medium is the message - the actual words of the email matter a lot.

*As leaders, we need to realize that written communication is sometimes not well received and intentions may be questioned.

*Ideally, as leaders, we will have positive relationships and trust with higher leadership to understand true intentions