Rumble With Courage & Vulnerability Scenarios by Adrianna Vazquez

avazquez4Edu — 2024-04-30 23:53:06 UTC

avazquez4Edu — 2024-04-30 23:54:58 UTC

avazquez4Edu — 2024-04-30 23:55:02 UTC

avazquez4Edu — 2024-04-30 23:55:09 UTC

2024-05-02 00:22:06 UTC

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

2024-05-02 00:22:30 UTC

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

2024-05-02 00:23:33 UTC

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

2024-05-02 00:23:40 UTC

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

2024-05-02 00:23:40 UTC

I would talk to the staff members who have concerns.

2024-05-02 00:24:11 UTC

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.

2024-05-02 00:24:16 UTC

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

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

2024-05-02 00:24:29 UTC

2024-05-02 00:24:37 UTC

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

2024-05-02 00:24:52 UTC

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

2024-05-02 00:24:53 UTC

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

Engagement takes courage.

2024-05-02 00:25:01 UTC

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

kbutler129_1 — 2024-05-02 00:25:47 UTC

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.

Group 4

jjreyesst — 2024-05-02 00:25:56 UTC

Tina is our awesome spokesperson

Be clear about "Why"- The leader,
Lean in and find out root cause, then have a conversation with the staff.
Share vulnerability of the leader along with staff.

2024-05-02 00:26:33 UTC

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!

dnguyen129_2 — 2024-05-02 00:26:54 UTC

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.

avazquez4Edu — 2024-05-02 00:27:13 UTC

*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