Teachers, students and parents are persevering and working through the challenges. Overall, the interviewee perspectives were positive. People have had to come together and a lot of edtech companies have stepped up to the plate to provide free unlimited access for use during this time. Sue explained it well, teachers are now forced to use these tools they maybe weren’t using before, and it’s opening the eye to educators and administrators to the importance of these tech tools. 

I enjoyed listening to the student perspective in Lauren’s interview. It appears students are enjoying the process although it does have its challenges. Another interviewee shared their concern regarding students and their social engagement. Lauren's paraprofessional interview focused on staying connected which is critical right now and the different ways she is working to stay connected.

Hot Topic 2: “The new normal: video conferencing” was interesting since it focused on Zoom. It is definitely a wonderful resource however, over the last week they're chat rooms have become compromised with people who are hacking into classrooms and showing inappropriate things. The teachers I work with have been prominently using Google Hangout but they are both great resources. During this time it will be important for social emotional health that students have actual face time with their teachers and peers. 

Hot Topic 3: “Who will get what and when from the $2 trillion relief package” is a heavy article and there is a lot too it. I do my best to keep up with these things and even in reading the article and watching the video there is so much to wrap my head around when it comes to the numbers, stimulus packages, and loan rates and such. Overall, (as someone who doesn’t know a whole lot about it) I think that these financial relief packages are great. I am beyond grateful that my husband and I are able to work, but there are a lot of people out there who aren’t as lucky. We have a lot of  friends who have been laid off or are taking pay cuts and it's very unfortunate. These stimulus packages are a way to hopefully help those in need and keep the economy alive during these tough and unpredictable times. 

In the huddle they begin with a meditation as a grounding activity to help everyone become present, which I love! I also liked the reminder to turn off notifications and be present for the meeting. There are so many times we are in meetings and we are also doing other things that need to be done but it’s important to remember that it’s OK to pause what we are doing or not respond to someone right away, giving our full attention to the meeting we are currently in. The huddle is flexible but structured, starting with high fives and spreading love. This is a wonderful way to build leaders, relationships and positive vibes. They have a question of the week and this particular week was to give tips for teams that are just starting to conduct virtual meetings, they also had a story sharing segment to close (Sinek, 2020).

The three principles communication, adaptive, and servant leadership were outlined in “Leadership in Times of Crisis”. These principles were so thoughtfully laid out and explained. Speaking specifically to each of us who work in public education, higher ed, and law enforcement we have seen and experienced such change in our particular fields, and only over a short 3 weeks period. We all work for the people and with the people, so to successfully go remote we needed strong leaders, who were going to need to be flexible and understanding (CERC, 2018). 

   I am examining these principles from the article through my own lens, with the experience I have had so far with my leadership. Constant communication is definitely key, my principal checks in with the entire staff in the morning and in the afternoon, this makes a highly positive impact on our culture. He also became part of the staff group chat and it has really brought the staff together. He has been wonderfully adaptive and understanding. He realizes that our staff has a wide range of ability and has been nothing but positive and transparent regarding this being a learning experience for all and constantly praises staff for how wonderful everyone has been. He has also demonstrated servant leadership; he is completely unselfish, available at any time, encourages taking risks with the instruction being provided by trying new ways to provide instruction, and has built up trust with the staff by being supportive and accessible (CERC, 2018).   

Social interaction and connection was another theme throughout all the segments. All the teachers and educational supervisors who spoke about remote learning were concerned with their students overall mental and physical well-being (Morales, Kuras, Boyle, & Tranchina, 2020). Student interaction and connection is not the same as before and many educators are using technology tools like Google Classroom, Google Meet, Zoom, and FlipGrid to lessen this gap. Educators recognize how families are now the primary source of human interaction for students and have begun to create assignments that involve their families (Morales, 2020). In Boyle (2020) the high school teacher specifically addressed how the social and emotional well being of the students was one of his major concerns, meeting with students online to ensure mostly they were doing mentally well. In this time of crisis, all the interviews emphasized that content is important, but keeping everyone, students, teachers, and parents as well, mentally and physically safe was a priority. 

Student self-motivation and independence is the final theme that emerged throughout all interviews. As an interview with the Curriculum Supervisor pointed out, that level of student independence is different at different ages and groups (Morales, 2020). However, it is challenging sometimes to engage the students using technology tools, especially when the students have limitations of technology equipment, but also home responsibilities. Creating that structure of independence in the physical classroom can ease the transition to the virtual classroom as one teacher mentioned (Kuras, 2020). Ultimately, as educators, we are heavily relying on parents, once again, to help and guide the learning of students. 

         I also enjoyed watching and listening to student perspectives on Remote Learning. The two students I watched and listen to were quite matter-of-fact and actually quite accurate in their description on “how things were going”. They talked about how new and exciting things were and how they are learning something new each day. They acknowledged that it was “very different” and, at times, they “struggled” but overall they seemed very much accepting of it (L. Jackson & N. Wills interviews, April 2020). I feel like these student responses are another example of how children are much more adaptable than adults! 

         The responses from interviews by Derek Tranchina truly aligned with my experience with Remote Learning. Two of his interviews involved a Dad and a Mom who were also educators. They discussed that fact that their struggle lies more on their parent perspective and I agree (D. Tranchina Interviews, April 2020). There has been a learning curve for me as a professional but it is something that I am capable of dealing with. However, dealing with that learning curve while being home with my two children who also need constant supervision and attention is more than overwhelming. If I had the ability of focusing on one of those roles right now I think I may actually, dare I say, enjoy the experience but the fact that the two have to happen simultaneously is what I am struggling with. I do try to remind myself that this is not typical work at home experience. This is a crisis. I crisis that was not very well predicted and one that we were unprepared for. I remind all of my teachers that as well when I “meet” with them and they share their concerns, frustrations, and sometimes tears with me. 

“Are You Suddenly Your Child’s Teacher? You’re Not Alone. Here’s Help” is a great article providing resources and support for parents. However, there are plenty of useful resources for teachers as well. Some of these resources I am going to share with my own district! I have noticed many communities compiling similar lists for educators as well as parents during this time of remote learning. Especially during this unforeseen time, it's refreshing to see people come together in order to provide opportunities for students to continue learning. I also noticed that many of the school’s websites have a date posted on when school will be in session again. Although we don’t want to create a false sense of security for the community, I think having a date at least gives people hope and something to strive for. 

The new normal: Video Conferencing

Zoom is a huge tool in the education world right now. Although my own district uses Google Apps, when compared to Google Meet, Zoom has several features that really helps manage your meetings with the students. Another advantage to using Zoom instead of Google Meet is that it’s a familiar technology tool for many parents. Parents are using Zoom for work too, so it's not one more thing parents have to learn to use to then help their children with. Either way, Zoom provides another way or platform for people to connect face-to-face to at least give some type of normality throughout this difficult time. So far, Zoom has worked well for many teachers as well as family members I know using the program to check in with others. There was only one instance where a teacher was having connection issues with her class, but we believe the platform might have just been overwhelmed with meetings at that time. The teacher tried it again at a later date and time and didn’t have any issues.  

“Who will get what and when from the $2 trillion relief package” After reading this article, I became grateful that I was still able to work and receive a paycheck throughout this difficult time. However, I know several people who have had to apply for unemployment, which has caused additional stress as they try to continue to manage their households and children’s education. Overall, it is wonderful to see our political figures come together and help people, business, and especially medical facilities. I’m just wondering what the long-term effects are with this bill on the overall economy. 

         The news-clip that highlighted Zoom was obviously on trend. However, this news-clip only focused on the positive aspects of Zoom. What is now coming to light are the issues, sometimes dangerous issues, with these types of video conferencing platforms. Of course, we live in a high-tech world that when such dangers comes to light there are usually quick resolves to them. Safeguards can be developed within days and applied to the platforms. And perhaps it is not even the digital platforms fault or error, perhaps it’s the lack of knowledge of the people using these platforms. Either way, individuals need to be fully educated on the pros and cons when introduced to any new resource. 

           As mentioned in the last padlet, I feel very fortunate to be able to continue my work from home with little change to my family income. I can only imagine the financial devastation this pandemic is having on many American families. And as I read this article, and many articles related to the $2 trillion relief package, I wonder if this massive amount of money is even enough. Although I am pleased to see the U.S. federal government is rallying to support their citizens, I can’t help but put myself in the position of those people who are relying on these checks. To be honest, one of the larger checks, which I would not even qualify for because of my household salary, would not even be enough to cover one month of expenses for me and my family. 

According to a Harvard Business Review on “Crisis Communication”, as stated in the posted article, individuals take social cues from their group leader. With that in mind, it is critical for leaders to present themselves in a calm and rational matter. Several points were made for leaders which  included, anticipating concerns, addressing immediate needs, and offering tangible actions for them to take in order for them to gain a sense of control (Whitepaper, 2020). 

Also discussed were two main leadership styles of Adaptive leadership and Servant leadership. During a time of crisis, aspects of these two styles of leadership are critical in order to meet the needs of their employees and the individuals that are impacted by their organization. Adaptive leadership calls for rapid adaptability as well as acknowledging what is necessary and what is expendable (Whitepaper, 2020). Servant leadership takes into the account the “greater good of the population”. This often means making difficult decisions that may, for example, cause an immediate loss for a small group of people in order for positive gain for the larger population (Whitepaper, 2020). No matter what form of leadership somebody may “subscribe” to, during unprecedented times, there needs to be unprecedented decisions made. It is a responsibility that is difficult for any individual no matter their education and experience.  

Another dominant theme was the uncertainty of effectiveness. College professors and elementary teachers are all feeling the same anxiety and doubt of how remote learning is going to work and, most importantly, if it will translate to a successful learning opportunity for students (N. Kammer and R. Ansell, Personal Interviews, April 2020). One important piece was also the reality of teachers trying to find their purpose in the midst of not being able to be in physical contact with students (R. Ansell, Personal Interviews, April 2020). Working from home is not the norm for educators. We are used to being on the go all day and often needing to act reactively to accomodate different scenarios and incidents that occur. Being at home and teaching through digital platforms or old school paper-pencil packets does not allow for these norms.

It is interesting to see that Oregon, a state that is so far and so different from New Jersey that it kind of seems like another country, is responding to educational needs in the wake of COVID-19 similarly to us. Based on the article, both state Departments of Education have implemented similar plans for school districts and expectations for remote learning for students. I thoroughly appreciated that the article acknowledged specific populations of students and families that I truly feel a lot of educators are overlooking through this crisis. The “unwired” group is one that is of particular concern to me, as this is an issue that my district has been trying to manage the best we can. I think it is quite easy for districts to be “one to one” with devices, but it is an entirely other situation to ensure that all children have internet access at home to use devices. One simply does not work without the other. The resources that the article provided for the “unwired” were helpful. Recently our DOE has started NJTV in which educators around the state can provide televised instruction for students.

The news snippet on Zoom was interesting to watch. Video conferencing has obviously become the new norm for all of us. While it is so great that companies like Zoom are ensuring accessibility by waiving their usual fees and working overtime on structural engineering to accomodate the influx of usage, this interview got me asking myself two rhetorical questions that I previously had not thought about. The first being that will companies, such as Zoom, who are now huge proponents for learning, become long-lasting stakeholders in the world of education? The second is are children the new #1 consumer target group due to remote learning?

The article on the Stimulus Package was informative and clarifying. I think that it is great our government is implementing plans to support Americans, especially those who are out of work and/or run small businesses. For a minute I was not sure if all parties involved would be able to work together to act on the passing of such a plan. I am worried that what is being provided is not enough for long-lasting survival for families and the effects this could have in varying areas of human development for both children and adults alike.

Simon Sinek’s team idea of a weekly “Huddle” is a strategy that may alleviate a great deal of issues that could cause regression in the areas of teamwork, collaboration and sustaining a positive working, and learning, environment. The team member introduces the idea of a group meeting by acknowledging that remote work requires flexibility and could provide increased opportunities for success, while simultaneously being challenging in the areas of building trust amongst colleagues and being able to proactively work together. Recurring “huddles” can unite a team and provide time for personal connections and relationship building, as the team showcased in their model of a huddle call. The premise of such virtual meetings is to disconnect from the “work” atmosphere and entirely focus on getting to know one another and foster interpersonal relations. This practice aligns seamlessly with the work that a lot of school districts have been focusing on in recent years, particularly focusing on mindfulness and social emotional development, while also offering a solution to the concerns that working remotely in an essentially isolated environment can have on individual mental health wellness.

Crestcom’s “Leadership in Times of Crisis” (2020) points out several concerns of situations that could happen as a result of ill-prepared leadership. The largest takeaway from the whitepaper is that leadership must be adaptable in times of crisis, like now with COVID-19. This means that leaders, no matter in which capacity or field, must alter the way they communicate, acknowledge safety and wellness guidelines and be there for their workers. Servant leadership is key during a time like the present. Engaging staff in a way that makes them feel safe can mitigate many of the negative side effects remote work can have on an organization. Ultimately this comes down to leadership having trust in themselves and the innate skills to realign a mission and vision to still expect success, just in ways that will look different than ever before.

There were several techniques resonating throughout the “Huddle” that were also described in the Leadership in Times of Crisis and If you lead people today, do these 5 things articles. Being both an adaptive and servant leader provides the mindset and skills needed to respond to difficult decisions while workers adjust to their new work spaces, routines, and responsibilities. Communication was a major theme in both types of leadership. Creating check in meetings, like a “Huddle” supports the culture of the organization, helps build and restore relationships, and a sense of consistency for your employees (Crestcom, 2020). 

The “How to Reassure Your Team When the News Is Scary” article reinforced the idea of a “Huddle”. The first activity the Sinek team did was a mindful/meditation technique, which is the first suggestion in the article. This article also emphasized that clear, strong, and confident communication is essential in leadership and reassurance. The Sinek team demonstrated great communication and team building strategies. One aspect I appreciated through this demonstration was the structure and focus on the “Huddle”. Although the leaders in my district are trying to stay connected to us, there is no structure to our digital meetings. Marcus Buckingham recommends that the leaders do not let these meetings become therapy sessions. The Sinek Team addressed the needs and social-emotional well-being of their team, but still were productive and focused. Like Steven from the Sinek team said, “suffering is done alone, struggling is done together” (Sinek, 2020). During this difficult time, leaders need to inspire and empower their teams to come together and move through challenges. 

   

In reviewing the ABC News television interview covering the hot topic of how many are turning to video conferencing for things like work, education, and socializing with Zoom’s Chief Marketing Officer Janine Pelosi shares and discusses the impact of that change posted on YouTube on March 26, 2020 as “Zoom? The new normal video conferencing”.  This news clip brings to light how the COVID-19 pandemic and the governmental executive orders for social distancing has shifted the medium for maintaining operations and delivering work and school to a digital media platform where essentially everything is being conducted virtually and remotely and Zoom has become a very popular, widely utilized solution for schools and businesses as well as friends, families, communities and society alike.  The COVID-19 pandemic is devastating the world in every way, it has truly transformed an already bustling business into a “booming” business, but it has truly provided a functional vehicle for all to communicate and connect socially and emotionally.  Without video-conferencing, we wouldn’t be able to interact in real time for work, school, friends, families, neighbors, communities and as a society.  Social interaction is critical personally and professionally on the local, state,national and international levels and video-conferencing provides a lifeline and a much needed sense of normalcy and certainty during these most difficult, abnormal and uncertain times.  Interestingly, essentially and virtually, Zoom has gone from being a noun and has become a verb!  Let’s also not forget that there are many products available other than Zoom and to “spread the wealth” during the pandemic!   

In times of crisis, leadership style becomes increasingly important and critical to organizational structure, productivity and efficacy.  Leadership, especially in times of crisis, requires being knowledgeable about different styles and types of leadership and adjusting and applying leadership strategies situationally.  Crestcom (2020) suggests and highlights the qualities of adaptive leadership, servant leadership and the importance of communication in leadership in times of crisis (Crestcom, 2020).  When leading remotely,  it’s important to keep your team engaged and connected with virtual check-ins and focus your team’s attention and provide them with a sense of what they can control at the moment, such as making progress on a particular project, or responding to client inquiries (Buckingham, 2020).  In asserting the essence of adaptive leadership, Buckingham indicates, “The best leaders take anxiety and turn it into confidence” (Buckingham, 2020).  Servant leadership is about what you can do for others outside of the organization, being a servant to your own values and building a culture around you that reflects those values (Hayzlett, 2019). The principles of servant leadership can be very effective in times of crisis, Hayzlett (2019) recommends four necessary steps for being a better servant leader, they include: (1) Encourage diversity of thought; (2) Create a culture of trust; (3) Have an unselfish mindset; and (4) Foster leadership in others (Hayzlett, 2019).

Well handled crisis management can produce very positive outcomes for teams and leaders whereby strength, empowerment and a renewed sense of community that comes from getting through uncertainty together (Crestcom, 2020).  With understanding the importance of matching the “right” type of leadership for and with your team, your organization, your community will not only help you all to make it through a crisis, but you will find that you, your team, organization and community will learn from it and become better because of it (Crestcom, 2020).

 

The weekly “Huddle” is a strategy. Repeating “huddles” can provide personal connections. To quote Lauren, “The premise of such a virtual meetings is to disconnect from the “work” atmosphere and entirely focus on getting to know one another and foster interpersonal relations.”  On a personal note, at the end of my husband’s class he invited all his student to bring their children on to the call and he had our son join as well. This opportunity to be social and discontent from the call as teacher/student strengthen the notion that they we doing something “together". It was an opportunity to be social and understand people are taking course work right with their family along side them. Related to “Leadership in Times of Crisis” (2020)  I feel this idea of my husband was a way to engage with his students in a way that “ make them feel safe and supported”. As the teacher he is the leader of the class and it is his job to have the mission and vision for the class. 

Despite the challenges, adjustment and struggles, the overall message that surfaced was one of positivity, flexibility, excitement for learning new things and new ways to teach and learn and the importance and necessity of video-conferencing and live chats!  Each sample mentioned using interactive products such as Zoom, Google Hangout, FaceTime and the importance of Google Classroom, SeeSaw, ClassDojo, etc.  A progression was evident that the first few days in the first week in particular were the most difficult to navigate and manage and each week thereafter has become progressively easier to navigate and manage.  Notable words and comments that describe the improvement seen in practicing remote learning in week three include: “Rhythm and routine” (Wills), “Balance and flow” (Jackson), “Keep on Keeping on” (Kuras) demonstrating a sense of stability, hope and trust in these most challenging times.  

In the video “The New Normal: Video Conferencing,” I totally agree with Janine Pelosi’s statement that “the world is not going to be the same.” I could totally see some new changes coming to education after we were all forced to become comfortable with video conferencing and remote learning in general. Emergency school closures such as snow days, department meetings, and professional development could all have a new look after this is all over. After all, isn’t “anywhere, anytime learning” one of the main reasons why we adopted technology in schools in the first place?

In the article/video about the $2 trillion relief package, the author outlines who will get financial relief and how much it will be. After reading this, I can’t help but feel grateful for the position I am in as an educator, and immediately think of my friends and family who are in other industries. For them, the financial disruption of the coronavirus is devastating, and I don’t believe this stimulus check will be enough. Unfortunately, I believe it will be a rat race for small business owners to secure loans and grants, again leaving those with little support and technology experience at a major disadvantage. It makes me think of equity, and how the average American blue-collar business owner may not even own a computer. The middle to upper class small business owners will once again be better positioned to reap the benefits of this program. 

Both Anne and Derek’s recordings showed both the parent and educator perspectives. Most of the interviewees shared that it has been very challenging to multitask as a parent and teacher. Several participants used the word “overwhelming.” They also mentioned that students’ social emotional health has become a priority over the work. A few participants also shared how grateful they are to have their jobs and their health, things we often take for granted on a day to day basis. Finally, the participants agreed that there are some positive outcomes to remote learning which include an increase in technology proficiency in teachers and students and how education may change for the better as a result of this situation.

The Leadership in Times of Crisis Whitepaper also provides amazing, specific, and detailed examples of how we can successfully navigate these new, uncharted waters we find ourselves in. Specifically, knowing that psychologically, people are likely to process information differently during a crisis, is a great reason to simplify our messages and reiterate the necessity for comforting communication. Furthermore, it’s important to communicate frequently, adapt to changes quickly, band together to help those in times of need, and encourage everyone to contribute to the planning and collaboration. I have been lucky enough to have most of my leaders respond this way during this crisis, and I believe the report when it says it will make us stronger in the long run. I have also had some middle-management leaders who delayed communication and didn’t take the meaningful steps to engage me and my team in the beginning of this process. The uncertainty definitely created anxiety for me, and this article makes me feel like my anxiety was warranted. Communication and having tangible actions, as the article suggests, are so vital in times like these yet are not always common sense. 

The video from ABC News includes an interview with the Zoom Chief Marketing Officer who discusses how video conferencing has become the “new normal.” She shared how Zoom helps people stay connected and allows businesses and schools to continue functioning. I agree with her when she stated that this situation will bring about long lasting change as far as how and when people work/learn. In my own district, teachers have shared how video conferencing has really helped both their students and themselves feel like they still have that human connection we all so desperately need. 

The ABC news article on the government’s stimulus package outlines the specifics of who will benefit from this relief. The package includes funds for individuals and families making under a certain amount per year, loans for small businesses, and relief for large companies and hospitals hit especially hard by this virus. While I am glad this bill passed, I do believe there are people who do not qualify for this aid who will soon be struggling to make ends meet. Hopefully, if this pandemic continues to worsen, we will see additional aid from the government and perhaps even private companies like Amazon who have benefitted from  this crisis.

The video from the company Simon Sinek demonstrates how to hold a “huddle” via videoconferencing. This 75 minute weekly meeting focuses on the individuals not the work. The Meetings begins with a mindfulness exercise, then members are allowed to give shoutouts or virtual high fives to their colleagues. Each person then gets 2 minutes to share how they’re feeling and what is going on in their lives. While I believe this type of meeting, whether done in-person or virtually is extremely important any time, it is especially important now as people face uncertainty and feel extremely disconnected from others. 

Both of these resources provided me with awesome ideas to integrate into my own practice. While I hope I have provided my departments with support, resources, and encouragement, I know I can do better in terms of letting them know I truly care about them as individuals. I just held an optional Google Hangout with my Social Studies before break, and I was surprised to see how many people joined. We didn’t even talk much about work, but instead, our families, how we were feeling, etc. Dr. Greason has also been holding these types of meetings for our cohort during the past few weeks. These sessions are therapeutic and uplifting. While these are challenging times, the things I have learned through my experiences and my MU courses, will undoubtedly make me a better leader. 

My greatest takeaways from the Crestcom (2020) article relate to communication, taking care of the team, and staying engaged and connected. This author stressed the importance of communicating credible, simplified information in a frequent and timely manner. The author brought up a great point that anxiety and fear can be incredibly contagious, but perhaps so can confidence. “You can be transparent about not knowing all the answers right at that moment, but make sure you still sound in control of the situation.” I also noticed several ways in which taking care of team members was valued. Whether it be actual members of an organization or through outreach with the community, creating a feeling of being cared for is essential to effective leadership, especially now.  Finally, the author turned to Marcus Buckingham who shared about keeping a team engaged even when it is not possible to meet in person. He encouraged weekly virtual check-ins, but cautioned against hosting a “therapy session” and advised to focus on the controllables: projects and clients.

 

This advice was starkly different to the virtual meeting introduced by Stephen Shedletzky at Simon Sinek which focused entirely on relationship and team-building, rather than work. In this video, the audience was granted a glimpse into a weekly “huddle” with the Simon Sinek team. It is notable that Simon Sinek has been operating remotely since its inception, so the routines and culture demonstrated in this video did not come about as a response to crisis, but rather are an integral part of the team at its core. What I noticed in the video was routine, trust, care, and communication. Also notable was when one of the team-members shared a story about her mom being in the hospital, and witnessing a nurse that seemingly challenged the authority of the doctor by saying the patient should be kept overnight. This woman was delighted to see that the nurse felt safe to question the doctor, as this type of safety is at the core of the Simon Sinek team. This was best demonstrated, to me, as Simon Sinek was actually a part of the “huddle” that I observed. I would have never known that was him unless I googled him, because there was such shared power and leadership at this meeting.