COVID-19 is fully disrupting millions of families across the globe. Small businesses and large corporations will be lost.
Our team at Leaders Building Leaders has partnered with key leaders from across North Carolina to Inform, Connect, Guide, and Unite charter and business leaders during this time.
We aim to bring you the best resources and up to date information to ensure you can focus your time and energy on what is most important, the welfare of students and stakeholders.
All information is being housed here in our Google Doc. Click for access.
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Today I have two questions for you to ask yourself:
When I was a teacher, I was never sure if the schools I taught were successful. If they were indeed successful, we were certainly not provided any specific formula that led to our success.
It could have been my giant ego that got in the way, but I do not believe the teachers in the schools I taught in had much direction; the leadership was not very in tune with improving student achievement and closing the achievement gap. At least, I can stand to say that they were not very concerned by my classroom because I was never formally observed until the last week of school.
When I was a public charter school principal my team will tell you I had some horrific habits and a very little discipline. Whatever article I happened to read the week before, that's what the faculty meeting focused on. I would arrive at school each day prepared to observe, coach, lead and implement strategic initiatives. Then, the school day started and I got out of the firehose. The next thing you know cars are lining up for afternoon dismissal and my beautiful list of things to do has not accumulated one check off. I was active, but not productive.
Over time, I got on activity auto-pilot. We were a good school, but not great. It was not until my third year and the second trip to the emergency room that I realized I was the problem and I was doing it ALL wrong. I had an incredible work ethic, but too many faulty assumptions and a lack of discipline in keeping the main thing the main thing.
Everything started to change when I...
During a recent leadership training, I facilitated a seminar with twenty organizational leaders. I asked them the following question:
“When I think about delegating, I worry about ______________?”
They were asked to fill-in-the-blank on a sticky note and place it in the middle of the room.
We then took a tour around the room and discussed the responses. Overall, the leaders’ concerns fell into 3 key categories:
Hey school leader,
Thank you for being such a valued member of our school leadership community.
The best way to ensure the behaviors by the humans are focused on the right things are to adopt agreed upon values.
These values cannot just be word on paper. They need to be discussed and defined. They need training and to be communicated daily through the actions of the leaders.
If the values are not followed it's everyone in the organization's job to say so. Not just the person at the top of the organization.
This why I loved visiting Pine Lake Prep as part of our Teacher Leader Consortium this past week. The staff, students and stakeholders spent an incredible amount of time working through an adoption process of their core values.
Setting and changing the culture of a school might be the most important job of a leader as it doesn't matter how strong your...
As a public charter school consultant and trainer the question I get most often is, how do we make our board meetings shorter and more productive?
The answer is pretty simple in theory, but getting there takes focus.
Since 2012 I have researched and studied effective governance practices. The last five years I have served on a charter school board as governance chair and two years as the board chair.
Here is what I learned.
The key to facilitating an effective and purposeful board meeting begins with the setting of the monthly agenda.
Who Sets the agenda?
The agenda is a collaborative process set by the head of the school and the board chair.
When is the agenda set?
The development of the next months agenda begins at the end of the previous board meeting.
At the close of the meeting the board chair should:
After watching the Carolina Hurricanes game last night with family a great lesson in leadership first spoken by the late great John Wooden came to light...
In case you missed it, David Ayres, a 42 year old zamboni driver for a Toronto ice hockey rink was forced to play as the emergency goalie for the Carolina Hurricanes vs. the Toronto Maple Leafs because of injury in front of over 18,000 fans in a must win game for Carolina.
The Canes won 6-3 and Ayres received star of the game.
Ayres gave up two early goals but settled in to shut out the home team over the last 20 minutes. His teammates mobbed him when the game was over.
Whether it was during his junior hockey days or maybe driving around on the zamboni in an empty rink; my guess is Ayres has played that scene in his head thousands of times.
And when he finally got his shot, decades after he first imagined, he was ready mentally and...
I believe that asking questions is the most powerful tool in leadership.
In John Maxwell’s Good Leaders Ask Great Questions, he notes:
All of these points seem like excellent reasons why people should not only ask but also encourage others to ask questions because good questions inform and great questions transform.
Every day we have crucial conversations.
However, there is one single factor that determines whether that crucial conversation is difficult or not.
Want to know this secret I have learned? Sometimes in the hardest way possible.
Take 30 minutes to listen to our latest podcast and begin how to master this secret.
"Hey, I’m Dr. Tom Miller and I’ve got an idea I want to share with you today: To be an effective leader you must inspect what you expect.
An expectation is defined as believing that something is going to happen or believing that something should be a certain way.
I know I struggle with communicating clear expectations. It is something I have to work on daily. I will allow my faulty assumptions to close that expectation gap. Which has never led to great results.
As a consultant and coach for school leaders across the country, the lack of clearly understood and communicate expectations is the number one issue I see in broken relationships, poor performing teams and the cause of most conflicts.
Here are seven steps you can adopt to communicate clearer expectations:
Get clear yourself. Most things are crystal clear in...