I often speak and write about how the principalship and the superintendency need to look different in the era of social media. And, while it can be difficult to distill ideas to a few key points, a recent post from Brian Verhoeven does a great job of summarizing what that leadership looks like, and while the post was not specific about schools or school systems, I think the messages are right on for our system.
Verhoeven’s post summarizes a discussion by authors Jamie Notter and Maddie Grant of Humanize: How People-Centric Organizations Succeed in a Social World. The messages and the five key points about what makes a good organizational leader are very straightforward (my own thoughts are added below each point):
1. They provide clear direction.
This list rings true for our education system. Districts should set direction for schools, schools set direction for classes, and then leaders should step back and not micro-manage. This action allows staff autonomy to find their own solutions, with superintendents and principals providing clarity of direction, and not necessarily all the answers.
2. They use positive language when things change. They embrace change.
Principals and superintendents are often regarded and turned to in times of change, whether the changes are from government, in demographics, or in our understanding of teaching and learning, we always need to be out front and curious, with change not for the sake of change, but for different and better.
3. They are transparent and share information freely.
The era of control is over, or almost over. In the era of the instant, spending time thinking about “managing the message” has passed. There is an expectation of timeliness and that we remove the secretive nature of the work. Information is just that; the job of leaders it to make sense and direction of that information.
4. They reinforce the value of experimentation—even failure.
The quote I often use, borrowed from a former colleague in Coquitlam, is that “you don’t have to be sick to get better.” For us, in the West Vancouver school district, it is the notion and practice of a ‘culture of yes’, of thoughtful experimentation, and risk-taking, knowing we do not move forward unless we leave our comfort zone. The best school and district leaders are supportive of staff and students taking the risk, quick to give praise when it works out, but just as quick to shelter those taking risks from criticism when it doesn’t.
5. They talk aloud sharing their rationale and understanding with the team. They leverage the expertise of others to help them solve the tough problems.
Although the final decision is often made by one, along the way there are huge opportunities to leverage the brainpower of the room (whether that be a physical or digital room) to help ensure the best decisions are made. And, with such powerful and accessible networks, we would be remiss not to take advantage of this opportunity to make the best possible decisions.
A very straightforward, five-point list. Yes, but a very effective way of showing what we need today in educational leadership.
cultureofyes.ca 
Great post, Chris – these principles are so transferrable to leadership in any area of endeavour. As a non-educator working in education I’m always hesitant to comment on posts from educational leaders, but this one is decidedly something we can all learn from.
I’m also trying to learn from you and many other leading educators who are sharing what they learn as they go – in fact, I’m calling 2013 my year of learning out loud -so commenting here is a small step in that direction…
Not sure if you subscribe to Dan Rockwell’s ‘leadership freak’ blog – I’d recommend it if you’re interested.
Thanks Paige for the comment and the recommendation. I really appreciate your thoughtful work to connect to educators and open up the work of the Ministry. There is clearly a feeling that those in districts and those at the Ministry are learning together as we go through this transformation.
Thanks for your comment and your support! Great to have you in my network.
The era of control is over? Did you read the news today? http://www.vancouversun.com/business/Teachers%20Charter%20rights%20shirts%20deemed%20political%20Prince/7885109/story.html
I’d like to hope it is a trend anyways… our district very much struggles with this, as well as the second part of #1 and also #5. More on #3 though… I often wonder what it would take for leaders (educational or political) to drop the pretense when speaking/blogging/tweeting, etc. and simply talk and listen. There seems to be fear in coming clean about why decisions are made or what option were considered, as if any variance from the Direction shows weakness (see #4 about that, I guess). The only solution I can see is that we speak and write in tune with our values and understanding, and not from the vantage of a system agenda, official position, or place of fear (that our ideas will open debate or stir issues). We should also be very easy about declaring our biases, especially the ones we are least sure about, because that is about the only place we are likely to change when we enter into a debate. This is one of the main reasons I never pursued an administrative post is that it was clear that I would have to “be on the same page” and keep most of my interesting ideas to myself. As a teacher I find I have far more ability to speak freely and engage in debate than principals and district staff, and I rarely find myself in a position of having to manage any kind of message. How can we remove the burden of conformity and complicity from our leaders? I think Chris models this… even when I don’t necessarily agree with particular ideas or biases, I appreciate his willingness to speak freely from a place that is authentic to his values and observations… this honesty and openness keeps me coming back.
Thanks Glen – this is a very challenging issue, and one I often think about – how do I define my corporate role with the Board and my beliefs as an educational leader, and how can I be true to both. I know it disappoints some who would like me to blog about more political topics, but I try to focus my blog on areas that are “in my sandbox” – the educational leadership side of the work. And while I get asked about my views on budgets, transportation policy etc. those items fall to the Board – and I don’t want my blog to mix up my views / work with the Board’s work. I really appreciate the connections that so many of us are making that are really free of our roles and your blog reminds me of everything I loved as a social studies teacher!
Thanks for your comment and your ongoing participation.
PS – your new course looks great!
Great points- I would add… solicits and receives feedback openly, directly and non-defensively
Thanks Lori – I agree that is a good addition to the list.
Whoooooo Hoooooo ! I got 3 outta 5
Not that any list can be exhaustive but I would be certain to add, they listen and interact in those same transparent spaces. Too many leaders are still using social media as a broadcast medium which completely ignores the “social’ in social media.
Thanks Dean. I would agree that helping people understand the “social” part of social media is key – and it also takes time to participate. Some believe that they (or someone they work with) can send a few tweets, update the odd status and they are part of the social media world. There are a number of websites out there from school and district leaders that are falsely advertising themselves as blogs – but the conversation is only one way.