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Posts Tagged ‘principal’

Ten Years – No Itch

Posted in SD45, tagged , , , , on June 27, 2017| 1 Comment »

When you do a lot of speaking and writing, at some point your own words will come back to bite you.

I have often used a sports coach analogy when speaking about the superintendency.  The argument being that like sports coaches, no matter how good they are, superintendents very often have a shelf life.  And at some point change is necessary and it is far easier to change the coach than the players.  It is an argument that is often made more generally around school administrators as well – that there is a term – somewhere about 5 years which is the right length of service for any school.

It is always interesting to see data around the superintendency out of the United States where in many urban districts the position can turn over every few years.  While I do not have Canadian data, I suspect the tenure of the average superintendents is much longer.   We seem to have less of the “sports coach” mentality north of the border. Perhaps disappointing those on both sides of the argument, the research out of the Brown Center on Educational Policy  suggests neither long-term superintendency nor the hiring of a new superintendent have a link to improved student achievement.

I am writing this post as we are bringing the 2016-17 school-year to an end.  This marks my 10th year in West Vancouver, here in the position of Superintendent that I was appointed to more than seven-and-a-half years ago, and have held for six-and-a-half years.  Along the way I have become the longest-serving Superintendent in Metro Vancouver and one of the longest-serving in the province.

And I have changed my tune.  I am far less absolute about the sports coach analogy.  Maybe this is a case of you don’t know what you don’t know.  I do find a need to ensure we are continuing to have a culture that embraces fresh ideas but there are other ways to do that than just changing the Principal or Superintendent.  I know for us some things that have helped keep ideas current and the challenging of the status quo constant have included:  hiring of a mix of internal and external candidates for leadership position,  using outside experts to provoke our thinking in our district, continuing to visit schools and districts with unique programs and ideas, and staying very focused on the overarching goals of the Board’s Strategic Plan and our own objectives within this larger context.

There is a definite danger in complacency that we need to continually challenge over time.  When a new principal arrives at a school or a new Superintendent in a district, there is a burst of energy.  Whether the predecessor was highly regarded or the community was glad to see a change, the change brings curiosity, which in turn often leads to engagement and excitement.  Of course change is not the only way to bring about this energy.  I often hear from staff at the school and district levels that they can “wait out” any leader as they just come and go.  When the culture of leadership changes, so does this attitude.  I think of several schools of ours where principals have been in the school for five or more years – no longer is there talk about “outlasting” them – some of the cynicism is gone and people are getting down to work together.

In the beginning one of my greatest positives I offered was that I was from outside and came with ideas about different ways of doing things.  Now, 10 years in, I bring the assurances that come from people knowing who I am, what I believe and how I think we can move forward together.  It is also incredibly rewarding to not only start initiatives, but to see them through.  Longevity helps ensure we are committed to short-term and long-term results.

I am a little nervous in writing this, that some will read it that I am about to leave or perhaps I will never leave.  I have no plans either way, but my thinking has evolved.  I have come to realize there are more ways to ensure a district stays fresh than reshuffling the leadership deck chairs.

Finally, on the topic of year-end, here is  a video celebrating the 2016-17 school year in West Vancouver:

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A Job at Google or a Principal Job in West Vancouver?

Posted in Change, SD45, tagged , , , , , , , on March 11, 2014| 10 Comments »

Google

Thomas Friedman recently wrote a piece in the New York Times on “How to Get a Job at Google.”  As I read the comments of Laszlo Bock, the Senior Vice President of People Operations for Google, the more I found that Google is looking for many of the same attributes in its employees that we are looking for in West Vancouver, when we hire principals and vice-principals.

One of the more common questions I am asked is just what does someone need to do to secure a school principal or vice-principal job?  The truth is there is no one thing or an exact path.  In West Vancouver we do receive dozens of applications for any job opening, and many of these candidates have all the required boxes checked for what is needed in these leadership positions.  Many who apply believe there is a certain ‘formula’ in getting a job as a principal or vice-principal, but I haven’t seen it yet. I have heard,  “you need to be on district committees,” or “you need to have experience in multiple schools; to have experience in different subjects and at different grades.” And the list goes on.  In the end, our view is similar to that of Bock, “Talent can come in so many different forms and be built in so many non-traditional ways today.”

Bock identifies five key attributes in hiring:

  • learning ability — the ability to pull together disparate bits of information and process on the fly
  • leadership — when faced with a problem at the appropriate time you step in and lead
  • ownership — the feeling of responsibility
  • humility — the ability to step back and embrace the better ideas of others
  • expertise — it is important, but less important than the other four

The list really speaks to the skills we are looking for with our school administrators and the kind of attributes we are seeking in our leaders. We want them to be able to be smart and make decisions on the fly; to lead — not only from the front, but to feel like their school is theirs; to step back and allow others to share in the success and, finally, to have the expertise in many of the learning and management areas that are regular parts of the job.  Friedman is right, “In an age when innovation is increasingly a group endeavour, it also cares about a lot of soft skills – leadership, humility, collaboration, adaptability and loving to learn.”  This is why we almost always ask candidates about who is in their network and how they learn with their colleagues. We want our buildings to be about learning, and that includes our leaders being model learners themselves.

And, really, this entire list and conversation extends to the qualities we are looking for in our teachers. We want our teachers to be innovators, leaders, and owners of their classroom. We do want them to be humble and, yes, we want expertise — but I will take someone with the other four qualities and lacking in expertise rather than the reverse, any day. Good grades don’t hurt, but we are looking for more than that with our teachers and educational leaders.  I agree with the notion Friedman shares, “Your degree is not a proxy for your ability to do any job.  The world only cares about – and pays off on – what you can do with what you know.”

Of course, the teaching, principal and vice-principal jobs in West Vancouver involves different perks than Google (sorry about that) but it looks like we are looking for many of the same qualities.

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School and District Leaders in the Era of Social Media

Posted in Book Club, Change, Personalized Learning, SD45, Social Media, tagged , , , , , , on January 29, 2013| 10 Comments »

fish

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.

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