Week 3 Discussion - New Kid at School

New Kid at School

Monday, January 20, 2020, 7:16 PM

What should you say when teachers remind you of Ms. A. and her wonderful love

for

them?

I think the first thing I would have to continually remind myself is to be patient and avoid

becoming defensive. As a new leader, I

would need to understand that it will take time

for the staff to adjust to the change in leadership and for them to get to know and trust

me. Although it may be difficult, Bohn suggests that a new school leader should “be

open to discourse that compares th

e way things used to be with what you hope to do,

trusting that productive conversation will follow” (Bohn, 2013). These conversations will

provide me with insight that may help me work with my new staff and can give me the

chance to explain my plans, goal

s, values, and expectations. I think there is a delicate

balance here between being open to discussion about the past and not letting this take

over or lead to a negative view about change or ways that my approach or expectations

are different from the way

s things were done in the past. One way I have seen a new

administrator work to build trusting relationships with a school staff and help with the

transition in leadership is taking time to have brief one

-

on

-

one meetings with each staff

member. Although th

is was a significant time commitment, it demonstrated that she

cared about getting to know each staff member, and it set the tone for a school culture

where staff can be open with her.

You know that the school is about to be placed on the district's li

st of low

-

performing schools. Should you remind them of that as you defend your own

leadership? Do you even need to defend your leadership?

I do not think it would be productive to remind the staff about the school being placed on

the district’s list of lo

w

-

performing schools in response to them making comments about

the previous school principal. I believe this would have a very negative effect on morale

and would likely not help me gain the respect of the staff. I think it would be best to

remind them of

our goals as a school, our vision, and my expectations for our staff as

we work towards achieving our goals. I would strive to remind them that we are all

working as one team and making all decisions best around the best interest of our

students.

Lastly, h

ow will you respond to the fact that for many years the staff left thirty

minutes early on Fridays while the principal handled student dismissal from the

gym? (Maybe you are all for it)!

I would be very surprised to hear that the previous principal let sta

ff leave early on

Fridays and handled dismissal. While I understand that this had very positive effects on

staff morale, it would raise concerns for me about student safety and ensuring all

New Kid at School

Monday, January 20, 2020, 7:16 PM

What should you say when teachers remind you of Ms. A. and her wonderful love

for them?

I think the first thing I would have to continually remind myself is to be patient and avoid

becoming defensive. As a new leader, I would need to understand that it will take time

for the staff to adjust to the change in leadership and for them to get to know and trust

me. Although it may be difficult, Bohn suggests that a new school leader should “be

open to discourse that compares the way things used to be with what you hope to do,

trusting that productive conversation will follow” (Bohn, 2013). These conversations will

provide me with insight that may help me work with my new staff and can give me the

chance to explain my plans, goals, values, and expectations. I think there is a delicate

balance here between being open to discussion about the past and not letting this take

over or lead to a negative view about change or ways that my approach or expectations

are different from the ways things were done in the past. One way I have seen a new

administrator work to build trusting relationships with a school staff and help with the

transition in leadership is taking time to have brief one-on-one meetings with each staff

member. Although this was a significant time commitment, it demonstrated that she

cared about getting to know each staff member, and it set the tone for a school culture

where staff can be open with her.

You know that the school is about to be placed on the district's list of low-

performing schools. Should you remind them of that as you defend your own

leadership? Do you even need to defend your leadership?

I do not think it would be productive to remind the staff about the school being placed on

the district’s list of low-performing schools in response to them making comments about

the previous school principal. I believe this would have a very negative effect on morale

and would likely not help me gain the respect of the staff. I think it would be best to

remind them of our goals as a school, our vision, and my expectations for our staff as

we work towards achieving our goals. I would strive to remind them that we are all

working as one team and making all decisions best around the best interest of our

students.

Lastly, how will you respond to the fact that for many years the staff left thirty

minutes early on Fridays while the principal handled student dismissal from the

gym? (Maybe you are all for it)!

I would be very surprised to hear that the previous principal let staff leave early on

Fridays and handled dismissal. While I understand that this had very positive effects on

staff morale, it would raise concerns for me about student safety and ensuring all