While I was in the classroom, I got an email from a teacher who wanted to talk with me about a student issue. As I walked to her class I was thinking to myself, ‘Don’t be a solution listener.’ I listened to the issue, paraphrased what she was telling me, and then proceeded to ask questions of her that led to her coming up with the solution herself. I didn’t have to solve her problem, she did it herself!” ~ Principal who attended CFR Global training.

Are YOU this Principal? Do YOUR teachers solve their own concerns with you as the committed listener and encourager? Do you provide the support and challenge for your staff to be problem solvers?

As learners we are often great at implementing new practices that we have learned through a good learning experience… at least the next day. And then we get busy, and even though we said that we would change, we don’t. Our notes get buried under the pile of must-do’s and the new learning fades without reinforcement or review. The commitment to really do this becomes yet another guilt trip that lays heavy on us.

What to do? Here are a few options to consider for getting back on track:

• Dig out the notes and read through them.
• Call a colleague who was also in the workshop and talk about the new technique that you’re trying to implement. Ask them to be your “accountability buddy” and check back with you to see if you REALLY are practicing and improving.
• Contact the workshop teacher and ask for a quick review or clarification of the fuzzy learning – who wouldn’t be thrilled to think that you cared enough about what you learned to come back to the source for more learning!

As learners we are seekers who don’t always follow a direct path to new learning. We must model that for our staff. Share your struggles about changing habits. Understand and then pull yourself back on track.

By Sue Kidd, CFR Associate
Coaching For Results Global

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As a school leader, when was the last time you were challenged and acted with courage under fire? You may wonder what does “courage under fire” look like? Maybe it’s moving forward with intention even when you’re unsure or anxious about what you’ll be doing or how it will be received. Perhaps it’s really facing the challenges coming your way on a daily basis. I worked with a client – Marissa – who was an example of courage under fire and a win-win attitude.

Marissa, a fairly new principal, was convinced that she needed to confront a teacher about issues that were impacting other staff members and the effectiveness of their teaching team. Problems involved working with and contributing to her team but Marissa wasn’t feeling very comfortable or confident about initiating that conversation.

As we worked together, she openly shared the problems she was witnessing. She spoke about the individual personalities and team dynamics that she had observed, as well as verbalizing expectations she had for changes needed to help the team work better together.

In our next coaching visit, Marissa wanted to plan the actual conversation she felt was important to have. I could sense she was still a bit reluctant, so I asked if it would help her to think about some responses she might expect from the conversation and how she might handle those. She agreed and also thought about what might be the worst thing that may happen and what would be the best thing.

There still seemed to be an obstacle that was holding her back from following through with her commitment. I could almost feel her stomach flip-flopping as she spoke. Offering a different perspective, I asked Marissa, “How would you want to be approached by your supervisor if you were having a problem?”  There was a very long silence that followed and then her reticence melted as quickly as ice cream on a hot summer day.  She instinctively had a clear insight into the approach that would be effective for her and her teacher. She knew the words that were needed and the feeling tone that would invite growth rather than point the finger of blame. Her hesitation changed to confidence.

This was an “aha” moment of learning for Marissa and it has continued to be reflected in her leadership style. She came to a clear understanding of what Covey describes as a “win-win” and she continues to keep that perspective in mind as she leads her staff.

What challenges are you currently facing that may require “courage under fire” and a focus on “win-win”?

By Jane Bidlack
Coaching For Results Global

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