Standard 3: Cultural Leadership
Principals will understand and act on the understanding of the important role a school’s culture plays in contributing to the exemplary performance of the school. Principals must support and value the traditions, artifacts, symbols and positive values and norms of the school and community that result in a sense of identity and pride upon which to build a positive future. A principal must be able to “re-culture” the school if needed to align with school’s goals of improving student and adult learning and to infuse the work of the adults and students with passion, meaning and purpose. Cultural leadership implies understanding the school and the people in it each day, how they came to their current state, and how to connect with their traditions in order to move them forward to support the school’s efforts to achieve individual and collective goals.
A. Focus on Collaborative Work Environment: The school executive understands and acts on the understanding of the positive role that a collaborative environment can play in the school’s culture.
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True Colors L2N Presentation
This True Colors presentation was created by our schools L2N team. Our school held a professional development around getting to know the "true colors" of our staff. The goal was for both administration and the staff to better know the people we work with every day. Understanding each others strengths and weaknesses helps to create team unity and develop stronger relationships with one another. My role in this professional development was to help facilitate the small group activity. After each staff member was sorted into their colors, the groups had to solve a riddle. At the end of the training the L2N team facilitated a discussion about what it means to embody each of the colors. By using this presentation, teachers we more equipped to better understand the people they work with everyday. As a result of this training, I saw teachers actively recognizing their colleagues strengths during PLC meetings. They would say things like: "You are a yellow, so you would be really good organizing this for us." Knowing the strengths of the staff led to more productive meetings. |
B. School Culture and Identity: The school executive develops and uses shared vision, values and goals to define the identity and culture of the school.
Graduation Stories as a Tradition
Since I began my leadership journey at DPLC I always say to people: "all of our students have a story. They come to us because of that story." As part of our graduation tradition, I have had the honor and privilege to read our students stories as their name is called and they receive their diploma. Each student is accompanied by an influential person in their life that helped get them to that incredible moment. This is one of the powerful moments for our school and is always such an incredible honor to be a part of it. |
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New Teacher Orientation
The start of this year presented our school with new challenges. We saw many of our veteran teachers leaving our school and taking their experience to move on to leadership positions and trailblazing job opportunities such as Ignite! With that comes challenges in that we have to staff those positions. It is important to us that any new teacher that comes to our building understands our culture, who we serve, and why. At our new teacher orientation we meet with all the new teachers and staff members to help them to understand our school and the amazing things we do for our students. We share our vision and our core beliefs with our staff. |
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The Ned Show at Parkwood Elementary
Nearing the end of the first semester, the administrative team at Parkwood wanted to promote character education and values we felt were important for the culture of our school. The Assistant Principal researched the "NED Show" and thought it would be a great opportunity for our students. He then set up a date and a "NED" performer came to the school and worked with our students about character education. The key tenants of the NED show are to: 1. Never give up, 2. Encourage Others, and 3. Do you best. The students loved the show because the presenter was exciting and used a yo-yo to perform tricks. My role in this was to help plan the event and manage the students during the performance. I also to helped the PTA facilitate sales of yo-yo's to the students.
Nearing the end of the first semester, the administrative team at Parkwood wanted to promote character education and values we felt were important for the culture of our school. The Assistant Principal researched the "NED Show" and thought it would be a great opportunity for our students. He then set up a date and a "NED" performer came to the school and worked with our students about character education. The key tenants of the NED show are to: 1. Never give up, 2. Encourage Others, and 3. Do you best. The students loved the show because the presenter was exciting and used a yo-yo to perform tricks. My role in this was to help plan the event and manage the students during the performance. I also to helped the PTA facilitate sales of yo-yo's to the students.
Holton/DPLC Student/Parent Orientation
At the start of each semester we enroll new students to our school. Before the students enroll, it is important for both them and their parents to understand our schools culture and identity. Our school is very different than a traditional comprehensive high school because of its blended learning model. Without understanding our schools model, success here can be very challenging. It requires self motivation because of the independent nature of the work. At the orientation, our counseling staff and administration meet with students and parent and encourage them to ask questions regarding those differences and expectations so that when they are enrolled they understand how to function at a high level in our school and graduate. |
C. Acknowledges Failures; Celebrates Accomplishments and Rewards: The school executive acknowledges failures and celebrates accomplishments of the school in order to define the identity, culture and performance of the school.
End of Semester Holiday Celebration at the Pit
At the end of the second quarter, the administration team at Parkwood wanted to celebrate all the hard work and dedication our staff put into our kids for the first half of the school year. To do this, we decided to take treat the staff to dinner at the Pit. At the celebration, we acknowledged the staff for all they have done for the school. As an administrative team, we talked about the improvements Parkwood had made towards reaching its proficiency goals. We also made the point that while we are doing well, the work is not over and we must continue to put our best foot forward for our students. Our schools celebration at the Pit was very appreciated by the staff and helped us to grow as a school family.
Character Trait Breakfast Celebration
Every month at Parkwood Elementary we held a character trait breakfast. There is a specific character trait for every month that the students needed to demonstrate. That information was given to the teachers and announced by administration over the announcements every morning. The teachers elected the students from their class that felt best exemplified that specific trait and were celebrated with their families at the breakfast. The Assistant Principal and I were responsible for setting up and facilitating the breakfast and awards for the students. The teachers were always very happy to recognize their students for the great things they were doing in their classes. They would call home and invite the parents of the students to the breakfast. |
D. Efficacy and Empowerment: The school executive develops a sense of efficacy and empowerment among staff which influences the school's identity, culture and performance.
Teaching Excellence Awards
The following artifacts were created as a way to help build culture and empower the teachers at Holton/DPLC. After spending two months at my new school, it was clear that there a lot of amazing things happening in our building. Unfortunately, its is hard for everyone to see all of the amazing things because they are so focused on their own work. I brought the idea of creating monthly awards based on the NC Teacher Evaluation tool to my Principal and she really liked it. At every staff meeting, she and I will choose a staff member and present them an award based on the great things they are doing in and out of their classrooms. I felt this was necessary to build a culture around celebrating excellence in the building. The teachers have been very appreciative of these awards.
The following artifacts were created as a way to help build culture and empower the teachers at Holton/DPLC. After spending two months at my new school, it was clear that there a lot of amazing things happening in our building. Unfortunately, its is hard for everyone to see all of the amazing things because they are so focused on their own work. I brought the idea of creating monthly awards based on the NC Teacher Evaluation tool to my Principal and she really liked it. At every staff meeting, she and I will choose a staff member and present them an award based on the great things they are doing in and out of their classrooms. I felt this was necessary to build a culture around celebrating excellence in the building. The teachers have been very appreciative of these awards.