Week 3 Discussion – New Kid at School

After completing this week’s Readings and Resources, respond to the following questions.

You have just become the new principal at a school in your town. You have followed a well-loved principal who has been at the school for fifteen years. During discussions at staff meetings, you constantly hear, “When Ms. A was here, she would” and the teacher expounds on the strategies of Ms. A. Someone verbalizes a problem that exists, and you hear a teacher say, “Now when Mrs. A was here, she” and this teacher explains how Ms. A would have handled it. (It reminded you of the days when you were a substitute teacher, and the students would constantly remind you of the way their teacher would have responded). 

Additionally, in one of the first staff meetings early in the year, the teachers inform you that on Fridays their former principal would bring all the students into the gym and allow the teachers to leave 30 minutes early. Keep in mind the suggestions of Ms. Bohn as you respond to the following questions:

•  What should you say when teachers remind you of Ms. A. and her wonderful love for them.
• 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?
• 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)!

Your initial response is due by 11:55 p.m. Eastern Time on Wednesday and should be between 200-250 words. The initial posting should be a statement of your point of view on the question, supported by the required readings. You are also required to post a response to at least two of your fellow classmates by 11:55 p.m. Eastern Time on Sunday and it should be between 50-75 words each. The responses should also be a substantive response that demonstrates a comprehension of the reading material. Responses such as “I agree” or “I disagree” are not acceptable or will not be counted as a response.

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 students were sent home through the proper method of transportation. At my school, we have nearly 1,100 elementary students with about 800 of those students tracked in at any given time. It would not be realistic for all of these walkers, bus riders, and carpoolers to be safely and accurately dismissed from the gym. Additionally, in our district, teacher’s contracted hours extend through dismissal time. While I do not think this is feasible, I would be open to teams brainstorming ways that perhaps I could provide dismissal coverage to classrooms or grade levels on a rotating basis on Fridays to provide 30 minutes of planning time at the end of the week for those teachers. I would not make any promises about this, but I would be open to suggestions. While I know this would not be the same and many teachers might be upset, I hope that this would show that I am making an effort and willing to hear them out while prioritizing student safety and respecting district policy.

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

New Kid at School

Tuesday, January 21, 2020, 1:45 PM

     There is a sequence of events that must take place here.  Before school starts, I bring together the leadership team (old or new or a combination of both) and we work together to create the vision and mission statements for the school.  Then, when teachers remind me of Ms. A. and her wonderful love for them, I will smile and tell them that she clearly has a wonderful gift for building a positive culture in the school. Then I will ask if that particular activity lines up with our new vision and mission statements?

     Do I need to defend my leadership? No. This faculty must be aware of their school’s performance and the need for improvement.  As a team, we will disaggregate the data to identify strengths and weaknesses.  Then, also as a team, we will develop academic achievement goals for the year.  So, when a teacher remarks about how Ms. A. would do something, I would praise the positive parts, and then ask if the rest of the strategy lines up with the goals to which we all agreed. From there it is a matter of trusting the process; using PLC’s to show growth and winning teachers over to a new way of thinking with evidence. Throughout all this I would seek advice from my mentor and others whom I trust to give wise counsel.

     When a teacher says to me that Mrs. A. used to keep all the students in the gym on Friday afternoons so that teachers could leave thirty minutes early, I would smile, say, “That was super nice of her!” and keep walking.

New Kid at School

T
uesday, January 21, 2020, 1:45 PM

There is a sequence of events that must take place here.

Before school starts, I
bring together the leadership team (old or new or a combination of both) and we work
together to create the vision and mission statements for the school.

Then, when
tea
chers remind me of Ms. A. and her wonderful love for them, I will smile and tell them
that she clearly has a wonderful gift for building a positive culture in the school. Then I
will ask if that particular activity lines up with our new vision and mission
statements?

Do I need to defend my leadership? No. This faculty must be aware of their school’s
performance and the need for improvement.

As a team, we will disaggregate the data
to identify strengths and weaknesses.

Then, also as a team, we will de
velop academic
achievement goals for the year.

So, when a teacher remarks about how Ms. A. would
do something, I would praise the positive parts, and then ask if the rest of the strategy
lines up with the goals to which we all agreed. From there it is a m
atter of trusting the
process; using PLC’s to show growth and winning teachers over to a new way of
thinking with evidence. Throughout all this I would seek advice from my mentor and
others whom I trust to give wise counsel.

When a teacher says to me
that Mrs. A. used to keep all the students in the gym on
Friday afternoons so that teachers could leave thirty minutes early, I would smile, say,
“That was super nice of her!” and keep walking.

New Kid at School
Tuesday, January 21, 2020, 1:45 PM

There is a sequence of events that must take place here. Before school starts, I
bring together the leadership team (old or new or a combination of both) and we work
together to create the vision and mission statements for the school. Then, when
teachers remind me of Ms. A. and her wonderful love for them, I will smile and tell them
that she clearly has a wonderful gift for building a positive culture in the school. Then I
will ask if that particular activity lines up with our new vision and mission statements?
Do I need to defend my leadership? No. This faculty must be aware of their school’s
performance and the need for improvement. As a team, we will disaggregate the data
to identify strengths and weaknesses. Then, also as a team, we will develop academic
achievement goals for the year. So, when a teacher remarks about how Ms. A. would
do something, I would praise the positive parts, and then ask if the rest of the strategy
lines up with the goals to which we all agreed. From there it is a matter of trusting the
process; using PLC’s to show growth and winning teachers over to a new way of
thinking with evidence. Throughout all this I would seek advice from my mentor and
others whom I trust to give wise counsel.
When a teacher says to me that Mrs. A. used to keep all the students in the gym on
Friday afternoons so that teachers could leave thirty minutes early, I would smile, say,
“That was super nice of her!” and keep walking.

New Kid at School

Tuesday, January 21, 2020, 5:12 PM

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

I would kill my teachers with positivity about the school rather than about myself or Ms. A. The success of the school would be at the front of my mindset and conversation. I would do my best to avoid passive-aggression because it will take away from the positive spirit I am trying to instill in a school that is transitioning. I would redirect the conversation to what the new expectations for teachers and staff members are and how I am here to support them through the changes. If they need help, I am more than willing to take the time to show them or provide examples of the new policy or process.

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?

To initiate my culture and goals, I would not remind the staff of the low-performance of the school if I met resistance to my leadership. I am a firm believer that school success cannot be done on it’s own. I believe it is important to share your goals and vision with those within the school. Even if you use teacher leaders to help spread your mindset, you are reaching shareholders within the school. The principal needs to be someone that demonstrates they care before gaining a large portion of support. Baby steps need to be made to reach the entire school and finding a group of teacher leaders with similar goals as you will help reach all shareholders within the school

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)!

At the beginning of the year I would remind teachers of the importance of following their contract hours. At my school contract hours are 7:40 to 3:40. We are required to remain obligated to our contracts. I would be upfront about the expectation at the beginning of the year or when I first heard of the 30 minute early dismissal to staying until the students leave on Friday afternoons. I have never heard of this actually happening in a school before and I would tell the staff this. Not only are we letting our students get out of instruction time, we are wasting taxpayer dollars as well.

New Kid at School

Tuesday, January 21, 2020, 5:12 PM

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

I would kill my teachers with positivity about the school rather than about myself or Ms
.
A. The success of the school would be at the front of my mindset and conversation. I
would do my best to avoid passive
–
aggression because it will take away from the
positive spirit I am trying to instill in a school that is transitioning. I would redirec
t the
conversation to what the new expectations for teachers and staff members are and how
I am here to support them through the changes. If they need help, I am more than
willing to take the time to show them or provide examples of the new policy or proce
ss.

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?

To initiate my culture and goals, I would not

remind the staff of the low
–
performance of
the school if I met resistance to my leadership. I am a firm believer that school success
cannot be done on it’s own. I believe it is important to share your goals and vision with
those within the school. Even if

you use teacher leaders to help spread your mindset,
you are reaching shareholders within the school. The principal needs to be someone
that demonstrates they care before gaining a large portion of support. Baby steps need
to be made to reach the entire s
chool and finding a group of teacher leaders with similar
goals as you will help reach all shareholders within the school

Lastly, how will you respond to the fact that for many years the staff left thirty
minutes early on Fridays while the principal handle
d student dismissal from the
gym? (Maybe you are all for it)!

At the beginning of the year I would remind teachers of the importance of following their
contract hours. At my school contract hours are 7:40 to 3:40. We are required to remain
obligated to our contracts. I would be upfront about the expectation at the be
ginning of
the year or when I first heard of the 30 minute early dismissal to staying until the
students leave on Friday afternoons. I have never heard of this actually happening in a
school before and I would tell the staff this. Not only are we letting o
ur students get out
of instruction time, we are wasting taxpayer dollars as well.

New Kid at School
Tuesday, January 21, 2020, 5:12 PM

What should you say when teachers remind you of Ms. A. and her wonderful love
for them.
I would kill my teachers with positivity about the school rather than about myself or Ms.
A. The success of the school would be at the front of my mindset and conversation. I
would do my best to avoid passive-aggression because it will take away from the
positive spirit I am trying to instill in a school that is transitioning. I would redirect the
conversation to what the new expectations for teachers and staff members are and how
I am here to support them through the changes. If they need help, I am more than
willing to take the time to show them or provide examples of the new policy or process.
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?
To initiate my culture and goals, I would not remind the staff of the low-performance of
the school if I met resistance to my leadership. I am a firm believer that school success
cannot be done on it’s own. I believe it is important to share your goals and vision with
those within the school. Even if you use teacher leaders to help spread your mindset,
you are reaching shareholders within the school. The principal needs to be someone
that demonstrates they care before gaining a large portion of support. Baby steps need
to be made to reach the entire school and finding a group of teacher leaders with similar
goals as you will help reach all shareholders within the school
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)!
At the beginning of the year I would remind teachers of the importance of following their
contract hours. At my school contract hours are 7:40 to 3:40. We are required to remain
obligated to our contracts. I would be upfront about the expectation at the beginning of
the year or when I first heard of the 30 minute early dismissal to staying until the
students leave on Friday afternoons. I have never heard of this actually happening in a
school before and I would tell the staff this. Not only are we letting our students get out
of instruction time, we are wasting taxpayer dollars as well.

New Kid at School

by

Emily Bock

 – Tuesday, January 21, 2020, 6:22 PM

One of my biggest takeaways from Ms. Bohn’s article was how she responded to comments about the previous leader of her school. I had the experience to work at two different schools during a transition of leadership. Both times, I have heard, and commented, on how different the new principals were from the predecessors. Ms. Bohn reminds new administrators that rather than get defensive, you should turn those comparisons into a conversation. In the given scenario, it would be incredibly important for me to follow suit with Ms. Bohn’s suggestion and turn their comments into a conversation about our varying leadership styles. I do not think, in my first year, I must defend my leadership. I would instead rely on the strengths of my teachers and tap into their potential. I am a firm believer that actions speak significantly louder than words so it will be incredibly important for me to show my teachers what I would like to happen rather than just talk about it. Regardless of our status as a low-performing school, I would continue to empower my teachers to take on leadership roles, take chances with their instruction, and work with their team to develop instructional strategies that meet the needs of their students.

I do not know how I feel about the comment made about teachers leaving thirty minutes early on Friday. However, again, it is important for me in that scenario to have a conversation rather than immediately shut the idea down. It is an interesting idea, but logistically it sounds like a nightmare if that is what truly happened. I imagine it would have been practically impossible for the principal to watch all of the students and handle dismissal alone on Friday afternoons. I would be open to hearing suggestions on how to allow teachers to leave early, but also maintain the safety and security of our students. 

New Kid at School

by

Emily Bock

–

Tuesday, January 21, 2020, 6:22 PM

One of my bigge
st takeaways from Ms. Bohn’s article was how she responded to
comments about the previous leader of her school. I had the experience to work at two
different schools during a transition of leadership. Both times, I have heard, and
commented, on how differe
nt the new principals were from the predecessors. Ms. Bohn
reminds new administrators that rather than get defensive, you should turn those
comparisons into a conversation. In the given scenario, it would be incredibly important
for me to follow suit with
Ms. Bohn’s suggestion and turn their comments into a
conversation about our varying leadership styles. I do not think, in my first year, I must
defend my leadership. I would instead rely on the strengths of my teachers and tap into
their potential. I am a
firm believer that actions speak significantly louder than words so
it will be incredibly important for me to show my teachers what I would like to happen
rather than just talk about it. Regardless of our status as a low
–
performing school, I
would continue

to empower my teachers to take on leadership roles, take chances with
their instruction, and work with their team to develop instructional strategies that meet
the needs of their students.

I do not know how I feel about the comment made about teachers lea
ving thirty minutes
early on Friday. However, again, it is important for me in that scenario to have a
conversation rather than immediately shut the idea down. It is an interesting idea, but
logistically it sounds like a nightmare if that is what truly hap
pened. I imagine it would
have been practically impossible for the principal to watch all of the students and handle
dismissal alone on Friday afternoons. I would be open to hearing suggestions on how to
allow teachers to leave early, but also maintain the

safety and security of our students.

New Kid at School
by Emily Bock – Tuesday, January 21, 2020, 6:22 PM

One of my biggest takeaways from Ms. Bohn’s article was how she responded to
comments about the previous leader of her school. I had the experience to work at two
different schools during a transition of leadership. Both times, I have heard, and
commented, on how different the new principals were from the predecessors. Ms. Bohn
reminds new administrators that rather than get defensive, you should turn those
comparisons into a conversation. In the given scenario, it would be incredibly important
for me to follow suit with Ms. Bohn’s suggestion and turn their comments into a
conversation about our varying leadership styles. I do not think, in my first year, I must
defend my leadership. I would instead rely on the strengths of my teachers and tap into
their potential. I am a firm believer that actions speak significantly louder than words so
it will be incredibly important for me to show my teachers what I would like to happen
rather than just talk about it. Regardless of our status as a low-performing school, I
would continue to empower my teachers to take on leadership roles, take chances with
their instruction, and work with their team to develop instructional strategies that meet
the needs of their students.
I do not know how I feel about the comment made about teachers leaving thirty minutes
early on Friday. However, again, it is important for me in that scenario to have a
conversation rather than immediately shut the idea down. It is an interesting idea, but
logistically it sounds like a nightmare if that is what truly happened. I imagine it would
have been practically impossible for the principal to watch all of the students and handle
dismissal alone on Friday afternoons. I would be open to hearing suggestions on how to
allow teachers to leave early, but also maintain the safety and security of our students.