Teacher Professional Development

Fulfillionaire Leadership Principle #1: People Support What They Help To Create

 

Principle #1: People Support What They Help To Create

This principle may seem obvious to you, but stop and think about whether or not you truly employ it for a moment. 

  • As a leader, when you roll out a new initiative, idea, or procedure with your staff, what is your process for doing so?  
  • Do you hold listening sessions or have conversations with key people who will be impacted by the changes?
  • Do you ask for input, feedback, or how the proposed changes might play out or affect real world functioning?

Now, I've heard all the objections:

  • That sounds like a great idea in theory, but we don't have time.  My educators already have enough on their plate.
  • What if they suggest things that we can't possibly do?
  • If I give people the chance to comment, I'm concerned they may only find problems with it.

My response is: "You don't have time not to, and being strategically proactive on the front end saves you time, money, and headaches in the long run."


Here's why...because people support what they help to create. When you ask for input about what they really want and need, they feel like they were a part of making it, and are more invested in it succeeding.  PLUS bringing in perspectives outside of the leadership team will often bring to light some overlooked practicalities.  

So how do we become better at soliciting feedback in a productive way?

It's all about asking the right questions in the right way.  It's often best to start out with broader questions (i.e. What are your overall impressions?), then drill down to what they like, and why they like it.  This gets them into their higher brain, and it will help you understand what parts of your plan are strong and should be kept.  Finally, when asking for critical feedback be sure to also ask for potential solutions to the problems they find.  

At first you may find resistance to openly sharing, but as educators start to see that you are truly listening to their feedback, they will be more open and feel much more invested in these plans succeeding.

Check out this 2 minute video with Master Educator, Dave Schleh, to hear the most effective strategy he's ever seen an educational leader use to engage his staff, and build support from the outset of the school year rather than waiting until they were in the thick of it. 

This all makes so much sense. Research indicates that people feel much higher job satisfaction when they feel seen and heard and like their opinions matter.  This is how we create fulfillionaire culture from the inside out. It starts with authentic connection and it continues with constructive communication.

If you're ready to create Fulfillionaire culture in your school, be sure to check out my 'Who Wants to Be a Fulfillionaire?' workshop.  

Fulfillionaire Culture: A place filled with people where it’s safe and okay to be open, to get vulnerable, and to talk about what’s really going on beneath the surface. Where what’s human is mentionable. What’s mentionable is manageable. The things that we struggle with are not going away, so we’ve got to be able to talk about them.

If you want to see where you fall on the fulfillionaire spectrum I will guide you through a self assessment in module 1 of my online course Balance Not Burnout which you can try for FREE.

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