“A collaborative approach to addressing the need for highly effective leaders in urban schools in Bexar

County.”

Began as…

“A collaborative approach to addressing the need for highly effective leaders in rural schools in

surrounding counties in San Antonio.”

As well as…

Welcome and Introductions

• Find a partner from a different district

• Prepare to introduce

– Name

– District/School

– Years in leadership position

– One hope for our time together…

Agenda8:30 AM – 3:30 PM

• Introductions

• Bexar PREP Background/History

• Bexar PREP Overview

• Resources

• Feedback and the Johari Window• Mission-Vision-Values

• Organizational Culture and Change in Schools

• Leadership Framework

• Education Philosophy

• Next Steps

Background/History• Focus Group

– “What characteristics are essential to be effective in leading schools in urban areas?”

• Collaborative Approach– ISDs, IHEs, Trinity Principal Center, School Leaders Network

(SLN)

“A collaborative approach to addressing the need for highly effective leaders in urban schools in Bexar

County.”

Bexar PREP Overview

∙ There are approximately 16 participants from across the southern regional, San Antonio area selected to participate in Southern Regional PREP.

∙ Participants were selected by participating districts.∙ There will be a total of six pull-out days and one “Shadow a Principal for a

Day,” for a total of seven days. ∙ Meetings will be conducted in a variety of locations, including the district

offices, ESC-20, and schools in the San Antonio area. ∙ A campus principal will serve as a site mentor during the year.∙ Presentation skills, interview tips, & development of a Career

Advancement Portfolio will be addressed.∙ Instruction and leading in both rural and urban communities is a primary

focus.∙ Professional resources will be provided.∙ Participants will work with successful principals, professors, &

superintendents.

Bexar PREP Overview

• Review PREP brochure

• PREP priority concepts

– Read/Connect/Build Relationships

– Instructional Leadership/Instructional Focus

– Capacity Building/Shared Leadership

– Systems – Implementing/Aligning

– Aligning Vision and Practice

• 2013-2014 Bexar PREP

Professional Resources

Creating Cultural Responsiveness: Case StudiesMcLeod

Transforming the Educational Experience of Young Men of Color College Board/ NOSCA

Entertaining an Elephant McBride

The Career Advancement Portfolio Irby

Welcome to Southern Regional PREP Cohort 1!

• With an elbow partner

–2 things excited about

–1 question you might have

–2 leadership lessons you’ve learned in your role.

Floresville ISDPleasanton ISDEast Central ISDLa Vernia ISD

10 min. break

Feedback, Trust and the Johari Window

“Now this is the law of the jungle-As old and true as the sky; And the wolf that keep it may prosper, But

the wolf that shall break it must die. The strength of the pack is the wolf and the strength of the

wolf is the pack.”

-Rudyard Kipling

Here are the norms:

• Listen with respect and interest

• Speak with candor

• No one’s comments will be challenged or argued

• Thoughtful reflection on others’ responses is okay

Dawn Deep in the

dark night

(Example)Time of day you do your best work...

“My desk at school is neat and orderly.”

“My desk at school is utter chaos.”

What role does your desk work for you?

“I always do my best to accept constructive

feedback.”

“I rarely do my best to accept constructive

feedback.

How well do you accept constructive feedback?

“I give feedback to my teachers within 48

hours.”

“I give feedback to my teachers when I can get

to it.”

What is the most effective way to give feedback?

“We have a system in place for how we offer feedback to teachers”

“We do not have a system in place for how

we offer feedback to teachers”

What is a key to successful feedback?

Have you ever been part of a team where

everyone was completely open with one

another?

Quickly share with an elbow partner your answer and if yes, describe

what it was like?

The Johari Window

Your Open Area is expanded vertically with self-disclosure, and horizontally with feedback from

others on your team. By encouraging healthy self-

disclosure and sensitive feedback, you can build a stronger and more

effective team.

A. Setting the Context

As we come together to build collective leadership and effective community change, we need to continue to deepen our relationships with each of our team members and discover new ways to work together. It’s easy to get to a comfortable point in a relationship with someone and stay there. Today, we’re going to see how you can go deeper with your team members (through a practice with your new PLC members).

B. Understanding the Johari Window

• Use Handout 5C for to complete this part. In addition, use the notes from the Johari Window Overview, list characteristics about yourselves that fall in each of the window’s four panes.

• Who would like to share out?

C. Sharing Personal Reflections

• Share with your table a story of a time you disclosed something about yourself and how that made you feel.

• Then, share a story about a time you gave feedback to someone else who had just disclosed something hidden.

• On the Johari Window Overview handout, use the second set of questions to guide your group through the deeper reflection.

D. Wrapping it Up

Any final questions?

What are some ways you might use what you learned from this exercise (or the Johari Window itself) in your lives?

Vision, Mission and Values

Stand up and find a new partner you have not talked to today.

Discuss your perspective on a campus vision, mission and values?

What is a Mission Statement?

The mission is the purpose of an organization or project.

Goals and objectives should be written to measure the mission.

To know if an organization is accomplishing its purpose, there must be measures.

The fundamental purpose of schools is to help all students learn

at high levels. -DuFour

Vision statements also define the organization’s purpose, but this time they do so in terms of the organization's values rather than bottom line measures. The vision statement communicates both the purpose and values of the organization. For employees, it gives direction about how they are expected to behave and inspires them to give their best. The vision is how we want to

achieve the mission- what we want to create.

Vision

An Example from Business

The Vision Statement of Farm Fresh Produce:"To become the number one produce store in Main Town by selling the highest quality, freshest farm produce, from farm to customer in under 24 hours with 98% customer satisfaction."

The Mission Statement of Farm Fresh Produce:"We help the families of Main Town live happier and healthier lives by providing the freshest, tastiest and most nutritious local produce: From local farms to your table.

Mission:Drive advances in science, technology, and exploration to enhance knowledge, education, innovation, economic vitality, and stewardship of the Earth.

Vision: To reach for new heights and reveal the unknown so that what we do and learn will benefit all humankind.

Do we really need Mission and Vision? Statements?

Collaborative

Reflective Cooperative

Disconnected

Types of Practitioners

Disconnected

Cooperative

Collaborative

ReflectiveWhich type of group is least

desirable?

“Great schools “row as one”; they are quite clearly in the same boat, pulling in the same direction in unison. The

best schools we visited were tightly aligned communities marked by a palpable sense of common purpose and shared identity among staff- a clear sense of “we”.”

-Thomas Lickona and Matthew Davidson

As opposed to…

Lunch break

Does every teacher in your school have…

• the same vision of what constitutes great homework?

• the same vision for great writing process?

• the same vision for parental involvement?

• the same vision for what constitutes an AP student?

• the same vision for

discipline?

• Etc…

Values or Beliefs help define behavior and are incorporated into the Vision Statement.

Table share

Discuss what you can do to help encourage the carrying on of your district and campus mission, vision and values?

What would be an immediate first step when you leave here today? Write it down.

Organizational Culture and Changein Today’s Schools

Why Change?

Chalk Talk

Chalk talk is a silent activity. No one may talk at all and anyone may add to the chalk talk as they please. You can comment on other people’s ideas simply by drawing a connecting line to the comment.

How does this I Love Lucy scene apply to schools

and leadership?

Break

Today, schools

are a permanent

“white water” of

change.

What changes? vs. What does not change?

What has not changed/ doesn’t change in schools?

What has changed/changes in

schools?

A Shift in Fundamental Purpose(CT)

From a focus on

teaching…

to a focus on

learning…

From emphasis on

what was taught…

to a fixation on what

students learned

From coverage of

content…

to demonstration of

proficiency

Yet, some

students are

still

struggling

41.6% Percent of 25-34 Year Olds in the U.S. Hold an Associate

Degree or Higher

Group Associate Degree or Higher

Asian 70.7%

Anglo 49%

African American 30.3%

Latino 19.8%

College Board

More Women Are Earning Postsecondary Degrees

than MenPercentage of Male and Female 25- to 34-Year-Olds with an AssociateDegree or Higher in the United States, 2008Source: U.S. Census Bureau, American Community Survey, 2008

Given the range of achievement and

persistence outcomes among high

school students and the various support

mechanisms that either hinder or foster

suchoutcomes, college opportunity and

successremain elusive for far

too many youngadults, particularly

young men of color.

Minority males holding an associate degree or higher:

Group Percent

African

American

26%

Native

American

Pacific

Islander

24%

Hispanic 18%

“Students in rural counties are less likely to attend college, and those who do are less likely to choose a four-year, private, or highly selective

institution, according to a recent report.”

Koricich’s study found that about 64 percent of rural students pursue postsecondary education, compared to nearly 70 percent of students

who live in metro areas.

What are your thoughts when reading this?

How does what we talked about earlier in regards to “change” align with these statistics?

And at the same time, over 25%of Latino men ages 25 and over in the United States have less than aninth-grade education, compared

to 7 percent of all males in the United States.

What Does Post Secondary Ready Look Like?

East Central ISD

Share your list with your table.

What are some similar programs your campus has that gives students a platform to have a voice and

also prepare them for post-secondary readiness?

The Four Elements Of Change

Vision + Skills + Resources + Action Plan =

+ Skills + Resources + Action Plan =

Vision + + Resources + Action Plan =

Vision + Skills + + Action Plan =

Vision + Skills + Resources + =

Change

Confusion

Anxiety

Frustration

Confusion,

Anxiety,

Frustration

The Leadership Framework

Next Steps…• Day 2 – Creating Cultural Responsiveness and

Perspectives on Leadership– October 29, 2015 @ESC-20 8:30-3:45

pm(Maverick/Real)– Photo opps

• Familiarize yourself with Dr. Kim McLeod’s book -Creating Cultural Responsiveness: Case Studies

• Brief your principal on your experience up to this point.

• Utilize your new PLC!• Exit – Share a new idea, aha, or insight.