Headmaster - Reflection 5

NO BLOG POST THIS WEEK. 

Just a reminder that we do have a staff call next Wednesday at 9pm.

Call in information for all calls:

Conference Dial-in Number: (605) 475-4000

Participant Access Code: 360287#

Please have Headmaster finished if you have already received it. If not, just join in the call and learn about all of the amazing updates that are going on.  

Headmaster - Reflection #3

What are a few key takeaways you have read in The Headmaster that you hope to see in Brilla? Why?

Headmaster - Reflection #2

In the first part of Headmaster it talks about one of the staples of Deerfield was that all 500 students who wanted to play sports all got to be on team (no cuts).  This was a staple of the school and built their culture.  What at Brilla should be something that we make sure all are involved in that is "extra curricular"/ non academic?  How will we be able to do this?

Headmaster - Reflection #1

Why do you want to be part of a founding team?

Good to Great - Reflection #7

This week we are wrapping up Good to Great and crazy to think a little over 2 months our inaugural class will show up for their first day.  We have discussed traditions we want to see, goals we have for ourselves and Brilla and the values of our school.  As we go into our monthly meeting call on Wednesday and shape up for Brilla to become a reality I want us to think about the following:

*This is a FRESH start for all of us to create something not just good but great! As we come together as a team bringing so many different experiences to the table I want you to reflect personally on what mindsets you will need to move past to truly start with a clean slate. 

Instead of writing this I want you to just take 5-10 minutes and truly think about what environment you want in a school and what mindset you will have to walk in with to make this happen.  For all of us this is different but only you know truly what it will take to make Brilla an amazing place for you.  Everyone sets out to create greatness but few achieve (how will Brilla do it?)

Once you have reflected and maybe wrote some personal notes to yourself you can look back on when times get tough to remind you why you wanted to join the Brilla team all I want you to do is write 3-5 words to capture it all.

Good to Great - Reflection #6

Collins mentions throughout the book great companies have benchmarks and goals they hold each other accountable for. What is one big goal you have for Brilla (academic or non) that can be quantifiable and what is one personal goal you have for yourself at Brilla (that can also be quantifiable)?

Good to Great - Reflection #5

Today, many businesses have come to depend upon technology to increase efficiency, reduce overhead, and maximize competitive advantage. However, Collins cautions that technology should not be regarded as a potential panacea for all that ails a company. 

In a blended learning school, Brilla will be blessed with technology at our finger tips.  However, technology is NOT a substitute for a teacher.  What do you think the biggest advantage of having technology int he classroom will be and how do you see yourself using the data the computers will produce

Good To Great - Reflection #4

At this point you should be over half way through Good to Great.  When you take a look back for some of you a few months and others only a few days since you joined the Brilla Team I want you to think and answer this question.  EVERY organization sets out with inspirations to become great and while we have done a ton of work already to set ourselves apart and get ahead what our some ideas you want to see Brilla do to make our school not just good but GREAT.  I want to gather a ton of ideas of what all of you amazing people have built into your heads for amazing ideas.  It could be related to anything: academics, culture (dances, discipline systems), sports, parent involvement ideas, traditions you had at your own school growing up, ways field day should be run, anything that you could put out there for us to consider.

Good To Great - Reflection #3

Another defining characteristic of the companies that Collins defined as great in his study was an overarching organizational culture of discipline. He is quick to point out that a culture of discipline is not to be confused with a strict authoritarian environment; instead, Collins is referring to an organization in which each manager and staff member is driven by an unrelenting inner sense of determination. In this type of organization, each individual functions as an entrepreneur, with a deeply rooted personal investment in both their own work and the company’s success.

As a leader I do NOT want to micro manage people.  I have a firm belief in hiring people I trust and empowering them to thrive.  I also know we must have accountability (some schools have set due dates for lesson plans, a set number of personal and sick days you can use, or other policies around minor issues).  

Another example of this is in many work places people sit around and wait for others to do something or think they have to ask permission for everything instead of being proactive.  

How can we create this environment of individual entrepreneurs at Brilla?

Good to Great - Reflection #2

In chapter 5, Collins uses the metaphor of the hedgehog to illustrate the seemingly contradictory principle that simplicity can sometimes lead to greatness. When confronted by predators, the hedgehog’s simple but surprisingly effective response is to roll up into a ball. While other predators, such as the fox, may be impressively clever, few can devise a strategy that is effective enough to overcome the hedgehog’s simple, repetitive response.

What should Brilla College Prep's Hedgehog be?  What are we going to be the BEST IN THE WORLD at?  

Good To Great - Reflection #1

In Chapter 1-3 Collins found that successes in three main areas, which he terms disciplined people, disciplined thought, and disciplined action, were likely the most significant factors in determining a company’s ability to achieve greatness. As a Brilla staff member how will you stay disciplined in a founding school where you will have to be a "jack of all trades"?

*In other words you have a job with a job description but we all know if founding a school you have to be ready to step in and be proactive 100% of the time.  How will you be disciplined enough with so much going on to stay focused on our mission and forget all the "minor things" that might go wrong (and will)!

Teach Like A Champion - Chapter 12 - Comprehension

Teach Like A Champion - Chapter 11 - The Fundamentals

Teach Like A Champion - Chapter 10 - How All Teachers Can (And Must) Be Reading Teachers

Teach Like a Champion, Chapter 9 - Challenging Students to Think Critically

Teach Like a Champion, Chapter 8 - Improving your Pacing

Teach Like a Champion Post for Chapter 8 is due tomorrow.  I also love the responses we are seeing other post on each others wall.

Remember this is for you and you get out of it what you put in .  If we want to be the best we must continue to push one another to grow.

Teach Like A Champion, Chapter 7 Discussion

Team -

In addition to posting your own analysis of the weeks' chapter (see Example Post below), each week we would like for everyone to take a minute to read a few of your colleague's blog posts and respond with questions or comments on at least 2 of your colleague's posts.

This is what we would like to see from each of you:

Example post

In chapter 7, Lemov describes techniques that help build character, trust, and culture within your classroom. He describes the following techniques:
#43. Positive Framing

#47. Emotional Constancy

#48. Explain Everything

#49. Normalize Error

He also describes three others that really hit home with me:

#44. Positive Praise

Reinforcing good behavior with praise is one of the most powerful, but also most abused tools teachers have. Keep the following in mind when praising:

• Differentiate between acknowledgement and praise. Simply noticing when students do what’s expected is better than praise – reserve praise for exceptional or exemplary behavior
• Praise (and acknowledge) Loudly, and fix or correct softly
• Praise things within a students control, such as effort, instead of attributes such as intelligence
• Praise must be genuine.

#45. Warm/Strict

These two qualities are not opposites – in fact, they are unrelated qualities that all teachers should strive to have. Being warm AND strict sends the message that having high expectations is part of what caring for and respecting someone means.

• Explain to students why you’re doing what you’re doing
• Distinguish between a person, and a person’s behavior
• Demonstrate that consequences are temporary
• Use warm non-verbal behavior, as well as positive framing

#46. The J-Factor

Joy is what helps us get through the day, and fine teachers will offer up generous servings of energy, passion, enthusiasm, fun, and humor, along with the following types of Joy increasing tools:

• Fun and games
• “Us” – a classroom culture or family feel. Lemov suggests nicknames, unique language, rituals, traditions, songs, etc. to promote culture.
• Drama, song, and dance
• Humor
• Suspense or surprise

An example of a comment (for 1 of my two) might be:

Wow, Mr Gillaspie I too thought those three techniques really hit home most.  What have you done in the past to really pull out the J-Facotr in your classes.  Any suggestions help?