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Hi Everyone and thank-you for your participation in this discussion. The issue of culture is one that is talked about frequently. There seems to be a consensus that understanding a students culture helps in relatingto the student. There are some that would advocate for hiring a staff that mirrors the student population. I would think that this is hard to do and can be short lived as many schools have turnover in staff and sometimes schools have transient populations. I like marilyn’s reminder about the importance about the caring adultt that is needed for each student. Sometimes, fosr some kids school is the only place where this can happen. I would hope that this person has an understanding of the students culture.

I would propose that we can connect and inspire students without being of the same culture if we wre culturally proficient. If we are aware, inquisitive and respectful of the cultures of our stuents we cann connect with them and help provide them of teh hope they will need to be successful in todays changing world.

Thanks again

Dan

Anthony it may never be Ok to go against one’s moral purpose but I do believe it is important to question decisions as to whether they are against moral purpose or are they against our own agenda. also I believe it is important to check in on our morals from time to time. Decisions that we make impact others and is their a conflict with our moral purpose and the well being of others. I believe we could have great ethical debate on this topic. Great Question!

Entry planning for administrators and efficient hiring of teaching staff are crucial in the maintenance of change. An effective entry plan and 3 way interview prior to entry will keep the change process happening. Incoming school leaders have to be taught exactly what is happening with the process, which staff need pressure and whice staff need support )and to what degree and who needs both) as well as what role the incoming administrator will play in this process should be determined as much as possible. I know all incoming administrators will want to observe but these observations can be targetted.

As for teaching staff turnover, this is a prime opportunity to fill needs within a team to keep change moving forward. Whittaker states the great principals insist on hiring great staff. If we have a particualr skill set we are liooking for in a teacher and not just qualifications, we can help sustain change by “throwing fuel on the fire” with a great hire.

Hi guys, last night in my PQP course we had a representitive from ETFO professional services speak to us. The topic was on relationships with staff and admin. The message was loud and clear. unions are not in the business of affirming bad conduct of its members. They are in the business of ensuring collective agreements are followed and thet teachers receive due process when there is a problem. It is important that principals know and follow the agreements in a school and that they ae diligent in doccumenting and following protocol with problems. Keep everything above board and when there is a problem deal with it imediatley in the proper manner. If a principal knows what is in a collective agreement, along with the standards of practice and ensures both admin and teachers follow them than program should be fine ans should relationships. it is when we cheat or stretch things that we find ourself in troubled times.

Suzanne, I think Anthony is bang on when he talks about the idea of mentorship. Staff finishing off their career probably want to make a contribution They may not see the value in changing their practice as they have a short time left but they would probably be open to helping a new teacher develop. Human nature being what it is nad as maslow states, we want to contribute to the next generation. An older teacher would also get affirmation from a request to mentor and we all need that sometimes.

Helen, this si a fantastic question that I feel many people do not wish to answer. There are many people making lots of money speaking at conferences where they have people attend under the umbrella of PD. This includes people who advocate teh PD should be job embedded and school based. Our board collected some data a few years ago with respect to how much of what people learned in PD sessions was actually making it back to the classroom. The results were not pleasing. Presently our elementary schools are making progress in the area of PLC’s or networks amongst families of schools. There is some great learning happening and it is classroom embedded. Hopefully we at secondary will catch up soon! great question!

I think for change to be successful there has to be an understanding as to why the change is happening. What is the purpose for the efforts that I am putting forward. There also has to be an understanding of the change process and this has to be communicated to staff. When the implementation dip is hit, and it will be hit, thee needs to be an understanding that this is to be expected and that the change is not doomed but that perseverance is to be expected and that we can move forward. Fullan says people with strong moral purpose will be uncomfortable when the “dip” happens, these people will need support. Others will need pressure to get on board. A leader that understands this process will be better able to see the change through to fruition.

Teh most inspirational leader that I have ever worked with was one who shared leadership and made risk taking safe. Perople were encouraged not ony to get involved but to lead as well. One of our Board’s leadership attributes is “Further Developing the Organization” this person was very skilled in thios area and has developed many other educational leaders.

I believe that if we are to come through change without the emotional scars, there must be a purpose for this change. The purpose must involve something of value to all those involved. If we are changing the way we teach in schools, those leading the change must communicate the reason for it and the research that suggests it will benefit students. If we do this then most teachers will embrace change (I believe) those that do not will need varying anounts of pressure and support.

I agree with what Shelly says about speaking from the heart. Inspiration is important. Fullan talks about communication with those that are not educators and keeping communications”Not too strong” or “Not too smart” Keep it simple and you will be successful.

I believe teachers struggle just as students do. A school that focuses on building capacity in teachers and creating a culture where teachers are not “written off” and given opportunities to develop transfers this way of thinking into the classroom. There also has to be the belief that all students can learn, and it is crucial for the school leader believe this and ensure that the school operates with this belief factoring in to all decisions regarding students.

I once worked with a principal in a school with very strong union involvement. She made sure that she was in the lunchroom every day. Even if it were only for a few minutes. She often came in with some news to share. I thought she was just a very social person, what i learned from her was that she was intentional in everything she did. She kept that room from being “poisoned by the nay-sayers.” It was a good lesson.

Hi Shelly, the book on Cultural proficiencey is a great tool. CP is something that we all strive for, or should strive for. Our director spoke recently responding to a question similar to yours. He stated that it is not always possible nor should it be the priority to have a school staff look like it sstudents. It is very impostant to have a culturally proficient staff. A staff that value all cultures and are skilled at bringing people together. I believe we have a long way to go but we are making progress.

Mary Ellen, I would like to reply to this discussion through the lens of moral purpose. We are not obligated, as teachers, to provide extra curricular activities at school. Our colletive agreements will see to that. I went through school playing on just about every team possible and now I coach three teams per year. The influences that coaches had on me is something that I will never be able to repay. This was my connection to school, at times the only reason I wanted to be there. I have spent many years working in the field of corrections with kids who did not have this connection. I believe I have a moral obligation to create this opportunity for kids. And I believe this is a personal question that all potential coaches or student activity leaders have to ask themselves.

Denise I agree, “Thall shall not lie,” however thall shall use as much tact and sensitivity as possible. Integrity and sensitivity are ofthen a difficult balance. Sometimes seeking moreinformation when asked for an opinion can help in difficult situations or when one finds oneself with a dilems.