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Nourish to Flourish

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A reflection of Chapter 6 from the book Seven Secrets of the Savvy School Leader by Robert Evans

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Nourish to Flourish

  1. 1. Nourish to Flourish By Laura Brown Top-down and lateral recognition are key to fostering a healthy learning environment
  2. 2. Recognition Confirms for teachers, the value of their work and thus makes their work more meaningful and rewarding 2 1 2 3 4 Praise Validation Celebrate accomplishments Honouring effort Evans, R. (2010). Seven secrets of the savvy school leader: A guide to surviving and thriving. San Francisco: Jossey-Bass. (p. 92-93) Slide #
  3. 3. Build on student strengths rather than attack weaknesses Provide encouragement for even the smallest signs of progress. Great Teachers 3 So why are teachers’ so malnourished of recognition even though our work for students is to do precisely that? We ask “What are we doing wrong?” It flies in the face of what we know about learning Slide #
  4. 4. Slide # Recognition not only strengthens learning, stimulates effort, and raises self-confidence, it leads to better communication and trust and inclines people to raise their own performance expectations. 4 - Robert Evans, 2010 “ “ Evans, R. (2010). Seven secrets of the savvy school leader: A guide to surviving and thriving. San Francisco: Jossey-Bass. (p. 95)
  5. 5. Recognition Inexpensive and uncomplicated 5 Raises Self Confidence Improve the Climate for Change Improve Performance Meaningful Recognition Improve Morale Slide #Evans, R. (2010). Seven secrets of the savvy school leader: A guide to surviving and thriving. San Francisco: Jossey-Bass. (p. 92-95)
  6. 6. Innovation & Change Is encouraged by recognition Slide # 6 Extend Oneself When effort is stimulated and self-confidence is raised, teachers’ become less fearful of failure. Develop New Skills Learning is stimulated and teachers are more motivated to try new things and develop new skills. Implement Change Improved communication and trust leads to less anxiety and fear of change. Evans, R. (2010). Seven secrets of the savvy school leader: A guide to surviving and thriving. San Francisco: Jossey-Bass. (p. 99)
  7. 7. Companies that invest in research and development and those that depend on staff creativity usually provide all sorts of inducements to encourage people to propose and try new initiatives, and they accept the inevitable “error rate” that comes with experimentation. 7 - Robert Evans, 2010 Slide # “ “
  8. 8. The Google Way A balance of culture with reward and recognition 8 Innovation Recognition Creativity Care Innovation 20% of Google products were created by employees in their “free time” Creativity Work culture, freedom to explore and the environment is such that it triggers maximum creativity. Care Employees are given a voice, wellness is prioritised, food and other services are readily available and free. Recognition gThankYou notes (peer-to-peer), and a rewards program that offers experiences, not money - group rewards encourage bonding. Lots of kudos! Slide # More Information The Google Way of Motivating Employees. (2018, February 26). Retrieved from https://www.cleverism.com/google-way-motivating-employees/
  9. 9. Motivators Which is more powerful over a sustained period of time? Salary, policy and administration, supervision, working conditions and relationships with peers. Does not generate lasting satisfaction Extrinsic The nature of the work itself, responsibility, achievement, advancement and recognition. Promotes growth in staff and improves performance Intrinsic Evans, R. (2010). Seven secrets of the savvy school leader: A guide to surviving and thriving. San Francisco: Jossey-Bass.(p. 96-97)
  10. 10. Savvy Leaders Natural reinforcers and validators 10 Recognition Wide & Deep Individually or in groups, formally and informally, privately and publicly Modelling Goal Orientated Model, encourage, notice and ask, approve and support, express appreciation Creativity Build Momentum Reward and recognise interest, curiosity, exploration and questioning Celebrate Failure Avoid Perfectionism Encouragement to propose and try new things - perfect is the enemy of good Slide #Evans, R. (2010). Seven secrets of the savvy school leader: A guide to surviving and thriving. San Francisco: Jossey-Bass. (p. 98-99)
  11. 11. Redefine a concept, behaviour, event, or relationship by situating it in a different context, approaching it from a different angle. Reframing To use recognition effectively 11 “Given what you were up against, how good was…” “What I found most promising was…” “I really admire how you handled…” In light of larger challenges, a savvy leader can help people see that a glass is half full or when the glass is less than half full, that it is as full as it can currently be (Evans, 2010). Slide #
  12. 12. Recognition should be authentic Sincerity When leaders praise or acknowledge, they have to mean it. 12 Bland, generic compliments Disingenuous Non specific Recognition of this nature destroys trust and respect Sincerity requires recognition to be earned and valid. When achievement can’t be praised, acknowledge effort and validate challenge. Slide # } Evans, R. (2010). Seven secrets of the savvy school leader: A guide to surviving and thriving. San Francisco: Jossey-Bass. (pg. 101-103)
  13. 13. Lateral Recognition Strengthen collaboration to encourage collegial recognition 13 Peer observations and feedback to actively learn from one another 01 Engagement in professional learning communities to strengthen collaboration 02 Data walks to visit classrooms, leave feedback and ask questions 03 Slide #Evans, R. (2010). Seven secrets of the savvy school leader: A guide to surviving and thriving. San Francisco: Jossey-Bass. (p. 103-105)
  14. 14. to sustain movement in the right direction Foster intrinsic motivators Sincere and authentic Top-down and lateral Optimise Recognition Nourishment A well nourished community will flourish

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