The Master Teacher Blog

The Master Teacher Blog
Providing you, the K-12 leader, with the help you need to lead with clarity, credibility, and confidence in the ever-evolving world of education.
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Ten Things Students Need Us to Fight For

Climate and Culture, In Your Corner, Leadership and Change Management, Relationships and Connections, Student Learning

Ten Things Students Need Us to Fight For

Historically, education has been one of the last places where partisan politics and conflicts were likely to play out. School-board elections were relatively quiet affairs in which community-minded people stepped forward to lend their time to guide and support their local schools. School curriculum was rarely a flash point for conflict and debate. Schools were places where consistency and support were largely assumed.

However, in the aftermath of the pandemic, schools and the world of education itself have become fertile ground for debate, conflict, and conspiracy. Issues that used to be taken for granted are spotlighted for attack. Partisan politics have become commonplace in school-board races, policy debates, and instructional practices.

Amid such conflict and confusion, we can become distracted from the fundamental responsibilities schools exist to fulfill. So many of the debates are around side issues and distractions that we can lose focus on what is most important. Yet, our voices and our advocacy remain important and need to play a role in the debate over what schools should be and need to do. More than ever, we need to focus on what is most important and what our students need us to do on their behalf. Putting aside the distractions and manufactured issues, here are ten things worth our fighting for:

A safe and supportive environment: Physical, emotional, and psychological safety must be priorities. Students deserve learning environments that are free from bullying, bias, and intimidation. They need to know that there are adults around them who know and are ready to advocate for them.

A future filled with opportunities: Students deserve to experience an education that prepares them for the future they choose. They deserve ample opportunities to develop skills, be exposed to multiple career and life options, and build social currency in the community and beyond. A student’s family or history should not be predictive of their future.

Opportunities to speak and be heard: Students’ perspectives and input should be valued in decisions regarding their school experience. A student’s academic record, family, or social standing should not determine whether their voice is heard and heeded. Respect must be assured regardless of who chooses to speak.

Fair and equitable discipline: A student’s race, socioeconomic status, behavior history, or other demographic factors must not drive discipline decisions. Discipline needs to be seen as an equitable opportunity for teaching and learning rather than as an occasion for punishment. When consequences are called for, they should be in response to the specific behavior, not the personality or identity of the student.

Respect for culture, history, and life experiences: The curriculum needs to reflect the makeup of the student population and offer exposure to a wide variety of perspectives, traditions, and experiences. Students need to see relevance in their learning experiences, and the curriculum should foster a sense of identity and belonging in addition to academic content.

Instruction that is responsive to what students are ready to learn: Instruction should be designed with students in mind. Their learning needs, readiness, and uniqueness must be key considerations in how instruction is presented, support is offered, and progress is assessed. Students, regardless of special needs and gifts, deserve to be supported in a manner that fosters success for them.

Exposure to diverse perspectives: Students should be exposed to and have opportunities to engage with others who think differently, have different life experiences, and approach life in unique ways. Learning needs to be embedded in context and be rich with opportunities to explore and develop unique ideas and perspectives. Students should be encouraged to appreciate other ways of thinking and varied viewpoints.

Access to arts, sports, clubs, and other extracurricular activities: Students need multiple places to belong and varied opportunities to develop skills beyond academics. They deserve access to informal opportunities to make friends and learn to work and play productively with others. Students should have places beyond the classroom where they feel connected and belong.

Well-prepared and supported staff: Teachers and other staff need access to rich resources and learning opportunities to develop the skills necessary to prepare today’s students for a world of rapid change, unpredictability, and constant innovation. Compensation, working conditions, and expectations must support educators at a level that is adequate and sustainable. Much of what is worth fighting for will become empty promises if school staff members lack the resources and support to be able to deliver.

Equitable access to resources and support: Adequate funding and facilities are fundamental to supporting opportunities and options for students to succeed. Curricular opportunities need to be rich and not restricted to certain groups of students. Mental and physical health services must be available and aligned with the needs of students. Allocation of resources should be based on needs and the creation of opportunities for success.

Fighting for what is important takes courage. The future of our students and our society depends on sustained advocacy for what matters and what will make our shared future better. We may be tempted to remain quiet and hope that the situation will improve. However, our students have too much to lose to justify our silence. As the saying goes: If not us, who? If not now, when?

Sifting and Sorting the Substance of Chronic Complaints

Climate and Culture, Communication, In Your Corner, Relationships and Connections

Sifting and Sorting the Substance of Chronic Complaints

Despite how positive and optimistic we seek to be, we can find ourselves pulled down by having to listen to what feel like chronic complainers. Regardless of the situation, some people always seem to find something to complain about. They may even appear to be addicted to complaining. Sound familiar? For these people, nothing ever seems good enough, they are quick to find problems, and they often ignore what seem like obvious solutions.

Of course, some complaints are legitimate and deserve consideration and action. We need to be careful to avoid assuming that a complaint coming from a frequent complainer is not worthy and deserving of attention. In these cases, we need to be ready to listen and consider their complaint with an open mind and give it legitimate attention.

However, responding effectively and productively to chronic complainers is not always simple. We hear lots of advice, but it is often contradictory. Some people advise using humor, while others counsel to avoid making light of or discounting concerns. Some suggest pointing out the good things in the complainer’s life or situation, but others counter that with caution to avoid appearing to minimize the significance of the concern. Still others suggest drawing attention to the frequency with which the person complains, but others offer the counter-advice of recognizing that the current complaint may be legitimate.

The best approach, of course, is to consider the complainer and complaints within context. Choosing how to respond depends on what we know about the complainer and complaint, our relationship to the complainer, and the power we may have to do something about the situation. Each of these factors can play a role in the strategy we choose for responding and the results we hope to achieve.

Fortunately, there is a five-step approach to engaging with chronic complainers around which there is broad agreement:

  1. We can listen for the need. Complaints can be intended to meet a variety of needs. As we listen, we might ask ourselves: What is driving this complaint? Is the complainer seeking attention? Does the complainer want recognition or to be taken seriously? Or is the complainer looking for a solution and the support to implement it? Understanding what is driving a complaint can provide the insight we need to respond effectively.
  2. We need to empathize and acknowledge the concern. We may not agree with the substance of the complaint, but we can recognize how the complainer sees the situation and empathize with how they might feel as a result. Arguing rarely moves the conversation forward or leads to resolution.
  3. We can ask what they see as a good solution. We may find that the complainer offers a useful answer to move the situation forward. If we assume that what we are about to hear is just another complaint, we risk missing what could be an important issue to be resolved. If we hear a promising solution, we might ask what the complainer sees as some initial steps toward resolution.
  4. If the complainer seems stuck on the complaint, we might nudge the conversation toward solutions and shifting their perspective. We might ask if there is another way to look at the situation. Or we might inquire about what they have tried and what else they have considered.
  5. If the conversation seems not to be moving forward, we might ask, “Do you want my advice?” If the complainer is genuinely stuck, they are likely to be open to hear what we might offer. We might suggest some initial steps, share some ideas about who would be able to do something about their complaint, or we might suggest some additional options for them to consider.

The complainer may choose to do nothing to resolve their complaint, but they will have been assured that their concern was heard and taken seriously. Meanwhile, we will have modeled a process that positions the complainer to take responsibility for finding a solution, not just identifying and voicing a complaint.

Leadership: Be a Thermostat, Not a Thermometer

In Your Corner, Leadership and Change Management, Supporting Teachers

Leadership: Be a Thermostat, Not a Thermometer

Ten Ways to Teach Mental Toughness

Climate and Culture, In Your Corner, Thinking Frames

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Five Ways to Overcome the Seasonal Slump

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Executive Presence: What Is It? Why Do Educators Need It? Here’s How to Get It!

Climate and Culture, In Your Corner, Leadership and Change Management

Executive Presence: What Is It? Why Do Educators Need It? Here’s How to Get It!

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Share your story and the tips you have for getting through this challenging time. It can remind a fellow school leader of something they forgot, or your example can make a difficult task much easier and allow them to get more done in less time. We may publish your comments.
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