Medina Elementary School School Board Presentation February 6 th , - - PowerPoint PPT Presentation

Medina Elementary School

School Board Presentation – February 6th, 2018 Presented by: Laurie Harvey ‐ Principal The Bellevue School District Mission:  To provide all students with an exemplary college preparatory education so they can succeed in college, career and life. For additional information regarding this presentation contact: Name – Laurie Harvey, Principal Email: harveyl@bsd405.org Phone: (425)456‐5405 1

Updates to Share

Since Medina’s School Improvement Plan was recently approved by the School Board, there have been no updates on progress, goals, and strategies. This report will instead focus on implementation of two core school goals/initiatives:

• Distributive Leadership
• Equity and Inclusion

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Distributive Leadership

10 Principles to Move Your School Toward Distributive Leadership

Nicole Assisi, CEO Thrive, Public Schools in San Diego, CA, March 2

• 1. Remember: Everyone is a Novice & an Expert
• 2. Embrace ALL Parts of Entrepreneurship
• 3. Know the Vision & Share it Often
• 4. Give People Voice and Choice
• 5. Create Systemic Autonomy
• 6. Hire Well
• 7. Get Out of the Way: Don’t Micromanage!
• 8. Allow Opportunities for Assessment
• 9. Focus on Skill & Will
• 10. Celebrate Small Victories

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administrators may have the trickiest part to play—they must share the leadership role, and trust “their people”—their students, teachers,

• parents. This distributed leadership

approach is a collaborative effort undertaken between people who trust and respect each other’s

• contributions. By using principles of

distributed leadership, school administrators can empower people to make great decisions, learn from mistakes and reach new heights.

Organizational Health Survey 2017 ‐ 2018

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Distributive Leadership: Teams

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Building Initiative Reflections

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Wasn’t really working…

Leadership Team Communication System:

‐ Teams struggled to find their rhythm or system for communicating topics, needs, decisions or outcomes discussed within the teams

So we…

‐ Questioned our processes within our team structures

plan to determine where the breakdowns were and we developed a Distributed Leadership Plan

Now we’re seeing…

‐ More cohesion in process, significant reduction of frustration, increased levels of communication across Teams and staff

Reflections: Distributive Leadership

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Challenges:

• Assumptions about weekly team meetings (small teams)
• Teachers were frustrated due to lack of information shared
• Team decisions not getting made due to lack of cohesion with staff

Actions:

• Conducted informal interviews with team members
• Shared findings with the Equity and Inclusion team to discuss

solutions

• Increased use of OneNote by teams, emailed staff OneNote link

Outcomes:

• Teams working with clear and specific focus/intent
• Improved systemic communication – increased staff leadership
• Staff ownership of topics of interest, need, and outcomes on behalf
• f students served daily

SIP Reflections

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Wasn’t really working…

Equity And Inclusion:

‐ Equity Team collaboratively learning together year prior,

but fear from team and staff about roll out to all staff this year, some push back

So we…

‐ Went to the Equity and Inclusion Team to discuss and plan next steps

Now we’re seeing…

‐ Increased trust, improved levels of ownership and

partnership within Equity and Inclusion Team

Reflections: Equity and Inclusion

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Challenges:

• Equity Team working cohesively, not rolled out to full staff yet
• Fear/push back from staff regarding full staff Equity professional

development

• Support team working independently on behalf of students of need

Actions:

• Conducted informal inquiries with team members
• Shared findings with the Equity and Inclusion team, and

discussed at large

• Created a proposal regarding timeline and approach for staff

Equity and Inclusion professional development

• Modeled and then Positioned our Equity and Inclusion team leaders to lead

building based professional development Outcomes:

• Increased trust and transparency within team, across staff
• Improved levels of ownership and partnership within Equity and Inclusion

Team

• Team ownership in staff Equity and Inclusion conversations and shared

learning responsibility

Next Steps

Distributive Leadership Model:  Analyze and share 2017 Organizational Health Survey data with staff  Discuss next steps with Equity and Inclusion Leadership team based on OH data  Solicit ongoing feedback from staff, both openly and confidentially to inform our practice  Discuss how our staff performance data is impacting our student performance data with Equity and Inclusion Leadership Team Equity and Inclusion:  Partner more proactively with District Equity Team and our Equity Specialist  Encourage remaining staff to take Beyond Diversity 1  Discuss and develop ways to keep our community informed of our EI work 10