In my last post, I spent some time talking about the strategies I used to build relationships with the staff of my school after I transitioned into the role of principal of Fishers Elementary School. After spending that time listening to our staff, it was clear that there was a lot of energy, a lot of ideas, and a willingness to grow. But what it seemed was lacking was a clear direction. During an early meeting with the staff, we started talking about the process of building a vision of learning for Fishers Elementary School. We all agreed that there needed to be one, and that it needed to start with each one of us – our beliefs, ideas, and personal passions about teaching and learning.
In order for someone to understand what they are doing, they have to also be really clear on the how and why that goes with that what. Simon Sinek has a book and a TED Talk titled Start With Why (the book is a quick and easy read, or you can check out the talk here). In both, he shares the idea of The Golden Circle. In both the book and the talk, he explains that the people and companies who are the most successful have a really clear definition of their Why, and then work their way out on the Golden Circle. But most companies or organizations start with the what and work their way in. I felt that if we wanted to have a really clear understanding of what we were trying to accomplish at FES, we needed a clear definition of our why.
For our January staff meeting, I planned, then presented my own version of an Ignite session (if you’ve never done this, it’s a 20 slide presentation, where the slides automatically shift every 15 seconds) titled “My Why” (I wrote a post about it a while ago – you can read about it here). I then encouraged everyone to take some time in the coming weeks to think about their own why.
At our next staff meeting, we came together again. It was a chance for us to all reflect on our personal why. I encouraged everyone to sit in a grade level team, and with that team, they had a short amount of time to discuss and define a shared why. We then used a collaborative powerpoint document, where each team created their own slide. The work around defining our why was so important in helping all of us to be really clear on our beliefs about education and learning. It’s the why that drives what we do, not the other way around.
As we were spending time talking defining our why, we also talked about the importance of a shared vision. A Vision for Learning for FES that is written by one person based on their beliefs is not going to be meaningful to all the stakeholders. We started talking about who else we needed to get input from. In these conversations, we knew we wanted the thoughts of our students, we wanted the thoughts or our families, and if possible, we wanted the thoughts of our community. We wanted to make sure that whatever our Vision for Learning was to be included in the ideas of multiple stakeholders.
In February, we were planning to gather the thoughts about learning from our community. It was a couple of days before an upcoming PTO meeting and I was sitting in the conference room with my leadership team. As we were talking, someone pointed at a bulletin board in the room and said “Well, we already have a vision statement right here.” I was floored. “You mean I’ve been here for almost 3 months, and I’ve talked with all of you about developing a vision, and nobody told me that there was already one on a bulletin board?” (OK, maybe my fault for not noticing.)
But what I quickly came to realize is that the vision that was on that bulletin board was nothing but words on a wall to most of the people in the building. They did not feel that the vision that was on the wall accurately reflected them. I’m not exactly sure who all was involved in the writing of that vision, but it wasn’t a shared vision. It didn’t drive the decisions that we made about learning in our building. It was just words on a wall.
To gather some thoughts, we started with 4 questions. Those questions were driven by the book Thrive by Grant Lichtman and included:
We asked these questions first in a staff meeting, and then in our PTO meeting. The thoughts we gathered were so impressive!
These responses were collected during a staff meeting and then a PTO meeting on March 11th. When we collected these thoughts, we did not fully grasp what was about to happen in our world. On March 13th, we let out of school earlier than scheduled for spring break due to concerns about the risks of Covid-19. We taught from home for a week, then had a 2-week spring break during which the governor of Indiana announced that schools would not reopen.
After spring break, we transitioned to what I would call emergency remote learning. It was nothing close to the ideal learning environment for our students. Initially, when this transition happened, I had big plans. I thought we could still do our work on the Vision of Learning for FES virtually. But what I quickly found is that we weren’t ready for that. Most of us were barely able to tread water to meet the learning needs of our students. In January, my goal was to have a well-defined vision for learning before the start of this school year. By April, it was clear we needed to hit the pause button on that work.
So now, I sit here at the start of September. Students start in our building tomorrow. So much of our mental energy has been devoted to the logistics of opening a school in the middle of a global pandemic. But, my assistant principal, our teacher development specialist, and I are once again reading Thrive. In talking through the first section, we all feel like we’re currently at the point where we need to identify our value proposition – what is the thing that makes us valuable to our community? In the coming couple of weeks, I will be working on writing this up for our school community. I’ll share with our teachers, I’ll share with our PTO, and I’ll share it here, to seek feedback on our value at Fishers Elementary School. That will move us one step closer on the path of a clear Vision for Learning.
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