Educational Leadership Academy - Session 2

Educational Leadership Academy
Brought to you by: Trumbull County ESC
Bobby Dodd
Principal
Gahanna Lincoln High School
2016 NASSP National Digital Principal of the Year

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ATITLAN www.atitlan.com
91% 9%
The federal government gives local districts more
than $1 billion annually for training programs:
9 percent of funds are used to support ,
91 percent for teachers
Teachers Principals

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About 25 percent of a
student’s academic gain can
be attributed to an effective
chief administrator

ATITLAN
We Have to Get
Better Each Day
• If you start with
the 3 areas we will
focus on today,
that is a good start

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Our Agenda For Today
RELATIONSHIPS
PRESENCE &
ENGAGEMENT
CULTURE

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We Will Use Hacking Leadership
• The book will guide us through our journey of excelling
as leaders
• We will refer to the book during the Academy and
discuss some of the Blueprints to use for implementation

Journal and Success Planning Guide
Everyone should have a journal to write in
• It can be either a hard copy journal or you can use Google Docs
We will be working in our Success Plan as well
• This will be the document you can use to help your planning for the rest of the year,
this summer and to start the 2017-2018 school year

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“Our Passion is
our Strength”
-- Billie Joe Armstrong
Presence and Engaged
Prioritize Learning and Lead with Heart

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The Importance of Relationships

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Relationships have meant
a lot for a long time. They
aren’t going anywhere
“No significant learning
can occur without a
significant relationship”
Don’t immediately send
emails and text messages,
don’t address with entire
staff. Have personal
conversations to seek first
Administration is about making
the right decisions and handling
situations the right way to earn
the respect of staff and
students
Take the time to be great.
Sacrifice time, money, and
yourself to build
relationships
Let’s Break the Video Down
1994

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Relationships Lead to Collaboration
Environment
Creating a place where
staff and students are
free to be great
Collaboration
Administrators, staff,
and students working
as one to continue to
make a great school
Culture
Staff and students
recognizing and feeling
they are a part of
something
Relationships
Actually caring about
staff and students.
Empathy and
Compassion

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What Can We Start Doing Tomorrow?
Start Collecting Information from Stakeholders
• Utilize Google Forms and Padlets to begin collecting
information from people
• One key with collecting data is acquiring it, using it, and
then sharing the data back with stakeholders to tell them
how you are using it
• Another key is having thick skin
• I always make a point to have an area where
people can type in data
• That way they can be brutally honest with you so
you can get better
• Look at other surveys online; search to see what others
have done

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• If you can’t do it, find someone who can – ask Assistant Principals, Teachers
• Rotate who has lunch with the students – set up a schedule to do it
• Let them share feedback while you are not in the room
• Tell local restaurants what you are doing and see if they will dontate the food
• Create a name for your program – “Paw-sititve Partnering Relationships”
• Create a schedule of walk-throughs – Use your Master Schedule and check off whose classroom you have been in each
month
• Plan your week ahead – Maybe each Friday after school or on Sunday nights
• Do not go into your office after the students go to class – DO NOT! Always schedule yourself to be doing something out
of the office to start the day
• Share your schedule with your staff – Make it very general, but be transparent

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• Have conversations – Especially during stressful days and weeks (Testing)
• Let them go observe other teachers in their department or the school
• Blogging allows people to see what you believe and what your philosophy on different
areas are
• Start small – Make them short and to the point
• Gives everyone the opportunity to have input – Shares the burden with others

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Handling Pushback
• You need to make it consistent – Needs to be Embedded in the Culture
• You create a schedule, they will expect it
• Are you the Lead Learner in the building?
• Do you share strategies with them? Do you have conversations with them about
teaching and assessing?
• Get a smart phone and set up your email and social media accounts
• Are you? Do they know where to find you?
• Do you make regular classroom visits?

EDUCATIONAL LEADERSHIP ACADEMY ACTIVITY
What does being Present and Engaged mean to me?
1. Each attendee will need a piece of paper to write on
2. Each attendee will write a personal belief statement on what they are going to do
to be Present and Engaged in their position (3 minutes)
3. Each attendee gets a quote to read and highlight key words/terms/phrases (1
minute)
4. Each attendee will rotate 3 times (when Presenter informs them to) to discuss
their quote and phrases with different attendees (2 minutes each)
5. Attendees should take notes during the 3 meetings (what are you taking away
from each phrase)
6. Each attendee will take what they learned from each meeting and amend their
personal belief statement to be Present and Engaged (2 minutes)

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Report from the Institute of Strategic Change in September 2011
Published by the Harvard School of Business
Of workers would harder
if they got more
recognition at work.
Relationships
Be purposeful.
Recognize what everyone
does around you
Communicate
You are the person
everyone looks to for
information.
Get Organized!
Take the time to make
schedules and plans –
then stick to them.
Get Help
Use everyone you can to
help with new programs
and give them a voice
Roundup
Four Keys For Success
Present and Engaged
Let everyone know how much
you appreciate them. Be
genuine
Provide all of your stakeholders
with the information they need
to stay informed. Celebrate too!
Create schedules and plans.
Know what is going on and
share with others
Ask anyone you can to assist
you. Give others leadership
roles

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Share Your Thoughts
Using Padlet is a great way to get input
from stakeholders

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“A leader is the one
who knows the way,
goes the way, and
shows the way.”
-- John C. Maxwell
Building CULTURE
One Person Makes a Big Difference

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CULTURE
• It starts with us as
leaders
• We need to be positive
to model the way
• While we may not get
everyone on board, we
will get the believers

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What We Value and Emphasize Sets the Tone
• Think about our staff and students
• What do we allow? What are our regular practices?

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Increase Your Communication with Stakeholders
• Do they know what the culture of the building is?
• Utilize Google Forms and Padlets to begin collecting
information from stakeholders about your culture
• One key with collecting data is acquiring it, using it,
and then sharing the data back with stakeholders to
tell them how you are using it
• Discuss in your opening of the year newsletter how
you plan to communicate
• Start sharing more in your PTO Meetings
• Have staff, students, and coaches present at
PTO
• Make it the first place you give our new
information

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Increase Your Communication with Stakeholders
•Create “Community Universities” to educate your
parents and community members
•Have staff (teachers, counselors, administrators)
share programs and projects they are working on.

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Shape the Vision
•As leaders, we need to address problems/issues
quickly.
•Address problems individually when they effect individuals
•Don’t let personal relationships effect good leadership
•Fix problems in your building – Don’t let them continue because
“it has always been that way”
•Ask staff ways the building can get better
•Great way to get buy-in - check out my Padlet

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Handling Pushback
A. Educate Parents and Kids are the appropriate way to use social media
• This is one of the areas we present in our “Community Universities”
• Another way to do this is in a weekly newsletter sent to parents
• Include links to different articles/videos to share with them how to use
different sites and social media applications
• Example in email from September 9, 2016
B. Model Appropriate Use of Social Media
• When using Facebook, Twitter, Instagram, Pinterest, etc. think about each post
you make – think about it as a professional, as a leader
• Point out to staff when they don’t use it correctly
• Especially out of school when they believe it is personal

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Handling Pushback
A. Like the book states, focus on:
• Communication
• Reflection
• Collaboration
– allows you to share input with staff and gather input from staff
– start a blog, use social media applications like Twitter and Facebook to
share you educational philosophy. Then share with staff.
– pull committees together when there are “rumblings” amongst the
staff.

What issues am I facing regarding CULTURE?
1. Each attendee reflects on a dilemma or issue they are facing right now in their
building regarding CULTURE
2. Each attendee will fold a paper into thirds (tic-tack-toe board) and be in a group of
5 - 6 people (1 minute)
3. Each attendee writes their dilemma or issue in the middle of the tic-tack-toe board
(1 minute)
4. Each attendee will pass their "board" to the right and their neighbor will make
suggestions on how to help the essential question (2 minutes each group member)
5. Each attendee will get their "board" back and record in their journal:
• What do you want to act on? How can this be adapted with staff? (2 minutes)

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MODELPOSITIVE
TAKE
CARE OF
PROBLEMS
Set the tone in the
building. Do the right
things – react the right
way. Be a listener
Starts with
communication – Don’t
be the negative person.
That is not setting a
good example
Have critical
conversations with staff
members
RoundUp
Three Keys To Success
CULTURE

Sir Ken Robinson
How to Escape Education’s Death Valley

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Share Your Thoughts
Using Padlet is a great way to get input
from stakeholders

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“Relationships
are the
Foundation of
Education”
-- Bobby Dodd
Relationships
Trust and Be Intentional

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We’ve Never Really Learned About Relationships
• The book talks about how future administrator programs do not touch on
the importance of relationships
• College programs want to focus on the strategy of leadership
• We already know “Culture Eats Strategy for Breakfast” – Peter Drucker
• We should really read and learn all we can about relationships

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Track Your Progress Building Relationships
• “Build it and they will come” – Create real relationships and you will create
a tribe
• It starts with your staff
• COACHING – Coach your people to get better, not to get rid of them.
• Something myself and my admin team are working on
• Positive Notes
• Follow through on what you said you were going to do
• Encouage risk-taking

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Be Purposeful
•Set a goal to write Positive Notes and visit classrooms
•Make phone calls home to students’ parents
•Make contact with staff family members

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•The “Blueprint” section of the book Hacking
Leadership is fantastic (p. 53)
•Besides a “Back to School” Letter, how about:
•Calling the staff a few days before school starts
•Provide them “swag” – staff t-shirts, donations from
businesses
•No opening staff meeting – make a video

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•Celebrate the Staff’s Effort
• Use social media to celebrate what they have done – we use Twitter to
show what our teachers do each day
• Use the local media to showcase teachers and what they are doing
• Called the local media about our Fabrication Lab and the great
things they are doing
•Professional Development Days
• Let staff dictate the PD Days
• 3 Hours in the morning, Personal PD in the afternoon
• Don’t be a control freak – They probably aren’t getting much from it anyway

4242
•
• If you want your staff to grow, you have to model it
• Create a survey (Google Form) for your staff to complete for
your own growth
• Once you get the data, share with staff what is going well
and opportunities for improvement
• Build 2 step plans for what is going well and opportunities
for improvement.
• Share it with the staff – Trust me, its worth it

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Handling Pushback
• “The more opportunities you have had to connect with those not on the train, the
better the chances are that you will be able to sit down with them and hold a
conversation in a professional manner.”
• #TRUTH
• Private conversations are a great way to deal with naysayers
• They want to be loud, but one-on-one, they can’t.
• I always put at least one naysayer on my committees/teams
• Let’s me know what the people who aren’t on the train are thinking

How can we build relationships with the most difficult people?
1. Each attendee gets a chart. This activity will take approximately 15
minutes
2. Presenter will explain types of behaviors and each attendee will
visualize staff members who fit each role.
3. Each table will look at the 10 behaviors and record how they would
handle each behavior in their respective building.
4. To save time, we will look at the top 2 unwanted behaviors and discuss
different moves and prompts to use (each table can share ideas while
others record)

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Jimmy Casas
Featured Principal in Hacking Leadership
Discussing Relationships

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INTENTIONALCOACHING BLUEPRINT
Make it a point to build
relationships. Make it
the number thing you
do
Use ideas from the
Unwanted Behaviors
activity to help you get
better
Try the suggestions in
the Blueprint to build
relationships
RoundUp
Keys To Success
Relationships

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+ + =
Start to build relationships and be
visible
Present and Engaged
Summarize our 3 “Hacks”
Create an
organization that
everyone wants to
be a part of.
CULTURE
Be intentional and
build trust. Do
simple things that
will show you care
Relationships
This is a good start
to becoming a
more well-rounded
leader
Better Leadership

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Where Are We Going?
• May 10, May 11 – We will look at Hacks 4, 5, 6
(virtual session)
• Early June – We will look at Hacks 7, 8, 9, 10
• I will post resources for May 10, May 11 class this
weekend
• I will post a recording (condensed version) of
this session for anyone who missed it or wants
more details

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Educational Leadership Academy Success Plan
• Let’s take a look at the Success Plan
• Make a copy of my Success Plan and save it into your
Google Drive
• Time permitting, let’s take some time to work on each part
now to get a head start on areas we are going to improve
• Time permitting, I can also give individual assistance on how
to create a Twitter and/or Voxer account

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robertdodd43783@gmail.com
@bobby__dodd
https://www.facebook.com/profile.php?id=100007881709222
https://www.pinterest.com/glhsprincipal/
https://www.linkedin.com/in/bobby-dodd-8258542/
https://www.instagram.com/bobby__dodd/
http://glhsprincipal.blogspot.com
CONTACT INFORMATION

Educational Leadership Academy - Session 2

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