Positivity Series
"When things go wrong, don't go with them." -Elvis Presley
This simple statement really caught my attention. It speaks to our Core Value of Perseverance as a leadership skill. Change is hard, isn't it? Think of a time when something didn't go right, or go "as planned" with your team. How did you react as a leader?
I recently experienced some situations in which I was able to reflect on my actions after something I had been leading didn't go smoothly. What I learned about myself is that I tended to starting going wrong as Elvis mentions above. I am working on the notion of "failing forward", meaning that when things don't go well I am trying to live and model a mindset that communicates to others, "Well, that didn't work and that's ok. What can we learn from this experience?"
Another perspective that can be taken on this quote is the notion that it only takes 1 negative person, or even 1 negative comment to inspire negative group-think. If or when you have that negativity creep into team interactions, how can you yourself as a leader keep from going with it?
Please share your thoughts by posting a comment below. I look forward to your discussions.
I agree we need to look at things with a positive light. It's not easy to stay positive and not fall into the "negativity black hole" but as team leaders our teachers look to us for strength and inspiration. I know when my team starts feeling the pressure of negativity, I listen to them and then try to point out the positives in their statements; and again I know that is not always easy to do but sometimes when you feel like you are falling, it takes having someone else point out the proverbial stairs that will lift you up.
ReplyDeleteDawn-I've heard you do that before....It was very interesting. You basically stopped the complaining right in its tracks by refocusing the conversation on the positive aspect. Thanks for sharing this with us!
DeleteWe all need to vent, and as team leaders we should be the one that teachers trust enough to come to and let it out. Just saying it out loud sometimes helps, other times just hearing another person's position puts a different spin on it. But like Elvis said don't get caught up in it. Eyes on the prize.
ReplyDeleteI can't tell who we're speaking to here-could you tag this with which leader this is? Thanks!
DeleteI think you're right that as team leaders your team members feel they can trust you as a safe person to "vent" to. We all need to do that at times. Lately I've noticed that the scale seems to be tipping more heavily toward a LOT of venting going on. How might we encourage our team members to balance the venting with a more positive outlook?
Jenn- I have the same question- how to encourage the balance between venting and being positive. I've tried to fight the venting with positivity- my team complains about going to the new building for pd- I reply that I love going there. I love seeing our new "home". I think we're to the point where they roll their eyes at me. Now I just try to avoid and ignore as much as possible.
DeleteEllen-You're right....sometimes I guess we just have to use the strategy of not giving attention to behavior we don't want to see again.
DeleteI think this quote tells me that when something goes wrong, not to dwell on it but to find a solution to the problem. I also like the saying, "Work smarter, not harder." It kind of says the same thing. Try to find a smart solution so you don't have the same result next time.
ReplyDeleteMichelle: Thanks for adding this comment. I think it goes right along with what others have been saying about refocusing the venting onto a more positive path. A good way to do that is as you suggested; refocus on finding solutions.
DeleteThis post made me think of two things. One, when encountering failing strategies, as so many here have already stated, people need to refocus on finding solutions. What does that refocus look like? What are some of the questions we should ask? Example of such questions might include what is the problem, why did we fail, have we identified the right problem, what are we trying to accomplish, who and what are we trying to affect, how can we measure or observe so we know if we are being successful or not. The other thought is to embrace problems and resistance and incorporate them into the creation of our solutions. Don't work out solutions only with people that agree with you, bring on people who have a different point of view.
ReplyDeleteDoug-I find myself saying "What are we trying to accomplish?" a lot lately! I think it's a great question for refocusing discussions. It's easy to get off track before you know it. I also like your point about getting different points of view. While it can be challenging to open up in that way, I've found it not that threatening but more like, "Oh, that never occurred to me."
DeleteWhat this makes me think of is the growth mindset vs. fixed mindset. You have to take it as a challenge and look for ways to fix it. Looking at what went wrong is difficult and takes a lot of effort to really point it out. I had a teacher complaining about behavior, I went and helped her during release time and I put it on her. I kept saying 'you' when talking about catching their good behavior, using positive praise. People can get so caught up on the negative, they can't see their place in it and how to be positive. I'm glad they come to us to get that outside perspective, we have to embrace it and realize how this can help.
ReplyDeleteKaren-Wow you did a great job of bringing the growth vs. fixed mindset perspective into this discussion. I think you're right!
DeleteI have had some team members come to me with concerns about our seminar time and unit plans. I've listened to their concerns and then asked them to record their thoughts in some way- so that next year when we revisit our units we can make changes. I hope this makes them feel empowered.
ReplyDeleteThere have been times that a member of our data team- will make comments like "look at how much time you have left- you're never going to finish writing your unit"- I say as nicely as I can- "Negative comments are not allowed in my classroom." I'm not usually that blunt but this staff member doesn't understand subtle.
I like that idea of writing down problems we find. If handled and done properly, it can be good feedback. I will try using that.
DeleteI also like the idea of writing down ideas or frustrations to visit them at a later time. Thanks for that suggestion. Along the lines of teachers needing to be heard, I think this is very true. I also think that showing how grateful I am for their hard work shows them that they are making a difference. I have found that my team is less likely to be upset with the work, if the work is appreciated. I have also found that if I am grateful for their hard work, they are more likely to recognize another teacher for their hard work. As team leaders we can be the first link in the chain! :)
ReplyDelete