Maxism's

> > **PROJECT MANAGEMENT:** **NEEDS A LEADER (Project owner and Project Support) > Pro** > > **1. Project Statement -** describes intent and necessity
 * DREAMS VS MEMORIES
 * Supervision and Evaluation - There are 8 core requiments that administrators have to consider they are NYS guidelines. Charlotte Danielson: 4 domains.
 * Respect, Responsible, Relevance
 * 4 Important Issues to talk about: (may 2009)
 * Engage HS Teachers to work with ES Math and Science- what do we want them to know and do. This is where we depart from the notion that we do well well. The state tests are the floor...not the ceiling. We have a lot of people patting themselves on the back b/c of state standards. Math and Science standards should be conversed about.
 * Intersection of SS and WOrld languges as teh spearpoint of the 21st century agenda. This is really important, but the spearpoint is the blending of a global social studies program with math, science, english. THe goal is to create internationally competent students. We are way to focused on America and that was the 19th century. We will never be the leaders of the finacial industry. I hope not to hear that we should run schools like a business.
 * Communications: a crosss district planning team
 * Think very differently about professional development. PD is a means not an end. Lets talk about the end. What are we looking to create? Richard Elmore at Harvard. Center for policy and research Pennsylvania. Role of administration in linking a model of teaching that we develop and beelive in and chase, linked ot our evaluation program, linked to our professional development program. When we have our conversations on PD in thefuture, they are focused on what consitutes excelent.
 * There is where the resources will be focused. Our next task is to work this out into a full blown vision for the future. The BOE will struggle with creating the vision. Look dummy what u forgot and I want to clear a space for you to work. Be prepared to put yourself out there for critial thinking. Broadening the base for leadership, administration is not the only place for leadership.
 * Notes from Nudge:
 * Examples of Choice Architecture: Daylight Savings Time, Arrangement of food at a school cafeteria, grocery stores putting things out at eye level
 * I am a CHOICE ARCHITECT - responsibility for organizing the context in which people make decisions. I have found that just informing other people about what others are doing is an effective nudge. This is an example of a social nudge.
 * Boomerang Effect - don't ever let people know that their current actions are better than the social norm.
 * Priming - refers to the mysterious workings of the automatic system of the brain. Research shows that subtle influences can increase the ease with which certain information comes to mind. Kurt Lewin (a great psychologist) calls these channel factors, a term he used for small influences that could either facilitate or inhibit certain behaviors. Consider a river that is melting in the spring. Barriers in place can certainly make a change in the outcome. Also consider Central Office and financial barriers in place. We can accomplish more by removing som small obstacles than my shoving people is a certain direction.
 * **Suppose that a group of people will have to make some choice in the near future. You are trying to design the choice environment, what kinds of nudges to offer and how subtle the nudges should be. What do you need to know to design the best possible choice environment?**
 * The best way to help humans improve their performance is to provide feedback. Well designed systems tell people when they are doing well and when they are making mistakes. (Our laptops warn us when the battery is low)
 * Six Prinicples of Good Choice Architecture:
 * i**N**centives
 * **U**nderstand Mappings
 * **D**efaults
 * **G**ive Feedback
 * Expect Error
 * Structure Complex Choices
 * Milton Friedman - Its not enough to make choices available and hope people choose, we need to put people in positions th think through their choices and and to exercise their freedome rather then rely on default options. This is what political scientist William Howell calls "Friendly Discouragement"
 * Notes from Teaching with the Brain in Mind:
 * Brains mature at different rates. Those who scan the most brains tell us that the "idea of having all 4th graders should be on the same page is nonsense (Dr. David Toga)
 * Social Status and the Brain: Social experiences throughout life influence **Gene Expression, Dendritic Remodeling,** Brain Chemistry, Heart Rate and Behavior. During the early years these influences have a profound effect.
 * Leaders can foster either:
 * Hope or despair, competency or frustration, inclusion or exclusion, confidence or self doubt, distress or self control, community or isolation, excitement or boredom
 * Hope may be the single most essential ingredient. Hope is positive expectancy and it improves brain chemicals. That also increases mood and persistance, which increases results. Even if you do everything right and the staff doesn't think you believe in him/her you'll lose ground. Give them persistant hope.
 * Epinheprhine is released during excitement, urgency and risk and it helps us to focus and prioritize.
 * Paradigm shifts take time.
 * Your staff does not arrive to work with pre-assembled DNA. Instead they are glued together by lifes experiences. Harness this.
 * Neurogenesis (the production of brand new brain cells) is enhanced by Exercise, complex environments, new learning, low stress.
 * Physical Activities change the brain and body's chemistry - Studies suggest that scores are up after P.E.
 * Adrenaline - provides energy
 * Noradrenaline - enhances focus
 * Dopamine - thinking, working memory
 * Coritsol - energy and memory
 * Serotonin - attention and mood
 * Glucose - energy, memory formation
 * THe Neurololgical system is not static. It can learn, just like exercise and muscle memory.
 * Innovation
 * Setting the strategic agenda. I (supt). We ought be be like a great ship. Its not that they can redirect. They usually go in big sweeping arcs and you can predict the changes. The people that are not getting on board might need lifeboats (reteaching). None of us like to be in conflict. You want to be in convesation with people about performance all the time. Challenge yourself to talk about it, practice it. Its a real skill. ALl of you have to come to grips with the fact that you hold power in the organization. If you have been giving the authority and dont practice, its malpractice. You can't choose to interrupt bad behabior. u enforce the standards with your mind and give them direction.
 * Issue with teachers who fight the initiatives. There is a big diff b/w curr and instruction. There is no replacement for the same words coming out of 2 mouths. When u want to change the behavior, reinterupt and reteach. Everytime it occurs you reteach. They start down that road and reteach them.
 * The big problem is not teacher learning, its teacher NON-LEARNING.
 * You can't control teachers, but you can shape the decisions they might have to make. Robert Slavin is going down the drain. Doug Karnine is the direct construction king.
 * Let me tell you what is going on in ur mind right now. Everytime you start to talk. there is a tape going on in yuor head and you already made up your mind. I am going to invite u one more time to listen and stop the tapes.
 * We have to shape the expectations of parents. Have you noticed parents aren't screaming anymore. The parents like that the school is moving forward. The threat that teachers used to receive is going away. The first misconception is that these are scripted programs. We are not going back to the 1800's where we knew every page that a teacher was on. Teachign is more an ART form than a science. TEachers play a major role is shaping the class based on their values, character, etc... What you teach is determined by curr and HOW you teach it, will be up to you. We like diversity. One of the magical things is matching kids up with teachers. I am preaching that this will take 3-5 years to filter through the organization. The accountability is not on their inputs as competence, but we hold them accountable for the learning of all students (outputs). We are giving you a lot of choice on how to do this. Building your teaching is a lifelong pursuit, you care constantly looking for new ways to do things. We want to celebrate this, not apologize for this. The initiatves are a banquent, not a surgical procedure. Step up and feast. The methphors we use are very important.
 * What is the best way to structure Professional Development. You have to balance teacher learning vs student learning.
 * 30 years of watching unions, they are dumb. in how they do things. They can't represent their own interests and right now they are thrashing around hurting themselves. I Have an eternal level of patience.
 * Think to Act vs **We are Acting to think**..Stop Paralysis by Analysis. Hubert Humphrey - Discrimination. The acceptance of tolerance and diversity has come a long way since 1972. Start acting now!
 * The strategic directoin is not open to the teachers. Its the supt job.
 * Self efficacy and intention
 * When someone comes with an idea or a decision they want to make..consider the following:
 * Who was involved, What are the objectives, What are the alternative considerations, what are the risks? Do what to avoid risks?
 * What are the reasons we are interested in this project? What is this project designed to do?
 * What are your thoughts in Hierarchy models of leadership? Experiencing a shift of a traditional model of leadership to a distributed leadership model. The outcomes we are trying to create are very different. The private sector went through this in the 70's and found that they were less able to compete. Comand and control does not foster creativity. A distributive model of leadership is much more effective to create a great school. Its a messy model. The butterfiles you are feeling are a reaction to this messiness. The tregoes training carries with it the anticipation of shared power model. If we are going to create a first rate school district and gather the intelligence of everyone. You will create a much more powerful organization. This will not come at NO cost. Tregoes is a roadmap for how to operate in the environment. The problem with teh change is we are what we do. Change who you are! By thinking differently. THe prinpicle of this is not as difficult, individuals are not as smart as the whole. My problem is how to exploit what you know. not to allow strucutre and heirarchy to take over. I will drive the FEAR out of Port Jefferson. THe idea is that we create a shared vision. The law of equifinality and structure. I am deliberatle muddying the water. I bet that this will create a superior organization. The role confusion is how to survive in this organization. the ones that do will unlease nuclear energy into the schools and community. Put smart people who have good values together it cant go wrong.
 * What is teaching when we have laptops.
 * Create a charter whih is a covenant - to layout in this enivonment who decides what.
 * BOHICA - bend over here it comes again.
 * Primary job of admin is to set the agenda...then let others make decisions.
 * The teacher unions and school district have been designed to work together. Teacher Unions for quite a while have been able to keep up. Its like a bacteria. What we are doing is creating a virus. We are inflicting the DNA into the others and allowing it to spiral.
 * How is leadership changing? What are my concerns?
 * Staff Development to allow for these initaitves (we know that student learning is greatly enhanced for limited by teacher learning. if we want students to be master learners, then we need teachers to be master learners. Part of what teachers need to be able to do is be ready to give up control and change their instructional process. How do we create a culture of staff development where the concern is not "I maxed out already on the salary scale"
 * , the time, to be a source of information
 * Its like a ripple effect, the ripple never stops. How is leadership changing in the district? Who am I in this matter? Whats different about how I work? Everyone can tinker with what is? But was is missing here? Maybe its time for some strategies to die.
 * Its emorphous...it has no structure. The change we are talking about is membership to leadership with the project owners. What are you ready to assert?
 * Building the PJ teaching workforce The good coach is not just have great ideas, but what are the NEXT ideas in adult learning.
 * Workforce analysis - my background is personnel, (charles handy) poisin kills an organization. His argument, you have to radiate power from the center to the outside. THe center o fthe organization has to do what the schools cant, payroll, budget, To get a powerful school, you need a powerful school, not a powerful central office. As I looked at the personnel function (hiring, tenure), I knew this is something taht the board loved. In workforce analysis we slice the organization horizontally (grades) and vertically (subject). Who are we? of what do we consist? what certs do we have as a group. as we think about this faculty going forward, what should we look for to make us more powerful as a group. Creating a recruiting plan for district needs. If we get opportunities to hire where should we look? What learning patters do we look at? Its about decentralizing personnal and to engnage teachers in how to create powerful groups. Its an introspection to begin with. It takes place of an artifect strategy. You can create many different contacts...it will explode. As you create the analysis, you drop out the names. When the faculty starts to set standards for tenure. Whoe will become a set employee in this district and we will judget them. When a faculty takes over this responsiibility, it takes teachers to a new territory.
 * Whats the purpose of project owners? To be the prime learning. People who are concerned about their own learning and the learning of their colleagues. What conferences shoudl we be going to? Carrying out the initiatives is dependent on adult learning. There is the issue of communication and how we spread the word and help people understand what we are doing.
 * This is not a speech. We are going to engage in a conversation. Its your time to ask questions.
 * Learning is a behavior change and performance is how we measure that change. UDL is highly connected to RtI and Total Literacy in that we have to reach more children. We need to create additional channels for information flow and additional channels of expressing learning. Brain research now shows that we know this is effective.
 * That is why teacher learning is so important in trying to improve student learning.
 * Construction and Blending of Workforces - Informal conversations take place at specific locations. Example-water cooler, clerical. This is a spot for people to talk. Using choice architecture.
 * What are you learning?
 * INFECT the organizational team
 * Very aggressive goals that will change how we operate?
 * The immediate problem is that this organization is perfectly oganized to produce the results we have now, if you decide you want them to produce something else...how will you change the organization
 * Our students will live until 2070
 * Its about making good decisions - gather relevant info
 * Our students need to have better thinking skills, not necessarily knowlege but the ability to know how to collaborate and share information with the rest of the world
 * our students need to have better thinking skills, not necessarily knowlege but the ability to know how to collaborate and share information with the rest of the world
 * Role of BOE - Intellectually they are good, but emotionally they will want to react
 * What are the real issues we want to put on the table?
 * Policy 1400- how to deal with complaints
 * Supt writes regulations, board will accept the policies
 * Administer within the framework of policy, if they dont like it, they must take it up with the BOE
 * Union comes to you, send them to colleen. Its against the interest of maria (curr) to deal with these union issues. Great Idea! What is this question? Are you filing a grievance? Please take that up with Colleen.
 * Committees are a means to an end, start with a goal then figure out if you need a committee.
 * Tregoe will change the way you make decisions in all areas of life
 * On New Teachers-you are trained, you are the experts when I (max) went to school we didnt undertand what we know today about teaching and learning
 * On Rectitude - Rectitude is the power of deciding upon a certain course of conduct in accordance with reason, without wavering, to die when it is right to die, to strike when to strike is right." In simple words it is the ability do define what is right and to do it and stand for it even if the price is the persons own life and from that we understand why it is a virtue defining all virtues.
 * One of the mistakes I made was not including the middle of the organization on the boe goals.
 * What starts today is an orientation to the broad setting of goal setting and how we will finish their work.
 * Output of the school district
 * Early Childhood education, technology, culture, we are looking for leadership to take this place forward.
 * What are the next steps that will make this an outstanding program?
 * [|Robert Howard] - best mind in character education
 * Key Messages and Communication: When there is an issue that people care about and there is no official story, then they go and make up an explanation. If they dont get the info from us, then they make it up. The practice we need to cultivate is recognize those situations and figure out how to take care of it. What are my key messages and who needs to know. Anticipating what those stories will be and moving people. Its about developing our practice with communication. You create the explanation thats out there...people will follow that unless you LIE to them. People that question what you are saying will face the uphill battle of proving you wrong.
 * They want to know that the district is managed well. They want to brag about their district.
 * What to do? Write the goals and submit them to the board. We will start to develop the strategic plan and develop what those goals mean.
 * World Class Immersion Language Program- who is ready to equip this
 * They will SHOWER Money on this!
 * Why did you get elected to the BOE?
 * GOALS
 * HEre is the frist step. Buddy up with each other and take some time to draft these goals. You ahve to design it, you have to own it. Be poetic when you draft these goals. This is about inspiration.
 * How are we going to deliver on this goal?
 * Poetic inspiration stuff
 * Goals first then objectives
 * How does this fit into a 3-5 year plan
 * Speak with Faculty
 * Next week, please be prepared to provide goals and objectives if you are ready.
 * When I talk to the community about the budget, I will talk about what WE Intend to deliver.
 * I DON'T want to talk about TAXES. I want to talk about what we are doing for our kids.
 * We will become a rational powerful thinking organization.
 * its decision driven data analysis
 * Initiatives will flow out of the district goals, but each initiative represents a project that has to get done over time. Project management is a way to organize our work. Have a solid understanding on why this is important.
 * Initiatives will flow out of the district goals, but each initiative represents a project that has to get done over time. Project management is a way to organize our work. Have a solid understanding on why this is important.
 * Reason for the project
 * Should we do this - etc. total literacy, UDL (universal
 * How will we do this - etc. reduce class size
 * 2. Project outcomes / objectives**
 * These further clarify and expand on the reason for undertaking the project
 * Write a short statement which describe:
 * Specific results
 * Benefits
 * Constraints
 * 3. Develop work list or tasks**
 * This step describe how we will complete the project
 * Create list of "deliverables"
 * major components that must be produced to meet project objectives
 * what major achievements that must be completed in order to meet project objectives
 * How do you use the knowledge of process to get this list done (use a SA)
 * 4. Identify resource requirements**
 * Personnel
 * Time line
 * Cost Boundaries

Mystery vs Secrets - in education we are always working in a mystery. even if i was successful today i know there is something more for tomorrow. What is the essence of my existance or work?

Sendge... Essence--> Principles--> Practices Joey, Katie and Todd will be performing your bypass. But they will also be selecting the next president, etc...become ethical decision makers as they grow up. What constitutes an educated person? We want them to be able to reason appropriately, be the jury? If you were arrested would you be OK with your students being the jury? They may have the knowledget and skills, but do that have the morality, citizenship, etc..

The goal of education is to rpomote full, critical and responsible citizens ones that have the knowledge skills and dispositions to participate in civil society and to make ethical choices in daily life voting and serving their community. If we know where we are going there are several paths. THe paths are not mutually exclusive. Those that have been chosen fin PJ should respond to the comm needs talence and interests.

Moral/Character Eduation through integrated curriculum Social Captial, how engaged are people, do people trust people, do they get along, rate of engagement. Social capital is a better measure of success. THere is a strong correlation to success when high social capital. Formal social captial, pta, groups, etc..

How do you use the power and authority of a school district to link people together for a high purpose?