On last week’s virtual Community of Practice call, the issue of trust was discussed as several teams within the five schools have selected Component C: Fosters a Culture of Trust for their goal for this spring. Dr. Erin Anderson asked a question of the group, “What can we4 do during team meetings to encourage trust?” I have to share that this issue of trust has even caused me to stay up at night. Trust is an elusive concept that we know is critical to team success. Even building out the collaborative inquiry toolkit, it was difficult to find resources about trust.
Given this question, I did go back and look at various resources listed under Component C of the Collaborative Inquiry Toolkit website. To help answer Erin’s question, I want to point us back to those resources and ask if you have any other great resources to share to send them my way. Here’s the link to Component C of the Collaborative Inquiry Toolkit: http://www.mnpscollaboration.org/component-c-culture-of-trust.html.
Some resources I want to spotlight are:
How about you and your team? How do you build trust? Do you have other great resources to add to the toolkit?
If so, please email them to Margie Johnson at firstname.lastname@example.org.
In June 2015, Dr. John Hattie released two reports entitled, What Doesn’t Work in Education: The Politics of Distraction and What Works Best in Education: The Politics of Collaborative Expertise. Dr. Stephanie Hirsh, Executive Director of Learning Forward, has a great blog post about these two reports in EdWeek. In case that link doesn’t work for you, you can access a pdf version at this link: https://goo.gl/5Y6Ykb.
Some key points to highlight from the discussion about Hattie’s work include:
When the Learning Forward conference was here in Nashville in December 2014, I had the opportunity to be in a session with Dr. John Hattie. He challenged us all to “Know Thy Impact.” By using data and focusing on meaningful talk about addressing root causes and monitoring our progress, we can better answer that question.
However, building a collaborative culture does not happen overnight. We must all work together to build our capacity to have meaningful collaborative conversations where data is at the center to ensure we are addressing root causes and not “surface level” issues.
What strategies are working for you and your team in building your capacity for leveraging collaborative expertise?
I’d love to learn more about it. Also, if any support is needed, please feel free to contact me at email@example.com.
Here’s to a great week!
Hirsh, S. (2015, November 18). Leverage the power of collaborative expertise. EdWeek Blog. Retrieved from http://blogs.edweek.org/edweek/learning_forwards_pd_watch/2015/11/leverage_the_power_of_collaborative_expertise.html
“A collaborative culture does not simply emerge in a school or district: leaders cultivate collaborative cultures when they develop the capacity of their staffs to work as members of high-performing teams” (DuFour, DuFour, Eaker, & Many, 2010, p. 153).
Last week, I got an email that talked about Google's quest for building the perfect team culture. It was great to know that we are not alone in the quest for improving how teams work together...
"In 2012, the company embarked on an initiative — code-named Project Aristotle — to study hundreds of Google’s teams and figure out why some stumbled while others soared" (Duhigg, 2016, February 25).
Of course, Google LOVES data and used lots of it throughout the study. Interestingly enough, the major finding from Project Aristotle, is the importance of a team having "psychological safety." Two characteristics of psychological safety that emerged from the study were:
Hum, I think we have heard that word, psychological safety, before from Laura Lipton and Bruce Wellman. If you attended their workshop sessions on Got data? Now what? or Leading Groups, they talk about psychological safety.
Here’s some tips from their books for fostering psychological safety in your teams:
Have you used any of these strategies? If so, I'd love to hear from you.
Also, if you have any questions about these tools OR have other tips for developing psychological safety with your team, please feel free to contact Margie Johnson at firstname.lastname@example.org.
DuFour, R., DuFour, R., Eaker, R., & Many, T. (2010). Learning by doing: A handbook for professional learning communities at work? (2nd ed). Bloomington, IN: Soution Tree Press.
Duhigg, C. (2016, February 25). What Google learned from its quest to build the perfect team. The New York Times. Retrieved from http://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html?_r=0
Lipton, L. & Wellman, B. (2012). Got data? Now what?: Creating and leading cultures of inquiry. Bloomington, IN: Solution Tree Press.
Lipton, L. & Wellman, B. (2011). Leading groups: Effective strategies for building professional community. Sherman, CT: MiraVia, LLC.
This week, Dr. Laura Lipton, is visiting each school to provide coaching sessions around collaborative inquiry. Today, we finished our first two visits at Two Rivers and West End. Tomorrow we visit Margaret Allen and Haynes. Wednesday, we finish up at Wright.
It has been a wonderful learning experience not only for the data team participants but also for me. I thank you for allowing me the opportunity to learn with you throughout this process. Once the coaching sessions are finished, we will be using the data to identify patterns and trends about implementation. I will use that data to provide targeted support in the identified areas.
If you think of something you need, please feel free to contact me at any time at email@example.com.
Here's to a GREAT Week!!!
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