Accountability Drives Growth

These days, it seems that everyone says they want change. However, the fact is that those asking for it might not be as open to the idea as they want others to think. The number dwindles even more when considering who wants to lead the process.   No matter how you slice and dice it, improving outcomes aligned with change relies on the dreaded “A” word – accountability.  It doesn’t have to be this way, though.  Success hinges on a leader’s ability to help others see the value in accountability as a growth mechanism, not an “I gotcha.” A vision, mission, and strategic plan only come to fruition when this piece is in place. 

Let’s examine this fact a bit more closely. Accountability for growth is a cornerstone of effective organizations, and districts and schools are no different. When teachers and administrators are held accountable for their actions and outcomes, it drives performance, innovation, and continuous improvement. At a systems level, instilling a culture of accountability requires a comprehensive approach that involves clear goals, regular feedback, and supportive leadership.   

Goals

One key strategy for instilling accountability is to establish clear and measurable goals. Research suggests that specific, measurable, achievable, relevant, and time-bound (SMART) goals can significantly improve performance and motivation (Locke & Latham, 1990). When goals are well-defined and understood, individuals and teams are more likely to take ownership of their work through reflective action and strive to achieve them.   

Feedback

Regular feedback is another critical component of a culture of accountability, a fact I discussed in detail in Disruptive Thinking. Constructive feedback helps individuals understand their strengths and gaps in practice and provides opportunities for growth and development. According to Hattie (2009), feedback is one of the most powerful influences on learning and achievement. By providing timely and specific feedback, leaders can empower individuals and teams to improve their performance and stay on track.   

Leadership

Leadership plays a crucial role. Effective leaders create a culture where accountability is valued and rewarded. They set a strong example by holding themselves accountable for their own actions and decisions. Additionally, as I articulated in Digital Leadership, they empower their people by providing them with the resources, support, and autonomy they need to succeed.  Transparency cannot be overstated.  As I shared in a previous post, leadership is not just about providing direction—it's about creating a culture where trust thrives, decisions are transparent, and every voice is empowered to contribute to the bigger vision. 

Districts and schools can implement systems and processes that promote transparency and shared responsibility. For example, regular learning walks, performance check-ins, and progress updates can help to keep everyone aligned and focused on common goals. Additionally, using data and analytics to track progress and identify areas for improvement can provide valuable insights and drive accountability.   

Achieving growth accountability at the systems level necessitates a comprehensive strategy that includes well-defined expectations, continuous feedback, strong leadership support, and efficient systems and processes. Strong leadership is essential for creating a culture of accountability. Leaders must set the tone by modeling the behaviors they expect from their people. They must also provide the resources and support that individuals and teams need to succeed. Additionally, leaders should celebrate successes and provide constructive feedback to help individuals and teams improve.

Hattie, J. (2009). Visible learning: A synthesis of over 800 meta-analyses relating to achievement. Routledge.   

Locke, E. A., & Latham, G. P. (1990). A theory of goal setting & task performance. Prentice Hall.

Compliance vs Engagement

One of the best aspects of the work my team and I at Aspire Change EDU do is getting into leaders as part of the coaching process.  During this time, we begin to collect qualitative evidence aligned with growth opportunities that they have set during initial meetings.  No matter where our travels take us, one of the most common areas districts and schools want to improve is shifting from compliance to student engagement. Truth be told, from my lens, this is something that most systems would benefit from if learning is the goal. Let’s begin to differentiate the two. 

Compliance and engagement are two concepts in the classroom, which I dive into in Disruptive Thinking in Our Classrooms. Compliance refers to following rules or expectations without necessarily understanding or internalizing the reasons behind them. It's often driven by external motivations like avoiding punishment or receiving rewards. Below are some characteristics and examples:

• External or limited motivation: Students may comply to avoid punishment or receive awards. In Drive, Dan Pink refers to these as “carrots & sticks” and “if-then” rewards that are extrinsic in nature.
• Passive consumption and participation: Students may simply do what they are told without active involvement. Examples include taking notes, listening to lectures, watching videos, and popcorn or teacher-led reading.  Other passive examples include paying attention while only a few students respond to verbal questions and sitting at desks while one student is at the board or interactive screen. Keep in mind there is no such thing as passive learning. 
• Superficial understanding: Compliance often indicates a basic understanding of the task but not necessarily a deeper grasp of the subject matter or concepts. These are often associated with questions that are mostly depth of knowledge (DOK) 1 or the foundational level of Bloom’s Taxonomy (who, what, where, when).

Engagement, on the other hand, involves being actively involved, interested, and enthusiastic about learning. It's fueled by intrinsic motivation and often leads to a deeper understanding of the subject matter. While both compliance and engagement may result in completing tasks, the underlying motivations and levels of involvement are vastly different. Here are some practical examples that can be aligned with standards to engage students in the classroom:

• Student voice: everyone in class responds to questions using whiteboards, dry-erase surfaces, Post-its, or technology.
• Turn & talk to spark discourse 
• I do, we do, you do
• Relevant application
• Scaffolded questions & tasks to provide an appropriate amount of challenge (check out the Relevant Thinking Framework) 
• Choice activities (must-do/may-do, choice boards, playlists - learn more in Personalize)
• Differentiation (i.e., data-enhanced rotations)
• Cooperative learning
• Meaningful extension activities to maximize time
• Success criteria & rubrics when students are completing projects or writing tasks

Think of a classroom like a garden. Compliance is like planting seeds without tending to them. The seeds may sprout, but they won't grow into healthy plants without proper care. Engagement is like carefully tending to the garden, watering the plants, and providing sunlight. These plants will thrive and produce beautiful flowers.

Similarly, in a classroom, compliance may result in students completing tasks, but they may not truly understand the material or be able to apply it. Engagement involves active participation, asking questions, and seeking deeper understanding. This approach leads to students who are more likely to thrive academically and develop a genuine love for learning. That’s the goal, right? 

Cutting Through the Fog: Why Leadership Clarity Matters

"Leadership clarity is the light that cuts through the fog of uncertainty, guiding others toward a clear and purposeful path."

During my early years as a principal, I was literally flying by the seat of my pants. No one person or program can adequately prepare you for the realities of the job, as things are coming at you from every direction.  While putting out fires comes with the territory, the real work lies in developing a learning culture prioritizing relationships and student outcomes. A leader’s calling is to make a difference in the people they serve, but success is often challenging to attain if they are unclear on the purpose or direction. It took me two years into my principalship to realize that there was a lack of clarity and I needed to own this fact. 

The Benefits of Leadership Clarity

Leadership clarity, the ability to articulate a clear vision, set specific goals, and communicate effectively, is a cornerstone of any successful district, school, or organization. When leaders are clear about their expectations, it creates a sense of direction, alignment, and motivation among team members. Below, I outline some clear benefits.

• Enhanced Engagement: Leaders who clearly articulate their vision and goals create a sense of purpose and meaning. This engagement can increase productivity, job satisfaction and lower turnover rates.
• Improved Decision-Making: Clear communication and expectations from leaders can help people make informed decisions and avoid misunderstandings. This can lead to faster and more effective problem-solving, which is imperative in a disruptive world. 
• Stronger Team Cohesion: When leaders provide clear direction and guidelines, it fosters a sense of unity and collaboration among staff. This can lead to increased trust, cooperation, and overall team performance.
• Increased Agility: Clear leadership can help systems adapt more quickly to changing conditions and educational trends. Leaders can help their people navigate uncertainty and seize opportunities by providing a clear roadmap.

The “why” always matters.

Research Supporting the Importance of Leadership Clarity

Numerous studies have demonstrated the positive impact of leadership clarity on outcomes. For example, a study by Hersey and Blanchard (1988) found that leaders who effectively communicated their expectations and provided the necessary support were likelier to achieve their goals. Similarly, a study by Bass and Avolio (1993) identified "transformational leadership" as a critical factor in organizational success. Transformational leaders are known for their ability to inspire and motivate their followers by articulating a clear vision and communicating effectively.

Strategies for Developing Leadership Clarity

So, where do you begin? While there is no “secret sauce” regarding leadership clarity, there are some general strategies leaders can employ, which I have outlined below.

• Set Clear Goals and Expectations: Who doesn’t love SMART goals? Leaders should establish specific, measurable, achievable, relevant, and time-bound (SMART) goals for their team. By communicating these goals clearly, leaders can help their people understand their role in achieving organizational objectives.
• Multi-faceted Communication: As I shared in Digital Leadership, you will not find an effective leader who is not an effective communicator. Leaders should use clear and concise language when communicating with staff. They should also actively listen to concerns and feedback from the people they serve.
• Provide Regular Feedback: Regular feedback is essential for helping staff understand their practice and areas for improvement. It also serves to validate great work. Leaders should provide positive and constructive feedback to help people grow and develop. Just remember that timeliness, practicality, and specificity determine the overall impact of feedback. 
• Lead by Example: Don’t ask others to do what you are unwilling to or have not done yourself. Leaders should model the behavior they expect from others. By demonstrating clarity, commitment, and integrity, leaders can inspire the masses to follow suit.

Don’t let others get lost in the fog. Leadership clarity is the compass that guides educators through the complexities of today’s landscape. It can inspire people and create a culture of trust, innovation, and increased achievement. As the world continues to evolve rapidly, the importance of leadership clarity will only grow. With your fog lights turned on, the future will be bright. 

Bass, B. M., & Avolio, B. J. (1993). The multifactor leadership questionnaire (MLQ). Leadership & Organization Development Journal, 14(3), 30-41.

Hersey, P., & Blanchard, K. H. (1988). Management of organizational behavior (5th ed.). Addison-Wesley.

The Art of Justifying Change

Change is an inevitable constant in education. If it isn’t, it surely should be. While it can be met with resistance, effective leaders understand that it is often necessary for growth, innovation, and, most importantly, to meet the needs of students. As a principal, I vividly remember spearheading several major change initiatives such as improved grading practices, Bring Your Own Device (BYOD), selection and implementation of a new evaluation system, development of the Academies at NMHS, adoption of virtual courses, and establishing learning walk protocols.  These were all significant shifts that required justification.  

Change without justification is a leap into the dark. Illuminate your path with reason to help others see the value. 

To successfully justify change, leaders must articulate a compelling vision, address concerns, and provide support. Here are some things to consider. 

Articulate a Compelling Vision

A clear and inspiring vision is essential for motivating people to embrace different and better. Leaders should paint a picture of the future state, emphasizing the benefits of the specific change and how it aligns with overall goals. This vision should be communicated effectively through a multi-faceted approach, something I emphasize in Digital Leadership.  Ensuring everyone understands the "why" behind the change is vital. 

Present research and evidence

These play a crucial role in justifying change by providing a solid foundation for decision-making. By examining quantitative data, showcasing qualitative evidence, and sharing case studies, leaders can illustrate trends, uncover potential problems, and evaluate the effectiveness of different approaches. People want to know that it works, how it can be implemented effectively, and what constitutes success. When presented to educators, this evidence-based approach helps mitigate risks, build trust, and ensure that changes are aligned with the vision and goals. Additionally, research can be used to anticipate potential challenges and develop strategies to address them proactively, ultimately leading to more successful and sustainable change initiatives.

Address Concerns and Questions

Change can be unsettling for many people, leading to concerns and questions. Leaders must be prepared to address these concerns directly and honestly. Acknowledging the challenges and providing reassurance builds trust and alleviates fears. It's important to listen attentively to concerns and clearly explain the decisions made. See the previous paragraph. 

Provide Support and Guidance

Implementing change requires support and guidance. Leaders should provide the necessary resources, professional learning opportunities, feedback, and mentorship to help people acclimate to the new environment. Leaders can empower staff to succeed in the face of change by investing in their growth. Try to avoid drive-by and one-and-done events, as the research is pretty clear that these don’t lead to sustained change. Instead, invest in job-embedded and ongoing professional learning that combines presentations, workshops, coaching, mentoring, strategic planning, and an inspirational keynote here and there. Creating a supportive and inclusive culture can help develop a sense of belonging and reduce resistance to change.

Celebrate Successes

Recognizing and celebrating successes along the way is crucial for maintaining momentum and morale, something Nicki Slaugh and I highlight in Personalize. By highlighting the positive outcomes of change, leaders can reinforce the benefits and encourage continued commitment. This can also help build a sense of accomplishment and pride amongst staff.

Be Patient and Persistent

Change is often a gradual process, and it may take time for people to fully embrace the new and better way of doing things. It is vital to be patient and persistent in the efforts to drive change. By maintaining a positive and supportive attitude, leaders can inspire employees to overcome challenges and achieve the desired outcomes.

By following these guidelines, leaders can effectively justify change and create a positive and productive culture. Remember, change is not just about implementing new processes or technologies; it's about transforming how people work and think. Leaders can ensure a successful transition to a brighter future by inspiring and empowering their most precious resource – the people who actually implement change.