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. 

We All Learn at a Different Pace

During the pandemic, I was grounded for an extensive period of time.  It was quite odd and liberating not to be constantly on a plane, train, or in a rental car. Boy, did I make use of my bike since the gyms were closed.  While a few of my projects continued, these were few and far between.  When I traveled, there was nowhere to go and eat as everything was delivered. One of the few perks in my line of work is enjoying different kinds of food unique to certain areas of the world. This might be the only consistent pleasure when you are a road warrior. Living out of a suitcase is less glamorous than one would think. 

Since I now had precious time at home, I decided to become a better cook. I saw this as both a hobby and a necessity since I didn’t have numerous restaurant choices at my fingertips like I did on the road.  Thus, I began by reflecting on some of my favorite travel dishes.  The first thing that came to mind was charbroiled oysters.  Now, being from the Northeast, I will tell you that we eat our oysters raw. Long Island Bluepoint’s are my favorite.  It wasn’t until work took me to the Gulf Coast of Mississippi that I had my eyes opened to a new delicacy. 

Oysters grow in the Gulf of Mexico and are much larger than those found in colder areas around the world. When I saw these on the menu, I was intrigued and tried them. Until now, I had only had them either fried or Rockefeller style, but never charbroiled.  One bite in, and I was asking myself where these have been all my life. Here is an interesting fact. It would be best if you were careful eating warm-water oysters raw as they often contain much higher amounts of harmful bacteria. I know this as I have a B.S. in marine biology.  Thus, I avoid eating them raw. 

Back to my story. Drago’s is one of my favorite places in New Orleans to get charbroiled oysters. So, during the pandemic, I searched to see if I could find their recipe. Lo and behold, I came across a YouTube video, which I watched repeatedly until I was ready to take a stab at cooking them myself. When my confidence peaked, I put my learning into action and shucked, seasoned, and cooked them for the first time. The smell that emanated made me feel like I was in Drago’s, and I was mesmerized by the flames engulfing the oysters as the garlic butter boiled over from each one. 

Finally, it was judgment time, and my family and I tried them. Let’s say it was a resounding success. My mom, who doesn't eat oysters, loves mine. My twin brother now brings bushels to my house for me to shuck and cook.  It is such a joy for me to now make charbroiled oysters for family and friends, but here is the point of the story. If I hadn’t been able to learn at my own pace, I am not sure I would have been successful. I literally watched the YouTube video ten times before I began and serval times during the process. Nicki Slaugh and I shared the following in Personalize:

If learning is the goal, students should be able to work at their own pace within reason.

The above quote should resonate as learning is a process, not an event.  When students can progress through standards and concepts at a speed that suits their individual needs, they are more likely to feel engaged and motivated. This can lead to increased understanding, higher levels of confidence, and a greater appreciation for the content. Additionally, working at one's own pace can help reduce stress and anxiety, allowing students to focus on the learning process rather than feeling pressured to keep up with their peers. 

Consider strategies such as flipped lessons, playlists, choice boards, must-do / may-do menus, or stations with an adequate amount of time. You can read more about these strategies HERE.

The pace of learning is and should be individual, but the destination is the same. 

The Power of Routines: Building a Strong Foundation for Success

 Many of my friends, family, and colleagues know that I am routine-oriented.  I get up around the same time every morning (5:00 – 6:00 AM), go to the gym, and then have a protein shake. When I am home, I follow up my workout with an elaborate smoothing, take the dogs for a walk, and then head to my office to generate a to-do list for the day. From there, I open up my calendar and get to work. Throughout the day, I drink at least four cups of green tea and eat every two hours or so. On the road, my routine is similar in terms of getting up, working out, and making sure I have a significant protein intake. After speaking or coaching, I then do the calendar and email ritual.  No matter where I am, I typically go to bed between 9:30 and 10:00 PM. If my routine is interrupted, I get a tad moody.  

There is a point to sharing my story. Often seen as mundane or repetitive, routines hold immense power in shaping our lives. They provide a structured framework, helping us manage time effectively, reduce stress, and ultimately achieve our goals. If I didn't have these I doubt I would have stuck with blogging for fifteen (15) years or written any books. There is a great deal of science behind routines and incorporating them into our daily lives can lead to more tremendous success and fulfillment.

The Science of Routines

Our brains are wired for efficiency. Establishing routines creates neural pathways that make it easier for our minds to navigate tasks and decisions. This cognitive ease can lead to increased productivity and reduced stress. Research by Wendy Wood, a leading expert in habit formation, has shown that routines can become so ingrained in our behaviors that they become almost automatic, freeing up mental energy for other tasks (Wood & Neal, 2016).

Benefits of Routines

While sticking with the same general schedule or plan might seem counter to achieving our goals, research says otherwise.  Below are some of the ways routines can help you maximize time and find success.

• Increased Productivity: By streamlining daily tasks, routines help us focus on what matters most. A study by the University of California, Los Angeles, found that individuals who followed consistent morning routines reported higher productivity and satisfaction levels (Walker et al., 2018).
• Reduced Stress: Routines can provide a sense of control and predictability, which can help mitigate stress. A study published in the Journal of Experimental Psychology found that individuals who followed a structured daily routine experienced lower cortisol levels, a stress hormone (Schmitz et al., 2018).
• Improved Mental Health: Establishing routines can contribute to overall well-being. A study by the National Institutes of Health found that individuals who engaged in regular exercise routines reported lower rates of depression and anxiety (Blumenthal et al., 2007).
• Enhanced Goal Achievement: Routines can serve as stepping stones toward achieving our goals. By breaking down larger objectives into smaller, manageable steps, we can stay motivated and focused on progress (Gollwitzer & Sheeran, 2006; Wood & Neal, 2016)).

Creating Effective Routines

There is no best way to develop a routine.  This is and always should be a personal decision that considers context and the specific goals you are trying to achieve. Here are some general suggestions. 

• Start Small: Incorporate one or two simple routines into your day. Gradually increase the number of routines as you become more comfortable with them. There is no such thing as a small win if they combine to create lasting change.
• Be Consistent: Consistency is vital to forming lasting habits. Stick to your routines as much as possible, even on weekends or vacations.
• Be Flexible: While routines provide structure, allowing for flexibility is essential. Life can be unpredictable, so be prepared to adjust your routines as needed.
• Track Your Progress: Keeping a journal or using a habit-tracking app can help you monitor your progress and stay accountable.

Routines are a powerful tool for improving our lives professionally and personally. Establishing consistent habits and practices can enhance productivity, reduce stress, and help us achieve our goals. So, why not start incorporating routines into your daily life today and experience the benefits firsthand?

Blumenthal, J. A., Babyak, M., Moore, G. A., Herman, S. J., Khatri, P., Waugh, R., ... & Williams, S. (2007). Exercise training and stress reduction in sedentary older adults: A randomized controlled trial. Journal of the American Medical Association, 297(19), 2090-2098.

Gollwitzer, P. M., & Sheeran, P. (2006). Implementation intentions and goal achievement: A meta-analysis of psychological research. Review of General Psychology, 10(4), 312-333.

Schmitz, H., Friederich, R. C., & Dreisbach, G. (2018). Daily routines and cortisol levels: A longitudinal study. Journal of Experimental Psychology: General, 147(10), 1729-1739.

Walker, M. B., Lewis, J. M., & Broda, M. L. (2018). The effects of morning routines on perceived stress and productivity. International Journal of Stress Management, 27(2), 101-113.

Wood, W., & Neal, D. T. (2016). Habits in everyday life: Why we do what we do. Current Directions in Psychological Science, 25(4), 237-241.

4 Steps for Continuous Improvement

There is a great deal on the plates of teachers and administrators.  How many of us were initially trained doesn’t carry as much weight in a world where information is readily at our fingertips. Take lesson planning, for example. Many of us recall the days when lesson plans were a labor of love or a big waste of time. We spent countless hours crafting detailed outlines, complete with objectives, activities, assessments, and even a backup plan in case of inclement weather. For some of us, lesson plans were works of art; each one was a testament to our dedication and passion for teaching. In other cases, they were a waste of time.  

Let’s now take a look at the modern era. Efficiency and flexibility are now prized above all else. Lesson plans should be more streamlined, focusing on essential learning outcomes and incorporating innovative strategies to enhance the learning experience. While we understand the value and importance of planning, a more adaptable approach allows educators to respond to students' needs in real-time. 

Yes, a plan is important. However, it does not and should not be an arduous process. Consider the following steps when it comes to continuous improvement as a teacher. If you are an administrator, consider how your learning walks and feedback protocols can support growth in these areas. 

1. Plan standards-based lessons with measurable learning goals.
2. Implement effective strategies to maximize time, provide an appropriate amount of challenge, and engage students. 
3. Evaluate insights from exit tickets, assessments, adaptive tools, and/or student work to determine lesson effectiveness. 
4. Grow by reflecting to identify gaps in practice. Then, attend and implement strategies gleaned from professional learning. You can also leverage professional learning communities (PLCs), personal learning networks (PLNs), or other growth opportunities.

Teachers and administrators are compelled to adapt to changing times where access to information is instant and flexibility is crucial. The days of rigid, labor-intensive lesson planning are behind us. Instead, streamlined, standards-based lesson plans focusing on essential learning outcomes are critical. Teachers can embrace adaptability to better respond to students’ needs in real-time while clearly focusing on measurable learning goals. Consider how this continuous improvement process can transform the teaching and learning experience, whether you are an educator or an administrator. Administrators, empower your teams by offering meaningful feedback and encouraging professional growth. By embracing flexible, outcome-driven planning, we can better meet the needs of every student and cultivate a thriving learning environment.

Lessons in Leadership: Defusing Situations Effectively

Effective leadership is not just about setting goals, improving pedagogy, and making decisions; it's also about managing relationships and resolving conflicts. Adaptability, inspiring trust, and leveraging an empathetic lens are crucial elements for a positive resolution (Kouzes & Posner, 2017; Goleman, 1988; Tannenbaum & Schmidt, 1973).  As a leader, your ability to defuse the situation and restore calm can have a profound impact on the learning environment in your school or district.  

During a coaching visit, a recent situation reminded me of the importance of effectively diffusing situations.   As I provided feedback to the principal, she had to step out repeatedly to deal with a situation in a room next to the office.  It was here that a student was having a severe meltdown that had persisted for over half an hour. Despite the best efforts of school administrators and support staff, they could not calm him down. It was at this point that I asked if I could try. When I offered assistance, I approached the situation with a different perspective, leveraging my experience and understanding of assisting students with unique needs.

I began by showing the student pictures of me with Australian animals on my phone, a subject many kids his age find fascinating. In seconds, he was hooked, trying to touch the screen.  I gently explained that anger and yelling could scare these animals, appealing to his empathy and understanding. To my relief, the student immediately calmed down, his distress visibly subsiding. Within a few minutes, he was back in class, ready to continue his learning.

The experience above underscores the importance of personalized support in leadership. By understanding individuals' unique needs, leaders can tailor their approach to address challenges and foster positive outcomes effectively. In this case, my knowledge of student's interests in kindergarten and my use of a creative, personalized strategy demonstrated the power of empathy and understanding in resolving a difficult situation. There is a connection to leadership here. Leaders who can connect with individuals on a personal level are more likely to inspire trust, build relationships, and achieve lasting results.

Successfully diffusing situations requires a combination of skills, empathy, and strategic thinking. Here are some valuable lessons leaders can learn from such experiences:

• Empathy is Key: Understanding the perspectives and emotions of those involved is crucial. By putting yourself in their shoes, you can respond compassionately and avoid escalating the situation.
• Active Listening: Pay close attention to what others are saying verbally and nonverbally. This shows that you value their input and can help you identify underlying concerns.
• Effective Communication: Use clear, concise language and avoid making assumptions. Choose your words carefully to avoid misunderstandings and maintain a respectful tone. As I shared in Digital Leadership, you won't find and effective leader who is not an effective communicator. 
• Remain Calm: It is essential to control one's emotions. A calm demeanor can help de-escalate tensions and signal to others that the situation can be resolved peacefully.
• Find Common Ground: Look for areas of agreement or shared goals. This can help bridge divides and create a sense of unity.
• Offer Options: Provide choices or solutions that address the concerns of all parties involved. This shows you're willing to compromise and find a mutually beneficial outcome.
• Follow-Up: After a situation is resolved, follow up with the individuals involved to ensure that the issue has been fully addressed and that there are no lingering tensions.

By practicing these skills, leaders can become more effective at diffusing situations and building positive relationships within their staff, schools, and districts. Educational leadership is not just a job; it's a calling. Great leaders can transform schools, shaping the lives of countless students and inspiring a new generation of learners.

Kouzes, J. M., & Posner, B. Z. (2017). Leadership in organizations: Why should anyone follow you? (10th ed.). Jossey-Bass.

Goleman, D. (1998). What makes a leader? Harvard Business Review, 76(6), 67-74. 

Tannenbaum, R., & Schmidt, W. H. (1973). How to choose a leadership pattern. Harvard Business Review, 51(3), 136-148

Leading with Clarity: The Power of Transparency in Building Trust and Driving Success

 "In the absence of knowledge, assumptions fill the void—where clarity is lacking, rumors take root, and uncertainty breeds misdirection." - Eric Sheninger

Imagine trying to navigate a maze blindfolded, with no idea where you're going or what obstacles lie ahead. Frustrating, right? Now, picture having a leader who hands you the map, explains the terrain, and guides you step by step. With transparency, confusion and hesitation melt away, replaced by confidence and trust in every move.  That's the power of transparent leadership. 

Leading with clarity 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.

Being a transparent leader isn’t just a style; it’s a commitment to honesty, openness, and integrity, something I elaborate on in Digital Leadership. It involves sharing information, developing trust, and creating an environment where everyone knows the direction and goals of the organization. Trust is foundational to effective leadership, and transparency serves as a critical enabler (Burke, Sims, Lazzara, & Salas, 2007). Transparency builds trust within a team by eliminating hidden agendas and making sure everyone is on the same page. Studies have found that when leaders communicate openly and clearly about organizational goals and challenges, people are more likely to feel connected to the vision and motivated to contribute (Men, 2014). When leaders communicate openly about decisions, challenges, and the reasoning behind certain actions, they empower their staff with a sense of ownership and purpose.

When leaders are transparent, they encourage accountability across the board. According to Schaubroeck et al. (2011), leaders who model transparent behavior by sharing both successes and failures create an environment where accountability is embraced at all levels. People feel more motivated to meet expectations because they understand the "why" behind their work. It also strengthens relationships because staff members know they can count on their leader to be honest, even when the news isn’t good. This creates a culture of open communication, where ideas and feedback flow freely, leading to innovation and growth.

Decision-making is also enhanced. Research by Avolio, Walumbwa, and Weber (2009) highlighted that transparent leaders encourage participative decision-making, improving the quality of decisions and enhancing staff embracement of ideas, strategies, and new initiatives. When people are involved in or aware of the decision-making process, they provide more insightful feedback and are more likely to support the final decision. This leads to smoother implementation and fewer obstacles down the road.

In a world where trust is often hard to come by, transparent leaders shine as beacons of honesty and integrity. They build stronger, more resilient teams and cultivate an atmosphere of clarity, accountability, and growth. By opening the doors of communication, transparent leaders don't just inspire loyalty—they inspire greatness. So, take off the blindfold, share the map, and lead with transparency. Your people—and your organization—will be better for it.

Avolio, B. J., Walumbwa, F. O., & Weber, T. J. (2009). Leadership: Current theories, research, and future directions. Annual Review of Psychology, 60(1), 421-449. 

Burke, C. S., Sims, D. E., Lazzara, E. H., & Salas, E. (2007). Trust in leadership: A multi-level review and integration. The Leadership Quarterly, 18(6), 606-632. 

Men, L. R. (2014). Strategic internal communication: Transformational leadership, communication channels, and employee satisfaction. Management Communication Quarterly, 28(2), 264-284. 

Schaubroeck, J., Lam, S. S. K., & Peng, A. C. (2011). Cognition-based and affect-based trust as mediators of leader behavior influences on team performance. Journal of Applied Psychology, 96(4), 863-871. 

What You Really Need to Know About Artificial Intelligence (AI)

No matter what education circle you are in, AI is likely a topic of conversation. Some see it as the holy grail of education, and this has manifested in countless books and presentations, especially at technology conferences. Even events that are not focused on digital have sessions dedicated to the topic. On the other hand, there are an equal number of skeptics and opponents of using AI in schools.  Concerns center on its potential to replace human interaction and critical thinking skills. Additionally, there are worries about the ethical implications of AI in education, such as bias in algorithms, copyright infringement, and privacy concerns. 

I am not here to convince you which side you should take, as that is a personal decision. However, clarity is needed regarding what AI can and cannot do in education.  

Let’s begin with the shortcomings. AI will NOT:

• Build relationships with students or staff
• Implement a lesson effectively 
• Facilitate meaningful learning

These limitations highlight the importance of human interaction and expertise in the educational process. While AI can be a valuable tool for assisting in various tasks, more is needed to fully replace the role of teachers in fostering personal connections, tailoring instruction to individual needs, and creating a supportive learning environment. AI, while a powerful tool, can only partially replace the role of human leadership in schools. While AI can provide data-driven insights and automate certain tasks, it needs a nuanced understanding of human relationships, cultural contexts, and complex decision-making processes essential for effective leadership. School leaders must build trust, foster a positive school culture, and make informed decisions based on data and human judgment. While AI can support these efforts, it should be seen as something other than a substitute for human leadership.

Prompt all you want. People are the driving force of learning. What you can type into a generative AI tool doesn't matter, as it quickly becomes meaningless if we forget the “who” and fail to implement effective strategies. 

It is essential to understand the limitations to truly take advantage of what AI can provide educators.  I am not going to mince my words.  In my biased opinion, AI CAN: 

• Maximize and save time

In my biased opinion, it's pretty straightforward. Now, I am not trying to diminish any books or presentations on the topic. However, the true power lies in understanding where there are gaps in our practice and using AI to fill these in, saving valuable time in the process.  During the coaching process, I often see opportunities for teachers to bump up thinking by scaffolding questions, make a standard or concept relevant to students, create sound rubrics, personalize learning, implement a hook at the beginning of a lesson, or leverage data (adaptive tools, benchmarks, common formative assessments) to develop appropriate interventions. In the case of the latter some AI tools will allow you to upload data reports to generate suggested tiered supports for students. 

Here are a few examples where I have identified either a gap in practice or an opportunity for growth and then used AI to elicit ideas.  While observing a 7th-grade history teacher, I saw him telling jokes to build relationships at the beginning of the class. While these were funny, they did not connect to the content. Since he mentioned what was covered the day prior, I used this within my AI prompt.  I then asked Google Gemini to create a joke on the Renaissance period for 7th-grade students.  In seconds, I got a few examples. When providing feedback to the teacher, I shared these and why. His reception to these was very positive.  

A 4th-grade teacher asked me for advice on helping his students remember long division.  To assist with my prompt, I asked him what he liked to do to engage his class. His response was to sing.  I then asked ChatGPT to create a song for 4th-grade students to help them remember long division. In seconds, rap lyrics were generated.  I then sang these to the teacher and his expression was priceless. With both examples, I asked the teachers if what was created by AI was aligned with the standards and concepts.  This is a critical step when using these tools, as mistakes can and are made. 

In a past post, I shared how leaders can use AI to provide timely and personalized feedback, create a research-based comment library to use during formal observation or evaluations, and streamline communication.  It can also be used to quickly gather peer-reviewed research to help validate major change initiatives or shifts to pedagogy. One of my favorite tools to use for this is Consensus AI. As mentioned previously, the key is to identify as a leader where these tools can help improve your practice while prioritizing the human element. 

Discounting AI to support and improve education could be a mistake. Becoming over-reliant on it might dilute intended outcomes or even result in a regression of practice. Like any tool, purposeful use will determine its level of effectiveness.  My advice is to keep an open mind while employing a critical lens. Be wary of the glitz and surface-level presentations. The true value of AI now and in the future is in your hands, something you are more than equipped to determine.  

Learn more about professional learning offerings on AI from Aspire Change EDU HERE or email aspirechangeedu@gmail.com

Leveraging SWOT to Navigate the Winds of Change

Understanding our current position is like having a detailed map before embarking on a journey. Charting a course toward our desired destination can be difficult without knowing where we stand. This awareness allows us to identify our strengths, recognize the gaps, and make informed decisions about the steps we need to take. In both personal growth and organizational development, clarity about our starting point empowers us to set realistic goals, measure progress, and ultimately reach where we want and need to be. Knowing where we are isn't just the first step; it's the foundation for every decision that follows. Just like a compass points the way and a map shows your destination, knowing where you are is the first step to achieving your goals. 

For several reasons, determining a district or school's current position is crucial for leaders. First, it provides a baseline understanding of academic performance, culture, student achievement, and overall climate. This information can help identify areas of strength and weakness, allowing leaders to target resources and interventions effectively. Second, knowing where a district or school stands can facilitate comparisons with similar schools or district benchmarks. This can reveal gaps in performance or areas where you are excelling. Finally, clearly understanding the district or school's position is essential for setting realistic and achievable goals. By identifying the starting point, leaders can establish a clear path for improvement and measure progress toward those objectives.

A SWOT analysis can be a valuable tool for leaders to assess their institution's overall health and identify potential areas for growth. By examining internal strengths and weaknesses, as well as external opportunities and threats, leaders can understand the position comprehensively. This information can help them make informed decisions about resource allocation, curriculum development, professional learning, and strategic planning. For example, a district or school might identify a strength in its strong parent involvement but also recognize a weakness in low student achievement in a particular subject. By understanding these factors, leaders can develop targeted interventions to address the weakness while leveraging the strength of parent involvement to support student success.

Below are some starter questions, but feel free to create your own based on the strategic plan that has been developed or will be created. 

Strengths

• What are the core strengths of our teaching staff or leadership team? (e.g., subject matter expertise, pedagogical skills, collaboration) and why?
• What are the most effective programs or initiatives currently in place and why?
• What resources or support systems are in place to enhance teaching and learning? How are these effectively utilized?
• What are the unique strengths of our school community (e.g., parental involvement, diverse student population)?

Weaknesses

• What are the primary areas for improvement in teacher or leader performance? (e.g., differentiation, assessment, technology integration, accountability)
• What pedagogical challenges or gaps exist in specific subject areas or grade levels? How do we know?
• Are there any resource limitations or inequities affecting teaching and learning?
• What are the primary barriers to student achievement within our district or school and why?

Opportunities

• What emerging trends or technologies can enhance teaching and learning? (e.g., AI, virtual reality, personalized learning) and why?
• How can we partner with community organizations or businesses to support student success?
• How can we transform our district or school through digital leadership?
• What opportunities exist to expand our curriculum, extracurricular offerings, and brand presence?
• How can we better utilize data to inform teaching and learning to improve student outcomes?

Threats

• How might resistance to change from teachers, staff, or parents hinder the successful implementation of change(s)?
• What steps can be taken to monitor student progress and adjust our focus areas to meet the needs of all students?
• What strategies can differentiate instruction and accommodate diverse learner needs within our system?
• How can we balance the demands of external accountability measures with the goals of our strategic plan?

Honesty and vulnerability are vital when using a SWOT analysis to create or evaluate a strategic plan.  Knowing where you are sets the stage for carving out a path to where you want and need to be. Happy swotting! 

Learn more about the pedagogical leadership offering and others from Aspire Change EDU HERE or email aspirechangeedu@gmail.com

Prioritization: The Key to Leadership Success

Do you ever feel virtually everything seems critical or important as a leader? Most, if not all, of us have been in this position repeatedly. What happens, though, is that we place an emphasis on tasks that seem essential but have little to no impact on student learning. Prioritization 

The reasons people often prioritize less essential tasks over crucial ones are multifaceted. Sometimes, urgent tasks masquerade as important, capturing immediate attention and eclipsing long-term objectives. Additionally, fear of failure or the unknown can lead to procrastination on challenging but essential tasks. External pressures, such as meeting deadlines or pleasing others, can also divert focus from higher-priority items. Furthermore, a lack of clarity about goals or values can make it difficult to discern what truly matters. Personal factors, including stress, fatigue, or emotional state, can influence decision-making and prioritization abilities. Ultimately, a combination of these elements can contribute to the common challenge of prioritizing effectively.

The ability to prioritize is paramount for effective leadership. Leaders juggle countless responsibilities, such as strategic planning, professional learning, evaluating staff, engaging with stakeholders, and a slew of management tasks.  Trust me when I tell you that this is just a sample list. Prioritizing incorrectly can lead to wasted resources, missed opportunities, and a demotivated team. By focusing on the right things, leaders can drive the organization toward its goals, inspire confidence, and create a clear path forward. 

Educators develop a sense of direction and purpose when priorities align with the overall mission and vision, something I elaborate on in Digital Leadership. Moreover, effective prioritization allows leaders to make tough decisions, allocate resources efficiently, and manage time effectively. The last outcome is the most critical.  How time is used in support of student and educator growth is worth its weight in gold.  Ultimately, a leader who excels at prioritization demonstrates strong decision-making skills, strategic thinking, and a clear understanding of what truly matters to the organization's success.

A person stands at the center of a large, sandy desert with several paths leading out in different directions. Above each path, there are floating scales. Each scale has different objects balanced on it—some light and insignificant, like feathers, and others heavy and meaningful, like gold bars. The person is carefully weighing the paths, looking at the scales, and deciding which path to take, representing the act of prioritizing important tasks over less significant ones.

Shifting from a focus on management to pedagogical leadership requires a reprioritization of time.  Instruction is what the teacher does, whereas learning is what the student does.  Here is where a sole emphasis on instructional leadership might not lead to efficacy at scale.  Pedagogical leadership focuses on numerous responsibilities and roles that work to ensure a vibrant learning culture that helps to meet the needs of all students. It is a broader view that includes more attention to what the learner is doing and the support needed for success such as:

• Development of collaborative benchmarks that lead to continuous improvement across the system
• Deeper understanding of how the brain works and research-based strategies that teachers can readily implement in their classrooms
• Routine use of data and feedback
• Ongoing and job-embedded professional learning

As you reflect on how your time is used, is it more on managerial tasks or aspects that actually move the learning needle in your school or district?  Now I get it; everything seems important all at once, so where do you begin?  Enter the Eisenhower Matrix.  The Eisenhower Matrix is an invaluable tool for school administrators seeking to prioritize pedagogical leadership. By categorizing tasks based on urgency and importance, administrators can allocate their time to high-impact activities directly influencing student learning. This framework helps them focus on critical long-term goals like curriculum development and teacher support rather than being consumed by immediate but less significant demands. Additionally, the matrix empowers administrators to delegate or eliminate less important tasks, freeing up valuable time for strategic initiatives that foster a positive learning environment and drive academic achievement.

Below are some questions I developed to help leaders prioritize their time as pedagogical leaders.

Urgent and Important: Critical Instructional Issues

How effectively are we addressing the most pressing teaching and learning challenges, such as low student achievement in core subjects, significant gaps in student learning, and consistently implementing research-based pedagogies? This question focuses on immediate needs that require immediate attention and significantly impact student outcomes.

Important but Not Urgent: Long-Term Instructional Goals

Are we consistently allocating sufficient time and resources to long-term instructional improvement initiatives, such as implementing new curricula and professional learning communities (PLCs) with a focus on data, developing teacher leadership, conducting learning walks, providing timely feedback, /or fostering a growth mindset culture? If not, where do we begin and why? This question helps prioritize proactive steps to enhance overall pedagogical quality.

Urgent but Not Important: Time-Consuming Distractions

How can we delegate or eliminate urgent tasks that do not directly contribute to improved student outcomes, such as administrative paperwork or non-essential meetings? This question encourages focusing on high-impact activities by reducing time spent on less important matters.

Neither Urgent nor Important: Low-Value Activities

Are there any practices or initiatives that consume valuable resources but have little impact on student achievement? How can we eliminate or repurpose these? This question helps to identify and eliminate ineffective practices to optimize resource allocation.

As you reflect on the image above, consider how the Eisenhower Matrix can help you maximize time while delegating or eliminating practices that don’t significantly impact learning.  

Learn more about the pedagogical leadership offering and others from Aspire Change EDU HERE or email aspirechangeedu@gmail.com

Diving Deeper into Personalized Learning

Personalization is the future of education because it recognizes that every student is unique, with distinct learning preferences, paces, and goals. This approach shifts away from the traditional one-size-fits-all model, allowing students to learn at their own rhythm and delve deeper into concepts that pique their interest. By creating experiences that make instruction personal and address individual needs, personalized learning enhances engagement, motivation, and ultimately, student achievement. It empowers learners to take ownership of their education while developing critical competencies necessary for success.

Personalized learning is not just a trend but a necessity. Students must develop adaptability, self-regulation, and collaboration skills in a disruptive world of rapid technological advancements and diverse career paths. Personalization is uniquely equipped to cultivate these essential competencies by allowing students to explore their passions, set personal learning objectives, manage time more effectively, and work independently or collaboratively. By developing a deeper understanding and love for learning, personalized education prepares students to become lifelong learners and thrive in an ever-changing world.

Everything above justifies my latest project. Thanks to my amazing co-author, Nicki Slaugh, I was honored to have my latest book, Personalize, published in June.  Honestly, I didn’t think I would have another book in my life soon, let alone an entire one on personalized learning. However, after meeting Nicki and coaching at her school, the missing pieces were now in place and the book project began. There is no way I could have done this without her practical insight and undeniable track record of success when implementing personalized practices at scale. Check out this post to read the entire story of how this process came together. 

As the opening of this post explains, personalized learning is not a trend or fad but the future of education if we are serious about student growth and achievement.  While the book dives deep into theory, research, strategies, and success stories, we wanted to share some insights in a presentation format. Thus, we partnered with edWeb to facilitate a webinar on the topic attended by educators worldwide.  You can view the recording for free HERE. 

The feedback from the session was amazing. Below are some of the highlights:

• Oh, my goodness, this was exactly what I needed because I am involved in Intervention and Extension Training at my place of work and this information was so helpful. These two are a dynamic presentation duo! I already emailed my manager to tell him that our whole team MUST watch this webinar. Phenomenal resources and examples of how to use
• These ideas and resources were great!
• The webinar provided a great deal of relevant information and strategies to integrate personalized learning in learning environments.
• Great use of visual aids to explain concepts.
• Loved all the ideas and how to individualize.
• Wow! Amazing information.
• This was very helpful.  It gave me some ideas to pass on to my teachers.
• This was a very relevant webinar. Your expertise was evident throughout the presentation. 
• Informative and engaging.
• I love the visual aids and posters used for the webinar.
• The concepts shared were an effective model that can be utilized in our classrooms in Brooklyn, New York. I was appreciative and will try to apply the playlist that includes activities, directions, and notes. Thanks for your time and for sharing accordingly.
• Great presentation!
• An excellent plan to reach all our students, considering their learning preferences and pace. 
• The presentation was very informative and creative. I love the different types of tools that a teacher can use to implement in the classroom, allowing the students to personalize their choice of learning.

Nicki and I hope you find the webinar as valuable as the educators above and thousands of others did!  This link will take you to the recording, as well as the description of the webinar, which I posted below.

Delve into the transformative power of personalized learning. In today’s rapidly evolving educational landscape, traditional one-size-fits-all approaches often leave many students behind, leading to disengagement and frustration. This webinar offers a pathway to reimagine your teaching strategies and classroom dynamics.

You discover how to create an inclusive, student-centered learning environment that celebrates individuality and fosters deep engagement. Learn practical, research-backed strategies for tailoring instruction to meet the diverse needs of every student. Gain insights into leveraging technology and data to enhance learning experiences and support personalized pathways.

Viewers walk away with actionable tools to implement personalized learning in their classrooms or schools, from amplifying student voice and choice to key pedagogical shifts, including real-time data for targeted interventions. Whether you’re an educator seeking to reignite your passion for teaching or looking to enhance student outcomes, this webinar provides the inspiration and knowledge you need. Don’t miss this opportunity to revolutionize your teaching approach and create more equitable learning environments.

This recording is of interest to K-12 teachers, librarians, school leaders, district leaders, and education technology leaders.

Remember that personalization is not more work; it is better work. The main premise is to maximize educators' time with students to ensure they all get what they need when and where they need it to learn.  We hope this webinar helps you begin your journey or improve what you are already doing with personalized learning. If you are interested in free supplemental resources related to the book, check out this Pinterest board. 

You can get your copy of Personalize: Meeting the Needs of ALL Learners on Amazon. There is an impressive discount on bulk orders. If interested, email info@connecteddpublishing.com for more information.

The Six Myths of Personalization

Myths often arise from misunderstandings, oversimplifications, or a desire to maintain the status quo. They can also be intentionally created to mislead or manipulate, serving as barriers to embracing innovative practices or protecting existing power structures. Additionally, some myths may originate from well-intentioned but inaccurate assumptions or generalizations about an idea or strategy.  

Many misconceptions about personalized learning have led to the formation of numerous myths.  Before I tackle these, let’s first start with a realistic definition that Nicki Slaugh and I shared in our book Personalize:

Personalization is all students getting what they need when and where they need it to learn.

The definition we developed was strategic in nature.  It acknowledges the fact that we all learn differently and leaves out some common words often associated with personalized learning.  Let’s now dive into the most popular myths that hold educators back when it comes to personalization. 

Myth 1: Technology is needed to personalize

Years ago, almost every educational technology company jumped on the personalized learning bandwagon and hailed it as a holy grail for improving outcomes.  The ads and pitches contained compelling messages about how various tools would meet the needs of every learner while closing achievement gaps. Apparently, this was not the case.  Having all students on technology at the same time using an adaptive learning tool where there is no discourse, collaboration, or relationship building is impersonal at best.  

The “personal” in personalized is the most critical aspect.  Don’t fall into the trap that you need technology to personalize. Emphasize relationships, relevance, learner preferences, feedback, and competency-based pathways, which Nicki Slaugh and I elaborate on in Personalize. At the secondary level, you can look to implement academy programs or smaller learning communities (SLCs) to create a school-within-a-school model based on constructivist learning theory and interests.  No matter what you choose, the key element is the creation of personal experiences with and without technology. 

Myth 2: There is one right or best way to personalize

When it comes to myths, this one irks me the most.  I routinely see professional development companies championing only competency-based solutions or those where students must watch a video.  Let me be clear: there is no right or best way to personalize learning.  There are an array of pedagogical shifts and high-agency strategies at your disposal.  Maybe you want to leverage station rotation, choice boards, playlists, self-paced courses, flipped lessons, or must-do/may-do menus. Take your pick and mix it up as it suits you.  

The same can be said regarding high-agency strategies such as voice, choice, path, pace, and place.  Nicki and I suggest you focus on at least one during every lesson, not all five. Personalization is all about maximizing the time you have with students.  There is no “best” way, as learner preferences and needs change over time.  However, there are effective strategies at your disposal.  Which ones you implement and when is your call. 

Myth 3: Direct instruction has no place in a personalized classroom

When it comes to high-effect strategies, direct instruction still has a great deal of impact on achievement.  The key is to ensure it is chunked and doesn’t compromise most of the period or block.  When this occurs, the overload of content leads to disengagement.  Tier 1 instruction matters, plain and simple.  Here is where student voice comes in, something I refer to as the gateway to personalization at every grade level. When implementing reviews of prior learning, checks for understanding, or closure tasks, educators can empower all students to be heard using mini whiteboards, dry-erase surfaces, Post-it notes, or technology.  I am particularly a big fan of digital exit tickets that provide the teacher with instant data and feedback, which can be used the next day to reteach if needed or identify students for targeted support. Hooks can also be implemented at the beginning of the lesson for relevance.  

Myth 4: Data must be used to personalize

In Personalize, Nicki and I state the value of data-enhanced teaching, not data-driven. Too much of something tends to diminish its value.  While we all know data can be an invaluable tool to personalize learning, it is not a silver bullet.  Learning is so much more than a number. Begin with establishing positive relationships as these are the foundation of learning, Next, focus on relevance to create a more personal connection to the concepts.  Then, leverage qualitative evidence such as student work and rubrics, which can be just as effective, if not more, than data.  

Myth 5: All learning is personalized

I have heard this broadcast over the years and respectfully disagree. Just ask students in a classroom where they consistently do the same thing at the same time in the same way, and I bet their responses would equate to an impersonal experience. Personalization requires a shift from the “what” to the “who” to emphasize ownership of learning. Without this, the act of learning becomes something that is mandated rather than embraced. 

Myth 6: It’s more work

Changes to practice often spark the “yeah, but” response. When it comes to personalized learning, many people see it as more work. The fact of the matter is that this shift represents better work, as available time is being maximized to support struggling students while providing more challenge to those who are already at or beyond the standard. Don’t let comfort stagnate progress. The small shifts to practice implemented consistently are the epitome of personalization. 

While I might have missed a few myths, the ones listed above have worked to hold back personalization from reaching its full potential in schools and, in the process, students.  When it comes to learning, there is not just one way.  The same can be said about how you implement personalized learning in your district, school, or classroom. I hope you will see opportunities for growth in your practice, no matter your role, to usher in experiences that support the whole child.  Just because it has been done or worked in the past doesn’t mean it is the most effective approach for students today.