Best Practices for School Leadership

Your team isn't lazy. They're confused. You need a culture of accountability that's automatic: When accountability breaks down, it's not because people don't care. It's because your system is upside down. Most leaders think accountability means "holding people responsible." Wrong. Real accountability? Creating conditions where people hold themselves responsible. Here's your playbook: 📌 Build the Base Start with a formal meeting to identify the real issues. Don't sugarcoat. Document everything. Set a clear date when things will change. 📌 Connect to Their Pain Help your team understand the cost of weak accountability: • Stalled career growth • Broken trust between teammates • Mediocre results that hurt everyone 📌 Clarify the Mission Create a mission statement so clear that everyone can recite it. If your team can't connect their role to it in one sentence, They can't make good decisions. 📌 Set Clear Rules Establish 3-5 non-negotiable behaviors. Examples:  • We deliver what we commit to  • We surface problems early  • We help teammates succeed 📌 Point to Exits Give underperformers a no-fault, 2-week exit window. This isn't cruelty. It's clarity. 📌 Guard the Entrance Build ownership expectations into every job description. Hire people who already act like owners. 📌 Make Accountability Visible Create expectations contracts for each role. Define what excellence looks like. Get signed commitments. 📌 Make It Public Use weekly scorecards with clear metric ownership. When everyone can see who owns what. Accountability becomes peer-driven. 📌 Design Intervention Create escalation triggers: Level 1: Self-correction Level 2: Peer feedback Level 3: Manager coaching Level 4: Formal improvement plan 📌 Reward the Right Behaviors Reward people who identify problems early. (not those who create heroic rescues) 📌 Establish Rituals Conduct regular reviews, retrospectives, and quarterly deep dives. 📌 Live It Yourself Share your commitments publicly. Acknowledge your mistakes quickly. Your team watches what you do, not what you say. Remember: The goal isn't to catch people failing. It's to create conditions where:  • Failure becomes obvious  • And improvement becomes inevitable. New managers struggle most with accountability:  • Some hide and let performance drop  • Some overcompensate and micromanage We can help you build the playbook for your team. Join our last MGMT Fundamentals program for 2025 next week. Enroll today: https://lnkd.in/ewTRApB5 In an hour a day over two weeks, you'll get:  • Skills to beat the 60% failure rate  • Systems to make management sustainable  • Live coaching from leaders with 30+ years experience If this playbook was helpful... Please ♻️ repost and follow 🔔 Dave Kline for more.

📝Empathy is the missing piece in workplace culture. It’s not broken strategies killing workplace morale, it’s a lack of empathy.  Think about it.  - A high-performing employee starts missing deadlines. Instead of asking why, they get labeled as “slipping.”   - A junior team member hesitates to speak up in meetings. No one asks what’s holding them back, assuming they just lack confidence.   - A teacher notices a quiet student struggling but moves on, thinking, It’s not my place to check in. This isn’t just a workplace issue. It’s happening in classrooms, boardrooms, and even Zoom calls.  We’ve built environments that measure performance but not people.   We celebrate wins but forget the humans behind the hustle.  And then we wonder why engagement is at an all-time low.  Empathy isn’t just a feel good concept. It’s a strategy.  A simple shift in mindset can transform entire cultures:  - Workplace: The manager who checks in with a stressed employee before the quarterly review builds a loyal team.   - Classroom: The teacher who listens to a struggling student instead of just marking a failing grade promotes lifelong confidence.   - Boardroom: The CEO who acknowledges burnout and adjusts expectations leads a company people want to stay in.  The result?   More innovation.   Higher retention.   Stronger connections.  💥How to build an empathy-driven culture (without fancy programs)  Forget expensive leadership workshops. Culture shifts happen in everyday moments:  ✔ Ask before you assume. That “unmotivated” employee might be dealing with something deeper.   ✔ Make kindness part of meetings. Start with a personal win before diving into reports.   ✔ Celebrate unseen efforts. The late-night problem solver. The unsung team player. The quiet contributors.   ✔ Replace silence with curiosity. A simple “Hey, you okay?” can change someone’s entire day.  Numbers won’t quit their job. People will.   Spreadsheets don’t drive innovation. People do.   Policies don’t create loyalty. Leaders who care do.  Want a thriving culture? Build a workplace where people feel seen, heard, and valued, ot just measured.  What one act of kindness you can bring to your workplace, classroom, or boardroom today?  Follow Makarand Utpat for tips on leadership, personal branding and digital marketing. #empathyisstrategy #peoplefirst #Kindnessculture #leadership #Beyondthenumbers  #compassion

Ever walked into a room and felt like you didn't belong? Now imagine feeling that way at work. Every. Single. Day. This is why diversity and inclusion in recruitment isn't just a buzzword – it's a business imperative. As someone who's spent years in executive research and recruitment, I've seen firsthand the power of diverse teams. But here's the truth: attracting diverse talent is just the beginning. I remember when a client came to me, frustrated. "We're trying to hire diversely," they said, "but it's not working." Their mistake? They were fishing in the same old ponds. So, how do we shake things up? Here's what I've learned: 1. Cast a wider net: Look beyond your usual talent pools. Partner with diverse professional organizations. 2. Check your job descriptions: Are they truly inclusive? Words matter more than you think. 3. Diverse interview panels: Candidates should see themselves reflected in your team. 4. Blind resume reviews: Remove bias-triggering information like names and schools. 5. Showcase your commitment: Make your diversity initiatives visible on your website and social media. And hiring diverse talent means nothing if you can't retain them. Inclusion is where the real work begins. I once worked with a company that hired a diverse workforce but couldn't figure out why turnover was so high. The problem? They expected new hires to "fit in" rather than creating a culture where everyone could belong. To foster true inclusion: -> Mentor programs: Pair diverse employees with senior leaders. -> Employee resource groups: Give people a place to connect and be heard. -> Inclusive leadership training: Help managers understand and mitigate unconscious bias. -> Regular feedback: Create safe spaces for honest conversations about inclusion. -> Celebrate differences: Don't just tolerate diversity – embrace it! You should focus on creating a workplace where everyone can thrive, contribute, and feel valued. As leaders, it's on us to make this happen. It's not always easy, but it's always worth it. What's your experience with diversity and inclusion initiatives? #DiversityAndInclusion #RecruitmentBestPractices #InclusiveLeadership #WorkplaceCulture

𝗦𝘁𝗿𝘂𝗴𝗴𝗹𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝘀𝗲𝗹𝗳-𝗱𝗼𝘂𝗯𝘁? 𝗬𝗼𝘂 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗿𝗲𝗮𝗱 𝘁𝗵𝗶𝘀. A few years ago, I worked with a leader who was on the verge of giving up. Her team was navigating a major organizational shift, and the pressure was overwhelming. Deadlines were tight, morale was low, and the voices of doubt—both from her peers and her own inner critic—were growing louder.  During one session, she confessed, “𝗜 𝗱𝗼𝗻’𝘁 𝗸𝗻𝗼𝘄 𝗶𝗳 𝗜 𝗰𝗮𝗻 𝗱𝗼 𝘁𝗵𝗶𝘀. 𝗠𝗮𝘆𝗯𝗲 𝗜’𝗺 𝗻𝗼𝘁 𝗰𝘂𝘁 𝗼𝘂𝘁 𝗳𝗼𝗿 𝘁𝗵𝗶𝘀 𝗿𝗼𝗹𝗲.” That moment was a turning point for us. I realized she wasn’t just battling external challenges; she was fighting an internal battle with self-doubt.  We made a pact: for the next 30 days, 𝘀𝗵𝗲 𝘄𝗼𝘂𝗹𝗱 𝗳𝗼𝗰𝘂𝘀 𝗼𝗻 𝘄𝗵𝗮𝘁 𝘄𝗮𝘀 𝗽𝗼𝘀𝘀𝗶𝗯𝗹𝗲, not what wasn’t. She would silence her inner critic and intentionally seek out small wins. By choosing optimism, she didn’t just change her own outlook—she changed her team’s. Within months, they were crushing it.  Optimism isn’t just a feel-good emotion; it’s a leadership strategy. In my book, "𝗢𝗿𝗱𝗶𝗻𝗮𝗿𝘆 𝗥𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲: 𝗥𝗲𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝗛𝗼𝘄 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗔𝗱𝗮𝗽𝘁 𝗮𝗻𝗱 𝗧𝗵𝗿𝗶𝘃𝗲" , I share a formula for resilience that has become a cornerstone of my work:  𝗥𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲 = (𝗖𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁 + 𝗣𝗲𝗿𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝗲) 𝘅 𝗢𝗽𝘁𝗶𝗺𝗶𝘀𝗺 Here’s why it works:   - 𝗖𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁 is staying true to your vision and ruthlessly prioritizing what matters.   - 𝗣𝗲𝗿𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝗲 is showing up, day after day, even when progress feels slow and rocky.   - 𝗢𝗽𝘁𝗶𝗺𝗶𝘀𝗺 is the multiplier—the belief that your efforts will pay off, even when the odds feel stacked against you.  But here’s the flip side:   (𝗖𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁 + 𝗣𝗲𝗿𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝗲) - 𝗢𝗽𝘁𝗶𝗺𝗶𝘀𝗺 = 𝗕𝘂𝗿𝗻𝗼𝘂𝘁 𝗮𝗻𝗱 𝗦𝗲𝗹𝗳𝗱𝗼𝘂𝗯𝘁.   Without optimism, even the most committed and persistent leaders and teams risk exhaustion and disengagement.  As leaders, we can model this formula for our teams:   1- 𝗦𝗶𝗹𝗲𝗻𝗰𝗲 𝘁𝗵𝗲 𝗶𝗻𝗻𝗲𝗿 𝗰𝗿𝗶𝘁𝗶𝗰—𝗳𝗼𝗿 𝗼𝘂𝗿𝘀𝗲𝗹𝘃𝗲𝘀 𝗮𝗻𝗱 𝗼𝘂𝗿 𝘁𝗲𝗮𝗺𝘀. Replace “I can’t” with “Let’s find a way.”  As leaders, we set the emotional temperature. If we let self-doubt or negativity take over, it trickles down to our team members. 2- 𝗣𝗿𝗼𝘁𝗲𝗰𝘁 𝘁𝗵𝗲 𝘁𝗲𝗮𝗺 𝗳𝗿𝗼𝗺 𝗲𝘅𝘁𝗲𝗿𝗻𝗮𝗹 𝗻𝗲𝗴𝗮𝘁𝗶𝘃𝗶𝘁𝘆. Naysayers will always exist—people who question your vision, your strategy, or your team’s ability to deliver. Celebrate small wins, reframe setbacks, and keep everyone focused on the bigger picture.  Great teams are built on belief—in the vision, in each other, and in their ability to push through challenges.  How are you fostering optimism in your team? Let’s share ideas below! #Leadership #Optimism #Resilience #TeamBuilding #OrdinaryResilience  #ExecutiveCoaching #SelfDoubt #ExecutiveCoaching

Show me a school that’s improving student achievement year over year, and I’ll show you a leadership team that’s relentlessly disciplined with their calendar. Because time is a reflection of values. And in schools, what you prioritize shows up in where you show up. Here’s what we see in too many schools: - Coaching meetings that get bumped when something “urgent” comes up - Instructional walkthroughs that happen inconsistently or not at all - PD time that’s planned last-minute, without connection to the school’s academic focus - Leadership team meetings dominated by logistics instead of instruction None of this is malicious. Everyone’s busy. But the truth is: instructional leadership doesn’t happen unless it’s scheduled. When we work with school and district leaders, one of the first things we look at is the leadership team calendar. We ask: 1. Where is coaching happening each week—and with whom? 2. When is lesson prep reviewed before teachers teach it? 3. When are leaders in classrooms and what are they looking for? 4. When is time protected to analyze student work and plan reteach? If these blocks aren’t on the calendar, they aren’t happening consistently. And if they aren’t happening consistently, student learning is left to chance. Strong schools aren't hoping that good intentions will lead to good outcomes. They build the systems to make it so.

Ever watched a promising change initiative burst out of the gate… only to lose steam a few weeks later? After studying hundreds of transformation efforts, I’ve learned this: it’s rarely a 𝘷𝘪𝘴𝘪𝘰𝘯 problem. It’s an 𝘪𝘮𝘱𝘭𝘦𝘮𝘦𝘯𝘵𝘢𝘵𝘪𝘰𝘯 problem. 𝗧𝗵𝗲 𝗰𝗼𝗺𝗺𝗼𝗻 𝗰𝘂𝗹𝗽𝗿𝗶𝘁𝘀: • Vague expectations about what “changed behavior” actually looks like • Not enough skill-building to support new actions • Competing priorities that overwhelm capacity • No systems to reinforce or provide feedback • Emotional responses to change left unacknowledged Most leaders try to push harder (but that usually backfires). What looks like 𝘳𝘦𝘴𝘪𝘴𝘵𝘢𝘯𝘤𝘦 is often a signal of unmet needs: 🔹 𝗦𝗸𝗶𝗹𝗹 𝗴𝗮𝗽: 𝘐 𝘸𝘢𝘯𝘵 𝘵𝘰 𝘥𝘰 𝘪𝘵, 𝘐 𝘫𝘶𝘴𝘵 𝘥𝘰𝘯’𝘵 𝘬𝘯𝘰𝘸 𝘩𝘰𝘸. 🔹 𝗖𝗮𝗽𝗮𝗰𝗶𝘁𝘆 𝗴𝗮𝗽: 𝘐’𝘮 𝘸𝘪𝘭𝘭𝘪𝘯𝘨, 𝘣𝘶𝘵 𝘐 𝘥𝘰𝘯’𝘵 𝘩𝘢𝘷𝘦 𝘣𝘢𝘯𝘥𝘸𝘪𝘥𝘵𝘩. 🔹 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗴𝗮𝗽: 𝘛𝘩𝘪𝘴 𝘤𝘩𝘢𝘯𝘨𝘦 𝘧𝘦𝘦𝘭𝘴 𝘶𝘯𝘴𝘢𝘧𝘦 𝘰𝘳 𝘵𝘩𝘳𝘦𝘢𝘵𝘦𝘯𝘪𝘯𝘨. Sustained transformation happens when we address 𝘢𝘭𝘭 𝘵𝘩𝘳𝘦𝘦—skill, capacity, and emotion—𝘢𝘵 𝘵𝘩𝘦 𝘴𝘢𝘮𝘦 𝘵𝘪𝘮𝘦. One school leadership team I worked with reignited a stalled initiative by: ✔️ Adding weekly 20-minute skill-building sessions ✔️ Pausing lower-priority demands ✔️ Naming and normalizing the emotional discomfort of change 𝗬𝗼𝘂𝗿 𝘁𝘂𝗿𝗻: What’s one strategy you’ve used to move teams 𝘵𝘩𝘳𝘰𝘶𝘨𝘩 resistance and into lasting change? I’d love to learn from you.👇 P.S. If you’re a leader, I recommend checking out my free challenge: The Resilient Leader: 28 Days to Thrive in Uncertainty  https://lnkd.in/gxBnKQ8n #LeadingChange #ImplementationScience #Transformation #LeadershipDevelopment #EducationLeadership

We’ve all experienced those team meetings that don’t go as planned.  But what if I told you there’s a powerful way to turn things around? That power is respect. I once had a team divided over a project’s direction. Instead of choosing sides, I decided to listen. 𝘙𝘦𝘢𝘭𝘭𝘺 listen. I gave everyone my full attention and showed them that their opinions mattered. What happened next was incredible. The anger melted away. People started building on each other's ideas instead of tearing them down. We found common ground and suddenly, we weren't enemies. We were problem-solvers working towards the same goal. Respect isn’t just about being polite. It’s about truly valuing each other’s viewpoints, even when you disagree. It connects different perspectives and turns conflicts into opportunities for growth. So, the next time tensions rise, try this: 1. Create a safe space for open discussion. 2. Listen without interrupting. 3. Validate feelings, even if you disagree. 4. Look for shared goals. 5. Build on ideas instead of shooting them down. Lead with respect, and watch how it transforms your team. It’s not just about resolving one conflict. It’s about creating a culture where creativity and collaboration thrive.

The hidden cost of heroic leadership is high. Here are 6 key issues to consider: 1. Individual burnout → chronic stress and exhaustion 2. Isolation → feeling alone in tough times 3. Organizational fragility → dependency on a few individuals 4. Stifled innovation → sidelining team contributions 5. Short-term wins → risking long-term stability 6. Recognition imbalance → neglecting team achievements Heroic leadership may seem effective. It can lead to quick results. But it creates a culture of crisis. Instead of relying on a hero, build strong systems. Focus on collective leadership. Empower your team to share the load. Here’s how to make that shift: - Embrace distributed leadership → share decision-making - Create repeatable processes → introduce structure - Foster collaboration → encourage open dialogue - Build scalable leadership → develop leaders at all levels Small changes can lead to sustainable success. If you commit to them. - A decision to share leadership roles. - A plan to implement regular feedback sessions. - A commitment to recognize team efforts. All have the power to transform your organization. You don’t have to rely on heroes; choose teamwork instead. True leadership isn’t about being the hero. It’s about creating a culture where everyone thrives. When leaders empower others, they build resilient teams. This leads to lasting success. Fragile leadership can burn out individuals. It can cause disengagement. But when leadership is shared, everyone feels valued. Collaboration fosters creativity. It leads to better results. The goal is high performance for all, not just a few. This makes success a norm, not an exception. The best leaders focus on systems. They build frameworks that support everyone. This way, the organization can thrive without relying on one person. Effective leadership is about creating a legacy. It’s about nurturing future leaders. In the end, it’s not about how needed the leader is. It’s about how well the team stands strong together. Do you agree?

Leaders don’t build strong teams by accident. They build systems that support feedback, safety, and accountability. Retrospectives are one of those systems. They’re short, structured meetings where teams reflect on how they worked—so they can work better next time. When done well, retrospectives build: ↳ Psychological Safety – People feel safe to speak up ↳ Organizational Learning – Teams retain and apply lessons ↳ Engagement & Ownership – Promotes accountability and shared success Start with a simple structure. Keep your retrospectives predictable to invite engagement. Use this 4-question agenda: ↳ What went well? ↳ What didn’t go well? ↳ What do we need to change or keep doing? ↳ What actions do we need to take? Once your foundation is in place, here are four best practices to make your retrospectives more effective: ✅ Best Practice #1 – Create Psychological Safety ↳ Open with intent: “We’re here to learn. This is a safe space and there’s no judgment.” ↳ Thank people for their input—even if you disagree ↳ Make it a closed meeting with only the execution team ↳ Use sticky notes or digital whiteboards to gather input ↳ Timebox each agenda item ↳ Ask: “Is there anything here we should explore further?” ✅ Best Practice #2 – Ask Great Questions Great retros are driven by great questions. Use open-ended prompts like: ↳ “Can you share an example?” ↳ “What made that challenging?” ↳ “What is the action?” ↳ Avoid yes/no questions—explore context and nuance. ✅ Best Practice #3 – The Leader’s Role in a Retrospective Leaders set the tone—intentionally or not. ↳ Use active listening ↳ Hold back opinions until others share ↳ Thank input, don’t evaluate it ↳ Coach leaders ahead of time: “You’ll be prompted to respond at the end.” ↳ Encourage reflection, not resolution ✅ Best Practice #4 – Commit to Action ↳ Choose one improvement to implement next sprint ↳ Assign ownership and next steps ↳ Report back: “Here’s what we changed because of your feedback.” Retrospectives build trust, encourage ongoing feedback, and enable small, consistent improvements over time. When teams learn consistently, they grow consistently. Do you do retrospectives in your team and how have they helped you? ♻️ Repost to help more teams make reflection part of their rhythm. ➕ Follow Morgan Davis, PMP, PROSCI, MBA for frameworks that drive operational excellence.

What to Do with a School That Wants to Be Led 1. Lead With Purpose—Not Performance The school doesn't need a savior. It needs a strategist. Walk in with clarity, not ego. They’re ready—so give them a map, not a mirror. Set a bold vision that honors past pain but doesn’t camp there. Say: "We’re not fixing the past. We’re designing the future." 2. Build Thinkers, Not Followers Don’t train obedience. Train ownership. A ready school will lean into your leadership—but a wise leader leans back into their thinking. Ask the staff what they’ve been waiting to do and why they haven’t. Introduce tools like your I Think / We Think / You Think™ model. Empower mid-level leaders. Let teacher-leaders rise. 3. Pour Into the Quiet Resistors Not all resistance is rebellion. Sometimes it's grief or trauma. A school that wants to be led still has wounds. Schedule listening circles. Learn the hallway culture—not just the PLC one. Honor the ones who stayed when it was hard. 4. Stabilize the Vision—Fast A school that wants to be led will test if you’re really staying. Be the calm, not the chaos. They need to see you stand before you sprint. Set 3 clear non-negotiables in your first 60 days. Be visible, predictable, and consistent. Stop rumor trains before they gather steam. 5. Celebrate, Document, Protect Once momentum starts, guard it like gold. Share wins, tell stories, capture the culture you’re building. Brand the turnaround. Give it language. Make it movement. Say often: “This is who we are now. This is what we don’t go back to.” Keep receipts. Even good seasons need proof. Final Word: When a school is ready, don’t waste time convincing them you’re the one. Start building the thing they’ve been waiting for. Not louder. Not faster. Just wiser.