Building a Strong School Culture

A Teacher's Simple Strategy That Changed 30 Lives Every Morning Ever wondered how one small gesture can transform an entire classroom's energy? Let me share a powerful thing that's reshaping how we think about starting our school days. Here's how it works: Each student gets to choose their preferred way to start the day: - A gentle high-five - A quick hug - A friendly fist bump - A simple smile and nod - A quiet "good morning" The results? Remarkable. Students who once dragged themselves to class now arrive early, excited to make their choice. Anxiety levels dropped.  Class participation soared.  Even the most reserved students found their comfortable way to connect. What makes this approach powerful is its simplicity. It: - Respects personal boundaries - Builds trust - Creates a safe space - Teaches emotional awareness - Promotes daily positive interactions This isn't just about starting the day right – it's about teaching our children that their comfort matters, their choices count, and their well-being is priority. What if we all took a moment each day to ask others how they'd like to be greeted? Sometimes, the smallest changes create the biggest impact. #Education #TeachingInnovation #StudentWellbeing #ClassroomCulture #PersonalizedLearning

When I joined Khan Academy, we were just four people in a small office, united by a vision of bringing free education to everyone, everywhere. Over the years, we grew to hundreds of employees, reaching over 100 million students worldwide. This exponential growth brought a significant challenge: how do you scale a team without losing the culture and values that made the organization special? The most crucial lesson I learned was that culture doesn't scale automatically - it demands constant attention and effort. The best way I found to attend to culture was to treat your culture like a product. You have to design it. As we grew, it became increasingly important to consider how to help team members learn about and carry the culture forward. Here are three strategies that helped us maintain our culture during rapid growth: 1. Over-communicate the Mission and the Principles that Guide it: As our team grew, we doubled down on ensuring everyone felt connected to our mission and understood our principles. Three of the most important principles were to focus on the student, Always be learning, and deliver exceptional ROI for donors. We regularly shared stories of how our work impacted students' lives, and what we learned from failures and successes, and calculated the number of learning minutes to keep the team aligned with our "why" and “how” and motivated by our shared purpose. 2. Create Rituals that Reinforce Values: We have meaningful rituals, such as starting meetings with student success stories and celebrating what teams learned, not just what they accomplished when we gave status updates. We also organized a yearly talent show and encouraged people to showcase new talents and skills. These practices served as constant reminders of our principles in action. 3. Adapt, but Stay True to Core Values: Growth necessitated changes in processes, tools, and communication methods. For example, we used to be able to share what we were learning during all-hands meetings, but at some point, it became impossible for each team to give an update. As part of our commitment to learning, we began to document our learnings and shared long-form asynchronous updates with everyone. We then shared summaries during all-hands meetings. Scaling a team while preserving its culture is challenging, and we weren’t always successful, either. But we were lucky that the team let us know when they thought we weren’t living up to the mission or principles and encouraged us to make changes.  It is achievable if you remain open to feedback and stay focused on core principles. What strategies have you employed to maintain culture as your team or organization grew?

The schools that lead with AI aren’t just trying tools. They’re building teams and cultures where AI works with people, instead of replacing them. That’s not just a mindset shift. It’s a strategic advantage. Here’s how some of the boldest school systems we're working with are setting the standard: ➡️ Desert Sands USD created the first AI guidance framework focused on human decision-making, shifting AI from a compliance concern to a powerful tool for human agency, balancing innovation and integrity. ➡️ Santa Ana Unified launched the Innovation Catalyst Collective, a cross-functional team ensuring AI enhances every aspect of the organization, from classrooms to operations. ➡️ Orange County Department of Education appointed two dedicated AI leaders and hosts monthly strategy sessions where district leaders collaborate, align, and co-design AI’s role across the region. ➡️ San Gabriel Valley USD launched a human-centered leadership cohort bringing teams together to work on passion projects that can be accelerated using AI to design new ways of working and learning. Different approaches. One common theme: ✅ They started with clarity: avoiding the hype and panic to focus on real, strategic action. ✅ They built with empathy: listening deeply to the needs of students, teachers, administrators, and community members. ✅ They prioritized agency: ensuring AI amplifies human judgment rather than replacing it. This is the real roadmap cycle to AI integration: Explore → Navigate → Strategize → Repeat. We call this creating your AI Power Circle, a six-month hybrid program designed to help school leaders build a future-ready strategy that’s grounded in people, purpose, and trust. Let’s design a future where AI works for you, helping your organization thrive in ways you never imagined. And this week I'm taking you behind the scenes into a workshop over on Substack. Tag a fellow school leader who’s ready to explore what’s possible! #AIinEducation #Leadership #FutureofLearning #AILiteracy #AGI #innovation #management #humanresources

I once worked with a team that was, quite frankly, toxic. The same two team members routinely derailed meeting agendas. Eye-rolling was a primary form of communication. Side conversations overtook the official discussion. Most members had disengaged, emotionally checking out while physically present. Trust was nonexistent. This wasn't just unpleasant—it was preventing meaningful work from happening. The transformation began with a deceptively simple intervention: establishing clear community agreements. Not generic "respect each other" platitudes, but specific behavioral norms with concrete descriptions of what they looked like in practice. The team agreed to norms like "Listen to understand," "Speak your truth without blame or judgment," and "Be unattached to outcome." For each norm, we articulated exactly what it looked like in action, providing language and behaviors everyone could recognize. More importantly, we implemented structures to uphold these agreements. A "process observer" role was established, rotating among team members, with the explicit responsibility to name when norms were being upheld or broken during meetings. Initially, this felt awkward. When the process observer first said, "I notice we're interrupting each other, which doesn't align with our agreement to listen fully," the room went silent. But within weeks, team members began to self-regulate, sometimes even catching themselves mid-sentence. Trust didn't build overnight. It grew through consistent small actions that demonstrated reliability and integrity—keeping commitments, following through on tasks, acknowledging mistakes. Meeting time was protected and focused on meaningful work rather than administrative tasks that could be handled via email. The team began to practice active listening techniques, learning to paraphrase each other's ideas before responding. This simple practice dramatically shifted the quality of conversation. One team member later told me, "For the first time, I felt like people were actually trying to understand my perspective rather than waiting for their turn to speak." Six months later, the transformation was remarkable. The same team that once couldn't agree on a meeting agenda was collaboratively designing innovative approaches to their work. Conflicts still emerged, but they were about ideas rather than personalities, and they led to better solutions rather than deeper divisions. The lesson was clear: trust doesn't simply happen through team-building exercises or shared experiences. It must be intentionally cultivated through concrete practices, consistently upheld, and regularly reflected upon. Share one trust-building practice that's worked well in your team experience. 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

De-escalation strategies are vital in creating a safe, supportive, and productive learning environment where students feel valued and understood. When educators proactively use techniques like active listening, validating emotions, and offering choices, they help diffuse tension and prevent conflicts from escalating into disruptive or harmful situations. These approaches not only foster trust but also empower students to develop emotional regulation skills, which are essential for their long-term success. By implementing de-escalation strategies, teachers can shift interactions from reactive discipline to meaningful guidance, reinforcing a culture of respect and collaboration. For example, using a calm tone, maintaining non-threatening body language, and providing structured support can help students navigate challenges without feeling overwhelmed. When students experience patience and empathy from educators, they are more likely to engage positively, take ownership of their actions, and build resilience. Ultimately, de-escalation is not just about managing behavior it’s about cultivating an environment where every learner feels safe, heard, and capable of growth. When educators embrace these strategies, they transform classrooms into spaces of empowerment, fostering emotional intelligence and strengthening relationships that support lifelong learning.

Hiding the details of a decision reflects a poor team culture and weak leadership. In contrast, decision transparency—being open about the decision-making process before and after a decision is made—is a cornerstone of building trust within a team. Making tough decisions is one of the most critical responsibilities of a leader. These decisions often involve unclear outcomes, high stakes, and difficult trade-offs. In many cases, no matter the outcome, some team members may be disappointed. Decision transparency doesn’t eliminate disagreement, but it fosters trust by showing that decisions are made thoughtfully and with integrity. Why Decision Transparency Matters Transparent decision-making ensures that even if someone disagrees with the outcome, they can understand how and why the decision was made. This helps build a culture where team members trust their leaders and feel confident in the process, even during challenging times. How to Implement Decision Transparency Whether you're navigating an upcoming decision or explaining one that has already been made, these key components will help foster transparency: 1. The Decision Maker - Clearly identify who is responsible for making the decision. Leadership often means owning the final call, so if you’re the decision-maker, embrace that role and communicate it to the team. - If the decision is delegated to someone else, explain why that person is the right choice. - In hierarchical organizations, clarify how you were involved if the decision was made by someone higher up. - For collective decision-making processes, outline who was involved and their roles. 2. The Process - Detail the steps taken to reach the decision. - Describe what information was gathered, the analysis conducted, and the factors considered. - Highlight the effort invested in making the best possible choice. This reassures the team that decisions aren’t made arbitrarily, but with careful thought and consideration. 3. The Outcome - Communicate the final decision clearly and precisely. - Share what the decision means for stakeholders, and clarify if further approvals or steps are required. - Explain how the decision will be implemented and outline what’s needed from the team to move forward. 4. The Reasoning - Explain why the decision was made. - Highlight the key factors that tipped the scales and the rationale behind prioritizing those factors. - Share any trade-offs and the reasoning behind those choices, so the team understands the broader context. Final Thoughts Decision transparency isn’t about avoiding conflict or pleasing everyone—it’s about building trust. By showing the thought process behind tough decisions, leaders demonstrate respect for their team’s intelligence and input. Even if team members disagree with the outcome, they’re more likely to support it when they understand how and why it was made. More posts from me: https://lnkd.in/ewzbkpUd

Great teachers don’t leave because they don’t love the work. They leave because they’re exhausted, undervalued, and out of growth opportunities. If you want to keep your top talent, you have to prove they have a future at your school. Here’s how: 1. Give them real leadership roles. Stop handing your best teachers more work without giving them actual influence. Let them lead PD. Have them mentor new teachers. Pay them for it. 2. Don't waste their time. Cut the pointless meetings. Protect their planning periods. Give them room to teach instead of drowning them in admin work. 3. Make their impact visible. Publicly celebrate what they do best. Feature their classrooms in walkthroughs. Show them they’re shaping the school, not just surviving in it. 4. Pay them like they matter. If another district is offering $5K more, don’t assume they’ll stay for the “culture.” Find a way to make compensation competitive. Or at least acknowledge the gap and offer what you can. 5. Build a school they don’t want to leave. Teachers stay where they feel supported, challenged, and surrounded by people who make them better. 6. Invest in their development. Don't just ignore them. Observe them. Offer development opportunities externally that they might not have access to internally. Top talent isn’t loyal to a school. They’re loyal to the people in it. And the reality is if you don’t invest in them, someone else will. What else are you doing to keep great teachers at your school? --- We at Simply Great Schools help schools create spaces that retain their top talent so they can deliver an excellent education for all kids. Check out all the ways we can help at our website.

We need to stop blaming students for being disengaged. The real issue is the absence of predictable, student-centered instructional routines. I hear it all the time: “My students just aren’t engaged.” But here’s the truth — student engagement isn’t about charisma, tricks, or attention-grabbing gimmicks. It’s about structure. When students know what to expect, when routines support their voices, and when learning spaces feel predictable and inclusive, engagement rises. Instructional Activities (IAs) aren’t just “activities.” They’re purposeful vehicles that embed essential teaching strategies, create clear pathways for thinking, and position students at the center of their own learning. 👉 Quiet students find a lane. 👉 Struggling students get scaffolded opportunities to access content. 👉 Confident students learn to listen and build on others’ ideas. If we want different outcomes, we need different moves. And it starts with rethinking the structures that shape our classrooms. Curious about what IAs actually are? Drop a 🔥 in the comments or connect with me — I’ll send you some resources to get started. Let’s build classrooms where every learner has a way in. #EquityInEducation #InstructionalCoaching #StudentCenteredTeaching #TeacherLeadership #InstructionalActivities

1. Refocus the Energy Then (2016): Redirect a student’s attention by engaging them in a task. Now: Invite the student into purpose. Example: Instead of: “Stop tapping the desk!” Try: “Can you help pass out the journals?” Or: “Let’s see who can get their materials out and ready the fastest—you lead.” Why it works: Children don’t always need a correction. Sometimes, they need a mission. 2. Give Students a Break Then: Offer short mental or physical breaks to reset focus. Now: Normalize breaks as brain regulation. Example: “You’ve been working hard—take two minutes at the calm table.” Or for younger kids: “Let’s visit the breathing corner.” Pro tip: Let breaks be chosen—not assigned as punishment. Empowerment changes everything. 3. Use Non-Verbal Cues Then: Use eye contact, gestures, or signals. Now: Make cues a shared language. Example: Tap the desk twice = Eyes on me. Hand on heart = Remember our classroom promise. Current child need: Visual learners, neurodivergent students, and anxious learners benefit from predictable, non-verbal systems. 4. Address the Disruption Quickly and Quietly Then: Handle problems without embarrassing the student. Now: Preserve dignity as a sacred practice. Example: Walk over. Whisper: “Can we talk for a second after the activity?” Avoid: Correcting in front of peers or making it a “teachable moment” at the student’s expense. Today’s child: They are emotionally aware. They remember how you made them feel. 5. Offer Kinesthetic Movement Options Then: Allow students to move or stretch to release energy. Now: Build movement into daily structure. Example: “Would you like to stand and work today?” “We’re going to learn this vocabulary while clapping it out!” Brain breaks every 20–30 minutes. Why it works: Movement builds memory. Motion strengthens focus. Stillness isn't always engagement. 6. Give Anonymous Reminders Then: Remind the class without calling out specific students. Now: Use inclusive language that invites reflection. Example: “I notice some folks need a reminder about voice levels.” “Let’s all check ourselves—are we focused or distracted?” New suggestion: Use self-assessment cues: thumbs-up, sideways, or down behind the back to check in. Keeps ownership with the student. ✨ Final Thoughts This generation is different. They’re more sensitive, more aware, more expressive. Disruption isn’t always defiance. Sometimes it’s a cry for connection, a need for movement, a test of trust. As leaders, we don’t just teach reading. We set the conditions where children can think, feel, and thrive. This summer, reflect deeply. What are you willing to change so children don’t have to be changed to survive your classroom? #LavertLines™ #TeachTheBrain #DisciplineWithDignity

Snacks in the Teacher Work Room doesn’t build strong staff culture. (It’s a nice perk though.) 📚Deeply listening to teachers, without judgement, does. 📚 I do staff 1:1’s 3x/year, and this week, I’m doing my second round of 1:1’s. It’s a great time because staff members get an uninterrupted 15-20 minutes with me to talk about… everything. And they get to walk away from our meeting feeling cared for and heard. Because I listen, without judgment. And offer support in any way that I can. ⭐️ You want to come back next year? “Great! I love having you here!” ⭐️ You want to explore other opportunities for next year? “I’m sorry to see you go. You’ve done great work here. How can I support you in meeting your new goals?” ⭐️ You want to stay here, but try out a new grade/class/position? “Let’s talk through what the rest of this year could look like so that we can make some time for you to observe/try out/get a sneak peak into the new position you’re interested in.” ⭐️ You’re having issues with someone on your team? “What’s the best way for me to support you through it? Facilitate a meeting? Practice a conversation? Go over some talking points with you?” ⭐️ You have feedback for our school that I can implement right away? “Thank you for making our school better!” ⭐️ You have feedback that I can’t implement right away? “Give me some time to think about it. Let’s add another meeting on the calendar in 2ish weeks so that we come back to this.” ⭐️ You’re struggling with a certain subject? “Let’s lesson plan together so that we can develop your skill and you can feel confident in front of kids.” 📚📚Teachers will always feel inspired to do their best work if we create the conditions for them to do so. 📚📚 Leaders, what would you add? What’s one way you create the conditions for teachers to thrive at your school? #schoolleadership #schoolimprovement #schoolprincipals #staffmorale #imhiring —— Hi, I’m Alicia. 💜 I help school leaders build joyful + excellent schools for students and staff. Found this post insightful? 🔔 Follow me. ♻️ Repost it. ✉️ DM me.