My daughter is studying inequalities in Algebra (begrudgingly). I am also struggling with similar equations:
Feedback > Approval> Praise = satisfied colleagues
I was recently copied on the following email.
Dear Teacher (and you, Greg),
While our son is grateful to the university for sending him to the conference to present on their behalf, his loyalty remains to your school. His acknowledgements at the conference were dedicated to you and rightfully so.
“While I highly welcome all new comers to our school and value all the constructive changes and newly implemented educational interventions, I consider you one of the school’s pillars. I consider you a pillar not only because you are an old timer who has been adjusting to changes and growing professionally throughout the years but because your dedication is matchless in your continuous effort to help the school sustain it’s distinguished reputation with regard to it’s IB program as well…”
Ah, that feels good. A teacher is being praised for their influence and support of a young man. I am so grateful when parents take the time to write teachers positively.
But as I read it a second time (the full email specifically described an university conference her son was honored at due to the work one of our high school teachers helped him with), I thought about the following:
The parent actually wrote me that s/he welcome new people and ideas but values loyalty (longevity).
I struggle. I struggle because I think the email’s intent was to celebrate a teacher who clearly had an effect on a student, an enduring one, and it also was also to send a message to me (and other leaders copied) that loyalty in our school is more important than becoming better. “While I welcome constructive changes….you are a pillar because (of) your dedication.”
I don’t know how to mitigate the overwhelming, daily exhales of thirst for praise at our school. I am not talking about for the students, I am speaking about my colleagues.
In the world of social media, validation, a cheap form of praise, happens fast. Indeed, I actively promote the use of Twitter as an excellent way to share what we do, You do get a few moments of the dopamine that comes with “awesome work!” or “that is so cool!”, but that is not the reason to share on social feeds. We share on feeds to get feedback, or to learn how to become better.
As head of school, and more importantly, as a leader, it is clear that one of my roles is to celebrate. And in schools, where the relationships are everything, the celebration inevitably are about people. When you lead a business or an office, you celebrate reaching the goals- a bank, you celebrate making a profit , in a corporation, reaching a KPI or milestone. At a school, we celebrate student learning, and we need to recognize those who guided them there. However, and this my struggle, we should celebrate the how you guided them, and just not how long you did so or often you have done so.
Moving forward, I will continue to observe how gratitude/praise/feedback is received. I will endeavor to reflect on my reactions to the need to receive praise and to whom, and think about my own bias, as I am not a 25 year one-school-veteran but a 25 year multiple-school leader.
Shway.
Building Cairns 