My top 10 challenges to become an innovative school #revisited

A couple of years ago I wrote a post about my top 10 ideas for an innovative school, its been the most viewed post.  Although it’s not definitive, it’s helpful to have a guide that can shape strategy. This time I’ve added a few challenges.

Revisiting the ideas, and updating for 2014:

1. A vision for learning is incessantly and clearly communicatedOrestad Gymnasium

  • What is your vision? Make sure you know where you are going.
  • Find ingenious and relentless ways to communicate it.

Who are the keepers of the vision?How do you empower the carriers of the vision?

2. Learning is future-focused

  • Shape the learning context for change
  • Observe the students, see how they work and communicate

How can you have less fixed and more flexible features?
What is happening in the world of work that can directly relate to school?

3. Culture takes time and persistence to embed

  • Once you have the vision – prioritise your steps. Change will take time and strategy
  • If you believe it, be resolute. Help those who are struggling to change, but stick to your guns.

Do you have a shared language?
What are the non-negotiables of culture?

4. Engaged and motivated students are the goal 2011-03-03_0088

  • Put current practices through the ‘learning’ filter – do they still belong?
  • Think about your own conditions for productivity and creativity, maybe it’s same for students

What strategies will make learning relevant and authentic?
What practices
disengage and de-motivate students?

5. Equipped and supported staff are essentialIMG_1218

  • Vision + ‘Learning’ Filter = Regular PD to support through change
  • We can’t change the way teachers teach until we change the way teachers learn

How much teacher-talk is OK?
What is the baseline expectation for IT proficiency?

6. Technology is an environment for learning, not the driver

  • This is not about who has the most bright shiny toys
  • Students live in a world of technology – the school-world needs be relevant

Is technology almost invisible?
Are you embracing the opportunities that the cloud opens?

7. Relationships matter

  • In the midst of all the learning, technology and activity nothing matters more than quality relationships
  • Students need to belong, be known, valued and accepted. This is only achieved through relationship

What activities deliberately get your teachers working (and playing) together?
Is relational learning seen to be important in your culture?

8. Learning is authenticNEMO

  • Set in a real-world context, skills will be learnt readily when there is purpose
  • Provide opportunities for students to be world-changers

Are your teachers passionate and infectious about their subject matter?
Does school feel like the real world or school-world?

9. Spaces for learning are welcoming and comfortable2012-10-03 13.27.20

  • This is not about bright shiny spaces and colourful furniture, it is about aesthetically pleasing environments where students (and teachers) will want to come to learn
  • Not all spaces (AKA classrooms) or furniture need to look the same

 

Have you visited a workplace that shows new ways of work?
Have you looked beyond the school furniture catalogue?

10. Creativity and innovation have expressionThe Zone

  • There will always be barriers to innovation, find ways to break or go around them.
  • Make this your culture, give it voice, take risks, embrace failure

 

 

 

What’s blocking innovation in your school?
What’s your next step?

@anneknock

Innovative leadership in 3 simple steps: Know, Show & Let Go

Is our DNA evident across all we do? 

Along with another colleague on the senior leadership team, I am responsible for ensuring that leadership and innovation are embedded deeply and are part of the DNA of the school. These two elements are essential to our identity.

What is DNA? From a scientific perspective it is deoxyribonucleic acid, the carrier of genetic information. The term is also used metaphorically to describe the distinctive characteristics of an organisation’s culture and identity, yet unlike the body’s DNA that is set, this needs to be regularly communicated, reinforced and supported.

I have found the idea by futurist, Joel Barker a very useful description of what leaders need to do.

 We manage within a paradigm and lead between paradigms.

DNA

What is a paradigm? It’s a pattern, a model or a set of practices that define what we do, both now and into the future.

As leaders we need to simultaneously manage the current paradigm, getting ‘this’ job done, and lead our people toward a new paradigm. Both are essential:

  • Managing in present: organising people and resources within the current context

  • Leading to the future: taking people to a new ‘place’

We are usually very comfortable in the present, we know what needs to be done and how to get it done. Often our people are more than happy to stay where we are right now, it’s known and comfortable. If we are leaders, however, we also know we must be taking them somewhere. Whether it is their personal growth, or organisational progress. We are taking our teams, organisation or even our family to something better.

What is innovation? At the root of the word ‘innovation’ is ‘nova’, which means ‘new’. Innovation may be values, solution or practices that meet new and emerging requirements. To you and your team ‘innovation’ may mean growth, new markets or reinvention, whatever the context – people need good leaders.

So how do we practically lead our teams to this new paradigm of innovation?

Know, Show and Let Go

Know Show Let go

Know (not assume)

  • Your people

  • The job to be done

  • The values that shape us

Show (not just tell)

  • What’s to be done

  • How to do it

  • The attitudes and behaviours we expect

Let go (not control)

  • Release your team to do

  • Observe

  • Assess and plan

This is a cyclical process, once you let go, observe and assess. We soon see what people don’t know or now need to know and then repeat… ad infinitum.

@anneknock