One thing I’m doing to build relationships with my people is to meet newcomers at the airport. We are an international school and newcomers need to have that first good impression of the new place that are coming to. When school starts, I will schedule meetings with teachers individually and as a section team to build that professional relationship.

One thing I’m doing to build relationships with my people is to meet newcomers at the airport. We are an international school and newcomers need to have that first good impression of the new place that are coming to. When school starts, I will schedule meetings with teachers individually and as a section team to build that professional relationship.

I know you all made this video a year ago, but this was right on time for me. Thank you! I’m currently beginning my journey into educational leadership, ultimately leaving the classroom. I had a similar experience of going on an amazing interview but was not offered the position. In the moment it stung, but you have reminded me it’s about God’s timing and being the right fit for a school at the right time. I’m excited about what is to come in my leadership journey! ❤

During my Ed leader internship, I was able to interact with staff that I otherwise would not have really spoken to by spending 5-10 minutes with them during their duty time and just talking to them on a personal level. This helped me come out of my comfort zone and is something I hope to implement once I am hired as a VP.

Communication is the best way that help to build a relationship with my team , always be there for them and be a good listener to their point of views Be supportive to them

Communication is the best way that help to build a relationship with my team , always be there for them and be a good listener to their point of views Be supportive to them

Communication is the best way that help to build a relationship with my team , always be there for them and be a good listener to their point of views Be supportive to them

Communication is the best way that help to build a relationship with my team , always be there for them and be a good listener to their point of views Be supportive to them

Yes I would the Google screen cast!!

I think it would be a nice idea for you to provide your expertise and input by giving some model answers and see how people can add value to your comment. It at least prompts them. Your expertise is valued. Let it shine.

I really like this! I have a job for an instructional coach tomorrow. I've been a teacher for 16 years and ready to take another step in my career. I am so nervous! Any suggestions are most appreciated to how to have a successful interview! So glad I found you tonight!

Good job! More!

Thanks

I hope you’ll keep sharing.

Clear communication, building relationships and most of all, GET INTO THE CLASSROOMS!

Students and adults are very much alike in many ways. Both students and adults want to be heard, respected, and feel valued. As assistant principal I would be visible and present during arrival, dismissal, in the lunch room, etc. I pride myself in being able to make small talk with students and get to know them personally. Lunch is my favorite time to do this. As the assistant principal, I would frequently visit the cafeteria and sit with students while they are eating. Talk with students and get to know them in a relaxed environment. From there I would being to recognize student in my building and greet them by name and follow up with them personally. I would approach building relationships similarly with the adults, students, and stakeholders in the community.

This is a great question. In my experiences with coaching and providing feedback to teachers, coaching the teacher to find areas of growth themselves has always work effectively. As assistant principal, I would have a constructive coaching conversation where the situation is described and the teacher reflects on what things went well and some things that can be improved. As one of the instructional leaders in the building it is important for me to guide the conversation by asking prompting questions that would lead the teacher to recognize the area of improvement. This results in an immediate by-in and connection to the area of growth. I would also provide the why and data/research to support any feedback given. Veteran teachers do a lot of things really well and most of the adjustments are change related based on Modern practices. Allowing the teacher to see for themselves how the suggestion came to be and the reasoning behind it is an effective way to give constructive feed back to all teachers alike, but especially our veteran teachers.

As an assistant principal, my day would be filled with a dynamic environment that can invoke feelings of stress. In a high stress situation, I would take a minute and ensure the safety of students and staff and then prioritize what needs to get done to solve the problem or complete the task. I would make a game plan to execute the task or resolving the situation. I think leaders have an uncanny ability to remain calm and think clearly in stressful situations. I personally work best under pressure and love the feeling of accomplishment afterwards.

By listening first and being an active listener. As assistant principal, I would be visible, have conversations and get to know my staff on a personal level. I would listen for what things staff LOVE about the school and areas for growth. Building TRUSTING relationships and connections is one of the most important pillars of leadership.

More questions would be great because the questions asked of me on my interviews were all different. For example, I was asked how I would handle an underperforming teacher if that teacher were the only one 15 points below all other teachers. (passrates for summative test scores)

I have been on two interviews so far, and this question was not asked of me. I am still going to have an answer for it in case I am asked this one next time. If I had to answer this question, I would say utilize the talent office and social media. Build rapport with teachers and staff who may know people who know people (networking). For hiring, I would need to know they can do the job. Everyone talks a good game, but how will I know the person can perform? In this case, references are important. Lastly, retaining teachers have to do with ensuring teachers feel valued. Ensure they know you and know each other. Create a family atmosphere and ensure the climate and culture is motivating and loving.

Your vulnerability is so rare. You have described your experiences perfectly and such a relevant manner. Thanks again for your insight.

4:32 Phenomenal points here. Especially the doing What’s Most Urgent vs What’s Most Important. That’s a great perspective! Thx

Excellent suggestions.

Thank you!

Aspiring administrator here. You guys put out great stuff! Thanks for sharing.

This was very helpful! Are you from Prosser, WA?

I am just finding this resource and it has been great. I appreciate your time and insight with putting this together. More would be great. Specifically questions involving equity in the classroom would be helpful. Thanks again.

• First, principal approval is essential. They ultimately must be supportive. Second, and almost as important, is stakeholder identification and buy in. This means a lot of communication about the problem that is being addressed and how this initiative is the right solution to solve this problem. The overall objective and how the initiative will positively impact student learning also must be carefully communicated. Stakeholders also must know what success will look like. This should be a measurable component that can be tracked and celebrated as small and large successes occur. Last, transfer of ownership to the faculty or students most involved.

Providing constructive feedback is perhaps one of the most important aspects of leadership. I have found with my experience as a head coach and manager of other extra curricular programs that utilize both paid and volunteer adults that keeping the feedback targeted on the task and process while taking care to not make it personal allows for a more productive conversation. This can be challenging if I have not done a good job of relationship building or understanding the why, the how, the what behind what they do. This insight is important so I can understand how best to support and communicate with them meaningful feedback. This requires emotional intelligence to unsure trust between the veteran teacher and myself. Using language like, “Consider X (tasks/ process) to achieve…(targeted outcome). Or providing wonderings, “I wonder what X (tasks/ process) is in place to monitor…”. All while reinforcing that the end goal is an outcome that best supports our students.

This was very helpful. Thank you!

These are all great suggestions and reminders to those of us that have been doing this more than a couple of years too. Loved the video!

I am new school leader and excited for finding a new position. I get very excited at the interview process and have rehearsed and researched much on the subject. Any tips for staying focused or serving the process? Particularly the full committee meetings can be intimidating and I understand the position they have to wonder, what makes me think I can do this job if i have never done it before?

Great tips fellas! Thank you so much for sharing!

I would love a Screencast for Google email on saving/reusing important information.

wth

Thank you so much for this video! Came just in time as I was just hired as an AP. I was an instructional coach with fairly positive experiences and this will be very new for me.

Thanks Lute! The passion project is something that I have already started working on based on your recommendation. I wished I would have had this last year as my first year. Actually, keeping my "why" in front of me and not personal are on my list. This video has so much content that is so helpful. Thank you for doing what you all are doing. I look forward to the content!

Thanks for this... perfect timing. I was just hired as an Assistant Principal.

Please send me a podcast on how to make it in gmail.

New AP here! Great advice! One of my passions is social dancing. We have a lot of Hispanic kids who do not know how to dance. I’m going to start a salsa club to keep me fit and sane! Thanks for the heads up!!

What were some of the answers you received for this question? I would think communication, calm demeanor and following the protocols in place (campus handbook) would be a great place to start.

One of the things I have tried to focus on is accounting for the number of interactions I have had with teachers. How many times have I engaged in coaching with teachers? That’s a telling number. However, I think the most telling data point is measured by looking at how many coaching interactions were INITIATED BY THE TEACHER? If they are initiating the conversations, that means they trust you, and they believe you are making a difference. This is a HUGE metric when it comes to measuring how effective you are as a coach.

Ｐｒⓞм𝕠𝕤𝐌 😅

What are good/thoughtful questions for interviewees to ask at the end of an interview?

I am passionate about ensuring that all students have their instructional needs met and, an essential role of APs, is instructional leadership. Also, I want to assist the school principal with helping create a school culture that promote teacher capacity and student belonging.

I’m a district behavior specialist and I had this question at my interview. We still ask this of all our interviewees. Can’t do the job without building and maintaining relationships.

more!

Am I bugging but isn’t your job to observe an make them decisions isn’t that what they pay you… just asking?

For students: implement PBIS where students are rewarded for meeting expectations. Establish a ‘every student claimed’ initiative where all students are assigned an adult mentor in the building. For teachers: Create a culture and climate committee where teacher facilitators celebrate other teachers, holidays (ex: winter door decorations), celebrate teachers birthdays etc. I will have open communication where teachers can provide constructive feedback/suggestions (anonymously if they choose) by writing down their thoughts and turn it in via a “communication box” for me to review on a monthly basis.