The Instructional Leadership Collective is an organization created by Peter DeWitt, Ed.D. Our mission is to create a collective community committed to intentional leadership actions, and foster interconnectedness within groups and communities, so we can all have a stronger impact on student learning.
“ When I join a leadership meeting with one idea and leave the meeting with a better idea that’s collaboration. When I join. The meeting and leave the meeting with the same idea that’s control.” Thank you for this 💎. I ❤️ it.
A great snippet. Upon reflection, I think it is easier to place individuals in the "resistant" category because it is easier than reflecting on my practice. Thanks.
I've previously watched this short vid and keep coming back to it. I'm far from perfect and this makes sense to add value to any meeting. Thanks for the reminder and the continued content.
I look ditto more videos on collaborative leadership from a race consciousness lens. This is an area of need for our school improvement and equity plan.
@@farahslimati8573 Check out the RU-vid short I have focusing on Retaining Leaders of Color. It is a short clip from my Education Week show called A Seat at the Table, and you may find some good resources within that catalog of shows.
We are attempting to restructure and re-set our Instructional Leadership team after the pandemic. This video was helpful - Collective Leadership Efficacy is a wonderful term that I plan to use as we work through this restructuring process. As a principal, guiding this team can be a challenge but I think is some of the most important work I can do as a leader. It is so complex!
Thank you for watching, Megan. I'm glad you found it helpful. Here is a link to a recent video I uploaded on developing an instructional leadership team. ru-vid.com/video/%D0%B2%D0%B8%D0%B4%D0%B5%D0%BE-ibyrCPqKkxQ.html
Thank you for this video Peter and for sharing some data with us. I cannot agree more with what you said. I am fortunate to also be coaching school principals within my board and my consulting business. It is the most powerful form of PD by far, and the gains I am seeing are fantastic!
Thanks so very much for this video. It was quite meaningful and yet informal. We are going in to our second year of establishing instructional leadership teams on campuses. Choosing what staff to place on leadership team and a method for that as well as bringing out shared leadership as a committee would help very much. How is this done? How do we get leaders to build skills of the people on their team- especially the teacher leaders on the team
Thank you for watching this video Donna. Your questions and good ones, and have multiple layers. I do focus on all of that in my book on collective leader efficacy. That is not meant to be a hook but more to say that I have answered those questions in depth. Here is a video on my channel that may help ru-vid.com/video/%D0%B2%D0%B8%D0%B4%D0%B5%D0%BE-qsYe6dl3nmI.html
Excellent points! The principal needs others to contribute to morale. The principal may set the tone, but sometimes low morale looks can result because only one person is trying to raise morale. It takes everyone, or a team, to collaborate on what we are doing, why we are doing it, and how the effort should look or feel. Sometimes when a principal alone sets the path for what needs to be done, it can sound overwhelming to teachers, and perhaps that contributes to low morale. Peter I like how you said that a person is 100% responsible for their 50%. It can't just be the principal.
Richo, Do you have my email address? If not, go to www.petermdewitt.com and find it there (I don't want to put it publicly here) and I will send you what you need.
@@pmdewitt Some people depend more on the collective morale, so even though they're 100% responsible for their part of it, it's not often 50%, more like 30 or 20% if they think they're being underpaid. People don't give a damn about collective good if they have the impression of being screwed sideways, so they leave. And a presentation does not change the fact that it affects them to that extent. Most leadership takes advantage of hard working people only for them to eventually realize they've been scammed into thinking they're going to get promoted based on their performance. No, you only get to keep the job. Good work, plus some pro bono is what leaders expect nowdays, if possible, no days off. I don't think burning yourself out is worth the non existent pay bump. So either you ask for a raise or you leave for a better one. People, especially the young who have been in the workforce for 10 years are fed up with the bs they're being fed to, particularly when the inflation adjusted pay rise doesn't keep up with the cost of living. You're effectively taking pay cuts. There's not a shortage of work force, that's some fugazi bullshit bad management came up with to excuse themselves of taking advantage of workers that are now motivated to strike. Congratulations! There's a shortage of pay and appreciation. It's absolutely appaling that companies prefer money over sustainability. Once real estate becomes too expensive to afford by two working people, people give up. It doesn't help that real estate investors have a huge incentive to ramp up the price by buying a lot of it and take advantage of big tax cuts. The chances of cutting back on those benefits are near null, because those exact people will lobby against it.
Systematic strategies should take in account of workload; Principals, Teachers, Students and Community. Communication strategies should take into account timing, efficiency and effectiveness. School organisation as a strategical whole!
Absolutely. These decisions should not be made in isolation, and should consider the whole organization when going through a formal de-implementation process.
Thanks, my friend, for providing these short video clips! I'm preparing for a presentation. Sure enough- I can always depend on my friends to provide the best resources!
I love this discussion on how we sometimes do things because we are supposed to, often without evidence that 'thing' has a positive impact or not. You made a great point about how many times we don't want to do things that we don't like or we do things because we like doing them. De-implementation is so critical because in school districts, we can be in overload mode doing the things we like on top of the things we are told to do for a good reason or for no reason. You are nailing this Peter!
Thank you Adriana. It's part of my new book on Collective Leader Efficacy, but also something I am researching presently as well. Thanks for the comment.
Yes please! A needed conversation. The challenging part occurs when leaders move beyond the general philosophy and begin to debate what can actually be changed.
@@mrburnsteacher1976 Start here. It's to the open access version of my Education Week blog. petermdewitt.com/blog/f/is-de-implementation-the-best-way-to-build-back-better
Always great insight, Peter! Deficit thinking will be a significant factor when looking at the data collected for learning loss during this pandemic. I am, as you know, one of your biggest fans and have been in education for 25 plus years. Meeting people where they are is a great way to start! We cannot make up lost time, but make the most of our time. Leaders need your wisdom and support! Keep sharing, shining and stating the stuff to get to the destination of success.
Here is a blog I wrote focusing on why we should be concerned about the mental health of school leaders. blogs.edweek.org/edweek/finding_common_ground/2020/08/we_should_be_concerned_about_the_mental_health_of_principals.html
Excellent video! Clear, concise, and very practical. I really appreciate your emphasis on walkthroughs as a collaborative process. Looking forward to seeing more from you.
