MAKING SPACE FOR MILLENNIALS
Struggling to attract great teachers? Can you do something about it? Yes you can!
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K12 education is desperate for a deeper and wider talent pool and is grappling for how to solve it without the money to attract it. The good news is that many young prospective candidates don't make money a top priority. Study after study shows that the generation currently entering the workforce prioritizes working where they can make a difference over making top dollar.
Attracting these workers to education is your hope. They are your opportunity to fill your classrooms with smart, determined, and innovative thinkers. They CAN be recruited and retained-- IF they feel they can make a difference AND if they are attracted to your school professional culture.
MAKING A DIFFERENCE.
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This is the easy one. There are few professions where someone can make such a specific difference in the life of a person. Education IS that profession. We are positioned perfectly to attract smart, creative, and altruistic Millennials... except for one thing: our culture. |
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PROFESSIONAL CULTURE.
 The culture of K-12 education repels the best and brightest preparing to enter the workforce. In a study conducted by think tank Third Way, 65% of Millennials think teachers are NOT smart. Regulations, complex structures, and a perceived lack of public and political support headline stories of K-12 education.
In social media feeds, we see educators and advocacy groups condemning and championing the very same issues. News stories highlight the standards and assessment wars. Infighting, political posturing, and burn-out are the pervasive narrative-- on and offline.
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So that's the answer: create a vibrant, flexible, transparent culture of making a difference and the candidates will be lining up at your door.
Here are two strategies for developing a culture that can attract the best and brightest and help you hold on to those you already have.
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Culture starts with having similar values. Think about your own culture or cultures. They are based on shared values-- values you most likely respect and celebrate. If your school doesn't have shared values that are understood by everyone, your culture will most likely not be one that encourages loyalty and that attracts others.
When the leaders at Roma Moulding (a high end eye glass company) took on the issue of company culture, they started by asking each employee what they value. They took that giant list and collaboratively processed it down to what now are their core values.
Roma's CEO, Tony Gareri states, "At Roma we are all doing our best every day to live and breathe our culture. Our values are prominently featured on our website, on the walls of our office, and they are on a picture frame on everyone’s desk. They help guide us in all we do." (Read more.)
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Transparency starts with making sure your employees connect with your humanity and understand where you’re coming from. In a 2012 article in Harvard Business Review, Dorie Clark contends that what makes employees "go above and beyond is their relationship and loyalty to you — and you’ll never get that if you don’t let them know you as a person."
Practicing a radical level of transparency, Rand Fishkin of SEOmoz shared his own performance review with his employees. Fishkin used his review to challenge himself in front of his company-- modeling how evaluations are an opportunity for growth. By doing this, Fishkin held himself to the same level of accountability he has for his employees and modeled true leadership.
The next step toward transparency is letting your employees know what you know. Be strategic with this. Share data, facts, and assumptions that align to your core values. Be clear about each. Do not share an assumption as a fact, and do not share data by front-loading with assumptions. Trust your people to process each for what they are, and make sure they have a space in which to do so. (Read more.)
An excellent strategy is practicing distributive leadership. This type of leadership is demonstrated when people at all levels of the organization engage in action, accepting leadership in their particular areas of expertise.
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The online store Zappos is famous for its company culture. They talk about it almost as much as they do their products and service. They are so tuned into culture they conduct Culture Camp for other executives. They also publish a blog titled Culture Exchange.
Google made company culture popular. With their incredible perks and super modern offices they are known world-wide for being a place that focuses on making their employees happy. They also have an area dedicated on their website to culture, a compelling marketing tool for attracting prospective candidates.
Spending time and energy on your school's culture will pay off. You will more effectively engage your current staff, and begin to be a place where prospective candidates flock. You may not be able to pay them what they are worth, but they will be able to feel their worth in your school. And that is what most people seek everyday.
UPCOMING OPPORTUNITIES FOR LEADERS
Great schools begin with great leaders. #leadershipmatters
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This free webinar will offer a guided tour of the Test Administration Manual and data capture tools of the MCESA Performance Assessments for fine arts and PE.
Friday, October 23, 9:00 am | Register
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STEM is not an event. it's not a program or an activity. It is a way of approaching instruction and assessment. New and different approaches require a safe and supportive culture.
MCESA is hosting a free un-conference to create time and space for principals to discuss their challenges and solutions around creating a culture for STEM.
Learn more about what an un-conference is here.
Monday, October 26, 8:30 am - Noon | Register
 Twitter is an essential 21st Century communication tool. Join our free webinar and learn how to use Twitter to:
- Follow trending education news;
- Follow trending community news;
- Post school event information;
- Post urgent school information;
- Develop professional networks.
- Communicate your vision and focus your team.
Online November 3, 4:00 pm | Register
UPCOMING OPPORTUNITIES FOR YOUR TEACHERS
MCESA's instructors are a huge hit with teachers:
“This was absolutely fabulous! I learned so much. Can’t wait to use it in my classroom. Wendy was an excellent presenter! I hope she comes back.”
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AZCCRS ELA Phase 2: Writing Essays: Persuasive and Argument
Participants will employ the writing process and elements of argument to write persuasive / arguments texts. Topics will include the differences between persuasion and argument, argument protocol, and strategies for engaging students in argument writing.
November 5, Cost: $100 | Register
AZCCRS ELA Phase 2: Using Mentor Texts to Improve Student Writing
Participants will read and analyze rich, complex texts, and then use them as models to enrich their own writing. Also, participants will create plans to implement mentor texts in their classrooms. Topics include the qualities of rich text, connecting Close Reading to improved student writing, and finding mentor texts for your classroom.
November 19, Cost: $100 | Register
AZCCRS ELA Phase 2: K-3rd Grade, Anchoring Reading Practices in AZCCRS
Participants will learn how to plan and implement strong reading instruction to meet the demands of AZCCRS for kindergarten through grade 3. Topics include a deeper understanding of instruction for reading to learn and resources to engage and empower students as independent learners. Additionally, An Integrated Model of Instruction will be introduced.
December 10, Cost: $100 | Register
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