Final Blog- Interview

YAY, this is the FINAL blog!!! It is exciting to be done!!  Congrats to everyone in all the cohorts for their hard work, long hours, sweat, (possibly tears,) and dedication in completing this program!!!

In regards to the interview simulation, I felt that it was a valuable experience.  The interview simulation will definitely help me in the future when I pursue an administrative position.  I appreciated all the superintendents taking time out of their busy schedule to do this exercise with all of us.  I was interviewed by Craig Wheaton, the superintendent of Visalia Unified.  Mr. Wheaton used our time as more of a coaching session, by explaining the interview process, asking sample questions, and providing feedback to my responses.

It was nice see everybody one last time - the next time we are all together will be GRADUATION!

Again, CONGRATULATIONS  to everyone and enjoy your winter break...with no homework!!! Yay!

Capstone Reflection

Yay! Capstone and profession growth plan done! While writing my Capstone paper I have come to realize how much Reagan has accomplished and all the areas that could be improved.  It seems as though the work is never ending and there is so much more to do to reach each educational goal.  I thought that the Capstone was a beneficial assignment in that it made me reflect on the current reality and the next steps in improving my school site.  Through writing my Capstone it has come to my attention that the success of a school is not only the result of the teachers and students working together, but rather it is the collective efforts of students, families, teachers, support staff, administration, and community members.  Truly, "together we can"!

Budget and Funding

After our last cohort meeting on funding, it is nice to connect what we learned there to our school site.  I definitely learned a lot meeting with my principal.  The only experience I have with site funding is through being a part of School Site Council.   I know that categorical funding is more difficult to spend because there are specific guidelines and protocols to follow.  For this reason it is important to spend categorical funds prior to tapping into site funds.
There is definitely a lot more I need to learn about budget and funding.  My list of things (as a future administrator) to learn is certainly growing...

November Face-to-Face

First off I want to say, "Yay! We had our last class meeting for our Masters.". :)

Friday night I was hit with a bit of reality.  There are so many things to consider when in an administrative position.  We constantly hear about the importance of being visible and an instructional leader at the school site, but we also must follow the guidelines/protocols of being a site leader.  It is crucial to be comply with paperwork procedures and to keep accurate documentation.  One of the most important duties of being a site leader is building capacity through hiring well and supporting existing staff.

That night we also had the opportunity to interact with peers through participating in listening activities.  I thought that it was difficult to listen quietly and not provide input.  At times it was awkward because we were unsure when to start talking or when to stop talking.  I guess I am use to look for affirmation when talking.

Saturday was a day full of school finance.  It is so important to know all the funding codes and be able to distinguish what could be used/purchased from what codes.  Dr. Bradley did a thorough job in explain all the details of school finance.  I just hope that I remember all this when I need it.  December 15th is just around the corner and I hope that the "trigger" won't be pulled.  I am not sure what schools will do if it does...

Leadership Connectors- Putting in All Together

This was one of the best books I have read in the program. I thought the text was relatable and easy to ready.  Leadership Connectors provided me with lots of insight and great suggestions.  Hensley and Burmeister does an excellent job illustrating how each element is linked and how things can go astray if even one of the pieces is missing/ not functioning.

I really enjoyed the last chapter, it was a touching and simple way to tie all the connectors.  I especially enjoyed reading Jeff's journey as the final note of the book.  His story explained the importance of relationships and the difference that one person can make on the lives of many. Jeff's story made me realize that we all make mistake, but it is how we react to it that makes us who we are as people, friends, colleagues, and leaders.   

I would highly recommend this book to other colleagues.  I give this book "5 stars".  :)

October Face-to-Face Class

Last week was a crazy busy week, with all the school activities, meeting, and our Masters class meetings.  Last Friday and Saturday the Clovis, Visalia, Tulare and Sanger cohorts meet at North Center for our two-day class session.  It was long, but I definitely gain new insights and knowledge.  My brain was beyond full after leaving class!

Friday night Roberta Rowe from Lozano Smith presented on student and labor matters that pertained to educational law.   There were discussions of search and seizure procedures and investigation protocol.  Roberta did an amazing job describing each section of her PowerPoint with examples from past cases.  I learned that it is difficult to determine the end result of a situation, and that the end result varies from situation to situation.  It was interesting seeing a different version of the FRISK model- BRICK.  The most important element in determining the end result of a situation/case is the documentation.  As Roberta stated, "if it is not written down, it did not happen".  Given all the scenarios that Roberta describe regarding bullying, I am glad that I teach elementary.  I can't image the difficulty with dealing with cyberbulling on top of all the other bullying that occurs at school.  

I was unable to attend class on Saturday due to a wedding in San Francisco.  As fate would have it I was greatly penalized for missing class.  I got a few mosquito bites, one of them the size of an Uncrustable sandwich. :( My make up assignment is TBD and I am scared.  Bright note, time is certainly flying my quickly this semester! 

Leadership Connectors- Trust

 A wise leader broadens her own narrow space in life, letting others in, while searching for the universal dimensions of her school. 

-Hensley and Burmeister

Finally we come to the conclusion of Leadership Connectors and reached the final connector-trust.  Trust is the most important element of any relationship , especially one that is healthy, fully functioning.  Trust is a leadership connector that takes considerable time and effort to establish.  At the same time is one that quickly lost with decent and lack of honestly.  In order for trust to occur all other elements of leadership connectors have to be in place- communication, support, safety, competence, and continuous renewal.  

Some key learnings from this chapter are:

• Establish trust through establishing respect for all (not liking)
• Say what you mean and definitely mean what you say.
• Treat others the way you want to be treated.  
• Don't engage in gossip
• Refrain from complaining, be positive.  
• Own up to your work- if you make a mistake, own it.  

This chapter on trust reminded me the book, The Speed of Trust by Stephen Covey and the four core values of trust- integrity, intent, capabilities, and results.  Trust is definitely a value that takes time to establish.  Trust is often described as a bank account, where deposits have to occur prior to taking withdrawals.  However, once trust is lost it is extremely difficult to reestablish.  So make large deposits! 

Leadership Connectors- Continuous Renewal

I greatly enjoyed this chapter of Leadership Connectors on Continuous Renewal. I appreciated the direct statements and suggestions regarding priorities, health and emotions, especially the statement, "thriving, not just surviving".  I can honestly say that is is tough finding balance between work, masters work, and home life is tough right now.  I recognize that I am "out of balance" yet I can't seem to find the hours in the day to do all the things that to be done.


Hensley and Burmeister addressed some helpful tips in ensuring continuous renewal as an educational leader.  They addressed the importance of constant reflection, addressing/identifying emotions, finding balance, and valuing one's health.  All of these aspects are obvious strategies in helping with one's "renewal", but is often forgotten simply because of overwhelming schedules and priorities.  


An aspect that I especially need to work on is finding balance between work, school, and home life.  Right now teaching and the masters program is my life and are my BIG priorities. It is so tough with teaching a new grade level this year, the final semester of the masters program, and having a husband that is also an educator (we spend our "together" time grading papers/doing work).  Life will certainly be easier in December (when the school/classwork is done).  Until then I will have to continue to schedule/plan all of my events and just take it day by day-being sure to reflect on how to be more efficient and effective.  Also, I am certain that the addition of Baby Okada will help my shift my priorities in life in April. :) 

Leadership Connectors- Competence

Competence is continual learning and growth- 

"It is at the point where what we already know slips into what we do not know that the learning occurs." 

Hensley and Burmeister's chapter on competence is probably one of my favorites so far.  I especially enjoyed this chapter because competence encompasses the previous connectors- communication, support, and safety.  In order to be a competent leader it is essential to have the previous connectors in place.  The list of reflective tools are helpful in paving the path to competency as an instructional leader. 

The section (in the list of reflection tools), Organization and Prioritization was extremely eye opening and well stated.  I love the comparison between being an orchestrator or manipulator.  The conductor leads the orchestra by bringing cohesion and unity to a variety of musical instruments.  The most profounding part was that the conductor doesn't know how to play every instrument, but trusts the knowledge of his team.

As an instructional leader it crucial to empower teachers and build capacity.  However, it is easier said than done, "Gaining competence as a leader is not as clear-cut as gaining competence as a teacher (p. 84)."  When I think of building capacity or self-efficacy at the work place I think back to the Drive video.  Extrinsic motivation only promotes behavior for a short time before it becomes stagnate.  

As a young future instructional leader I have fears of being incompetent.  I know that it is necessary to work below the green line and establish relationships to build trust and support in order to have the school site work towards a common vision and goal.  At the same time it is important to be open and transparent in my knowledge and ability.  I definitely will not be scared to admit that "I don't know and I will find out for you".  

Leadership Connectors- Safety

"Only when we feel safe can we shift our energy from basic 

survival needs to complex thinking and reflecting" 

-Hensley & Burmeister

Prior to reading this chapter I would not have considered "safety" as a mark of an effective educational leader.  However, upon reading this chapter I do believe that it is necessary and crucial that teachers and students are safe to promote an environment in which everyone thrives.  

Often times when we think of safety we only think of feeling physically safe.  In this chapter of Leadership Connector, Hensley and Burmeister discussed in depth about bullies and the need to end and get rid of bullying.  Something that I learned and did not consider as a "safety" concern was establishing healthy relationships such as providing others with recognition for their hard work.

I am glad that Hensley and Burmeister addressed that the issue of sleeplessness.  I am certain as time progresses I eventually move up the ladder this issue will continue to manifest.  I will certainly put some of the suggestion into play (starting tonight, maybe).

Leadership Connectors- Support

Support is an essential element in the success of a school or company.  Support is a "transparent" factor that is evident in the work community or not.  When I think of support I think of loyalty and trust.  In order to have support or give support there has to be a level of dependency and trust. This was evident in the story about the new principal Mary.  She was able to provide teachers with support and an open, trusting relationship.  In return the teachers were loyal to her and worked hard to make the school a successful place.  

Support is similar to communication in that these are elements of working below the green line.  Good support and communication establishes buy-in and relationships, which are crucial in creating an effective work environment.  

Hensley and Burmeister explains that support comes in various forms- financial, material, physical, emotional, human and moral.  It was also addressed in this chapter that all of teachers' "needs" (in material items) must be addressed and met.  Medical supplies and other needs are addressed but education is not treated with the same level of urgency.  With the current state of budget, not all teachers' needs can be met.  It is important to share budget records and conditions with school staff so that everyone is aware of the financial situation.  

Leadership Connectors- Communication & Support

In Leadership Connectors Hensley and Burnmeiser addressed some key developmental characteristics that great leaders possess in order to develop successful relationship in schools.  Two characteristics that were addressed in the first two chapters were communication and support.

Good communication is the pivotal factor in a leader's ability to connect/build relationships with others.  It is also stated that when good communication occurs other "connectors" have the ability to flourish, and without good communication other connectors have little chance of succeeding.  It seem obvious that communication would be the most important factor in establishing the culture and relationships at a school site yet this is a component that is often times overlooked.  Hensley and Burnmeiser provides numerous examples of great communication, such as emails, newsletters, notes, etc.  It is also addressed that communication is any form of contact-oral, written and nonverbal.

Nonverbal communication is definitely an area that I need to work on! I have a million things running through my mind that often times I am distracted and not fully engaged on the speaker. Oops! Sorry!

Support is also a crucial component in establishing relationships in schools.  All members of the school site seek constantly seek support-financial, material, emotional, physical or moral.  Support is an area that helps a school transcend beyond "work place" to a more family-oriented, nurturing environment.

I am truly fortunate to work at a school site where these two characteristics exist- not just on an administrative level but at every level (teachers, students, parents/community).  :)

Beginning of the End...

It is unbelievable that this is my last semester of my masters/admin program.  Yay!  On August 24th I had our first face-to-face class meeting for EAD 269- Site-Based Leadership.  This class is special in that I have three professors, Dr. Buster, Dr. Darrow, and Dr. Wise and this class as combined several cohorts to create an ultimate collaboration of cohorts- Sanger, Tulare, Clovis, Kingsburg, and Visalia.  I am looking forward to our journey together in this course and this semester.

One of the highlights of this class meeting was watching the RSA Animate video about motivation.  This video was created by Daniel Pink, who uses illustrations to convey the drive of motivation.  He explains that extrinsic motivations and rewards are only effective on simple tasks and actually have an negative affect on completing tasks that require higher cognitive abilities.  


At the conclusion of this video it was determined that there are three factors that would motivate skilled, cognitive-oriented workers- autonomy, mastery, and purpose.  As a teacher, I have discovered that it is essential to move students from the extrinsic motivations to intrinsic motivation, so that they have the drive (motivation) to endure them for a lifetime.  

Greetings!

Hi, my name is Myrna Okada and this is my first time creating a blog.  I am looking forward to completing my masters and administrative credential this semester with the Sanger cohort. =)