Leading or Managing...That is the ?

I went to this inservice the other day with Neil Carrington.  I had never heard of him, but he was a great speaker.  I really left with actual suggestions of how to make my classroom and life better.  The great thing though, all is suggestions could be used with any situation.  I decided to share what I learned. ​

What do you think is more important culture or strategy?  Most people will say culture quickly without batting an eye.  Stop and think about it though, strategy is more important.  You have to strategically plan a good culture.  "Culture eats strategy for breakfast."  So how do you strategically plan a good culture?  Here are the tips Mr. Carrington shared.

Teamwork
- Teamwork must be explicitly discussed.  In your job, in your classroom, in your family, in you friends you must discus teamwork.  "Teamwork must understand the difference between agreement and alignment."  Teamwork does  not mean you all get a long and sing songs around the campfire.  Teamwork means you understand everyone strengths and use them for the better good.  I loved this illustration. 
(Group 1) If you have four people all who are all "tens" working at the same place.  10 + 10 + 10 + 10 = 40 
(Group 2) If you have four people who are all "tens", but going around breaking people down. 10 + 10 - 10 - 10 = 0
(Group 3) If you have four people who are all "tens" giving it their all and working together. 10 x 10 x 10 x 10 = 10,000


What is your x factor?  What is the things that turns those plus signs around and makes your outcome so muchbetter? 
Culture, Teamwork, Time and Leadership


The first group is not a team, they are talented but not cooperating.
The second is negative teamwork, teamwork is not always positive.
The third is when you find everyone’s strengths, work at a good speed, align everyone, and get people who are deeply committed to the same goal.

Time -
​Time must be well respected.  "Be laser-like with your strategic priorities - Less is more!"  Next time you say, " I haven't got time for that." Replace it with, "It really isn't important to me."  I really thought Mr. Carrington hit the nail on the head there.  If the thing you do not have time for is something that should be important, re-align your priorities. 

If you live the normal life expectancy from birth to death, you only get 30,000 days.  How do you spend your 30,000?  Mr. Carrington pointed out he was 50, so he only has 12,000 left, he will sleep 1/3 of that time so - 8,000 and then if he gets sick in his old age -2,000.  He only has 6,000 days left.  WOW! that is a little crazy to me.  That is only 891 Saturdays left.

Use your time wisely, "You only get one time to get around the block." 

Leadership -
I love the quote from Remember the Titans, every time I hear the word leadership.  "Attitude reflects leadership, captain."  Mr. Carrington didn't use that quote, but his message was the same.  
Leaders - LEAD PEOPLE, Work at these levels- delegate responsibilities for outcomes, rather that delegate tasks -Align others to a shared vision, mental models, and systemic structures - Must walk the talk, transform not transact.
           
Managers - MANAGE THINGS, Get through the day, deal with events and behaviors.  Management - Patterns of Behavior (Superman) 

Knowledge DOES NOT EQUAL Understanding
 Truth is Truth
Perception is Reality
Read over those again, think about the video, let it sink in.

Do you looking at things with the model Mr. Carrington called the Dysfunctional Mental Model of Perception? 
-What I observe are facts
-What I know is truth
-Any reasonable person who has any sense would see what I see and know the truth as I know it. 
DING DING DING.  Yes I am guilty! ​

Feedback
- This also falls under leadership and teamwork.  "If someone starts a sentence with "Yes, but...." they are using defensive reasoning and are on the dysfunctional mental model of perception.  We all need to take the word “BUT” out of our vocabulary.  Everyone needs four ways of feedback.  One, someone you report to.  Two, those who report to you. Three, your peers, Four, yourself.  "Feedback must be transformational not transitional.  If you do not have the occasional "tiff" with your feedback people, your relationship isn't not take this word out mature or authentic.  Celebrate the "tiff" that means you are honest with each other.  There aretwo kinds of successful feedback. Folding back and Scaffolding.  Folding back is what were the messages you discussed and what where the messages taken away.  The person giving the feedback needs to ask questions, have them write up a summary and give it back to the feedback person.  This is so that the person will know what they took away from the conversation.  Scaffolding, both members must give permission to tell.  Ask the questions: what was powerful, what should be changed, what is something I need to give more attention to, ?????

Those were my main notes from the lecture.  I really walked away feeling like I could handle situations better and ready for more challenges. 

-EAT