My jury is still out when it comes to reality programming. It’s the reality part that I find disturbing, just how real is 38 minutes of programming extracted from 100 hours of recorded footage? Yet I like the message of Undercover Boss, a CEO goes undercover in his/her own organization to work the front line to determine areas of success and areas that need improvement. While I manage to sit through the extended commercial and contrived drama I am moved by the thought of reducing the distance between the white collar and blue collar workers regardless if this undercover job is driven by a renewed moral compass or a marketing ploy.
The issues of accountability are often discussed yet practices rarely reach fruition of change. I wonder if the undercover process will lead to the end. Would this model work in our school systems? Should a Superintendent teach for a week? Work in the cafeteria? Drive a school bus? Okay…well maybe not a school bus.
Showing posts with label systems. Show all posts
Showing posts with label systems. Show all posts
Tuesday, March 2, 2010
Sunday, October 4, 2009
New Team Leader
For just over a year the team turned to Chad Pennington as their quarterback and as the team leader. Now with an injury ending Pennington’s season and possibly his career, Chad Henne stepped in to the role of Dolphins’ new quarterback. The key to the team’s success over the Bills has two distinct parts: 1) the comfort that Henne showed behind center and 2) the performance of the rest of the team.
Before being asked to lead the team, he was provided a year to learn, to practice, to fail and to succeed. Even though Henne was forced to start his season ahead of schedule, his role of understudy behind Pennington showed his patience on the field and smart decisions at the line. As the new leader emerged his team stepped up their game and had his back. What we learned here is that developing talent is a process not an event.
Before being asked to lead the team, he was provided a year to learn, to practice, to fail and to succeed. Even though Henne was forced to start his season ahead of schedule, his role of understudy behind Pennington showed his patience on the field and smart decisions at the line. As the new leader emerged his team stepped up their game and had his back. What we learned here is that developing talent is a process not an event.
Tuesday, September 8, 2009
A Transition
What started as a “Promise” to his teammates to step up his own game, Tim Tebow’s commitment to his teammates and fans has created a culture of high expectations. During the first minutes of the game, the ESPN announcers commented on the attitude of the younger players. ”The wide receivers are sick and tired if being referred to as the team’s big “?”. They are looking to step up and show that they are ready to fill in the vacant positions.”
After the loss to Ole Miss, the focus was certainly on Tebow, now it is time to turn the attention to the team. A point of view that I am sure Gainesville’s Superman would appreciate.
As much as we want to see Tebow for 60 minutes each Saturday, the less we see him equals additional “practice” time for our second, third and fourth stringers. While their Moms and Dads are thrilled to see their babies on the field, the coaches and the fans are getting a sneak peak at the future of this team. The opportunity to play the bench and place these players in high stress situations where their failure on the field can only lead to growth, well…one thought does come to mind… Induction, nothing beats growing your own.
Makes me wonder how school leaders develop their "players".
After the loss to Ole Miss, the focus was certainly on Tebow, now it is time to turn the attention to the team. A point of view that I am sure Gainesville’s Superman would appreciate.
As much as we want to see Tebow for 60 minutes each Saturday, the less we see him equals additional “practice” time for our second, third and fourth stringers. While their Moms and Dads are thrilled to see their babies on the field, the coaches and the fans are getting a sneak peak at the future of this team. The opportunity to play the bench and place these players in high stress situations where their failure on the field can only lead to growth, well…one thought does come to mind… Induction, nothing beats growing your own.
Makes me wonder how school leaders develop their "players".
Monday, June 8, 2009
Proactive Thinking- Maintaining Institutional Memory
What happens when you prepare a replacement? If change is inevitable proactive thinking protects the bottom line.
Last Monday there was a change of guard at NBC’s flagship late night show, The Tonight Show. While at a ratings high Jay Leno was replaced by Conan O’Brian. This move follows NBC’s belief on investing into the future and preparing a replacement; NBC executives announced the formal transition process back in September 2004. While Monday might have been Conan’s first time at the 10:30 time slot, he has been preparing for this position since 1993 at the 12:30 time period. After a week on the air, The Live Feed, an entertainment news site reports “the first week of O'Brien's "Tonight" has averaged a 4.7 rating in the summer -- 21% higher than Jay Leno's second quarter average with the show.”
For television networks, ratings are the bottom line while schools look at student achievement. Since change is inevitable the Florida Association For Staff Development addresses how proactive thinking will protect the school’s bottom line. An example is provided in the article, The Role of Staff development in Creating and Maintaining Institutional Memory, “If you agree schools are in fact experiencing a steady loss of knowledge, we propose a parallel, complementary, cost efficient enhancement of staff development’s primary role. It is suggested staff development purposely establish processes and strategies to capture knowledge from teachers prior to their leaving our schools. Significant improvements in individual and school performance can be made by capturing and sharing knowledge and expert skills acquired from our most competent teachers. Staff development research has shown teacher improvement is better accomplished by working with teachers within the school as opposed to going outside the schools calling on outsiders who come in, deliver a workshop and disappear.”
Last Monday there was a change of guard at NBC’s flagship late night show, The Tonight Show. While at a ratings high Jay Leno was replaced by Conan O’Brian. This move follows NBC’s belief on investing into the future and preparing a replacement; NBC executives announced the formal transition process back in September 2004. While Monday might have been Conan’s first time at the 10:30 time slot, he has been preparing for this position since 1993 at the 12:30 time period. After a week on the air, The Live Feed, an entertainment news site reports “the first week of O'Brien's "Tonight" has averaged a 4.7 rating in the summer -- 21% higher than Jay Leno's second quarter average with the show.”
For television networks, ratings are the bottom line while schools look at student achievement. Since change is inevitable the Florida Association For Staff Development addresses how proactive thinking will protect the school’s bottom line. An example is provided in the article, The Role of Staff development in Creating and Maintaining Institutional Memory, “If you agree schools are in fact experiencing a steady loss of knowledge, we propose a parallel, complementary, cost efficient enhancement of staff development’s primary role. It is suggested staff development purposely establish processes and strategies to capture knowledge from teachers prior to their leaving our schools. Significant improvements in individual and school performance can be made by capturing and sharing knowledge and expert skills acquired from our most competent teachers. Staff development research has shown teacher improvement is better accomplished by working with teachers within the school as opposed to going outside the schools calling on outsiders who come in, deliver a workshop and disappear.”
Thursday, April 23, 2009
Conflicting Systems
A school has multiple systems serving children; it can be frustrating when good intentions prevent success.
To understand how organizational systems can work together to achieve a common goal, just watch an episode of Law and Order. To understand how dysfunctional systems can prevent a common goal, just watch an episode of Law and Order SVU. Have you ever noticed that the breakdown occurs when members of the organization make people-centered decisions? As much as I admire Detective Stabler and Detective Benson’s passion for the job, I want to scream every time they bend the rules for justice. People centered decisions has an impact on how systems work. Why don’t they see beyond the arrest and realize they are making it difficult for the District Attorney to make a case? Even with good intentions, desired outcomes only occur when both groups of individuals adhere to the norms of the system.
To understand how organizational systems can work together to achieve a common goal, just watch an episode of Law and Order. To understand how dysfunctional systems can prevent a common goal, just watch an episode of Law and Order SVU. Have you ever noticed that the breakdown occurs when members of the organization make people-centered decisions? As much as I admire Detective Stabler and Detective Benson’s passion for the job, I want to scream every time they bend the rules for justice. People centered decisions has an impact on how systems work. Why don’t they see beyond the arrest and realize they are making it difficult for the District Attorney to make a case? Even with good intentions, desired outcomes only occur when both groups of individuals adhere to the norms of the system.
Preparing for next year
Another story about preparing your replacement.
The continued transition of quarterbacks was evident during this year’s traditional Orange and Blue Spring game. Ever since Tim Tebow grabbed John Brantley to join him in a victory lap around Florida Field the future of the Gators has always been peeking around the corner. As much as it pains the Gator Nation to accept that this is Tim’s last year, the process for preparing for the future has been as important as preparing for the next game. Last year we might have seen Brantley late in the fourth quarter cleaning up the carnage left by Florida’s players, however just as we were introduced to Tim during the Chris Leak reign this is the year to welcome John into the position. John placed an exclamation point at the Orange and Blue game by throwing for 265 yards with three touchdown passes and two rushing scores.
Coach Meyer and Tim are making decisions based on what is best for the organization. Can the same case be made for your leaders?
The continued transition of quarterbacks was evident during this year’s traditional Orange and Blue Spring game. Ever since Tim Tebow grabbed John Brantley to join him in a victory lap around Florida Field the future of the Gators has always been peeking around the corner. As much as it pains the Gator Nation to accept that this is Tim’s last year, the process for preparing for the future has been as important as preparing for the next game. Last year we might have seen Brantley late in the fourth quarter cleaning up the carnage left by Florida’s players, however just as we were introduced to Tim during the Chris Leak reign this is the year to welcome John into the position. John placed an exclamation point at the Orange and Blue game by throwing for 265 yards with three touchdown passes and two rushing scores.
Coach Meyer and Tim are making decisions based on what is best for the organization. Can the same case be made for your leaders?
Friday, January 23, 2009
Systems Thinking
A system is a group of interacting, interrelated, and interdependent components that form a complex and unified whole. As you read the definition what connections do you make to your role of developing teachers?
"Systems thinking is a perspective because it helps us see the events and patterns in our lives in a new light—and respond to them in higher leverage ways. For example, suppose a fire breaks out in your town. This is an event. If you respond to it simply by putting the fire out, you're reacting. (That is, you have done nothing to prevent new fires.)
If you respond by putting out the fire and studying where fires tend to break out in your town, you'd be paying attention to patterns. For example, you might notice that certain neighborhoods seem to suffer more fires than others. If you locate more fire stations in those areas, you're adapting. (You still haven't done anything to prevent new fires.)
Now suppose you look for the systems—such as smoke-detector distribution and building materials used—that influence the patterns of neighborhood-fire outbreaks. If you build new fire-alarm systems and establish fire and safety codes, you're creating change. Finally, you're doing something to prevent new fires!"
Source: About Systems Thinking. (n.d.). Retrieved January 14, 2009, from http://www.pegasuscom.com/aboutst.html.
Monday, January 5, 2009
Prepare your replacement
When I sign off on my emails I leave the reader with the thought, “How has your support system prepared your replacement?” I started to use this phrase during the Induction Systems course based on the belief that if your work is producing results, there is a strong chance that you will eventually leave the organization (probably to replicate the success), and if the work is valuable then it must continue. To avoid starting at zero and maintain success then promote from within and only hire from the outside when change is needed.
Without any prompting from the Teacher Development Department, Florida Gator head coach immediately recognized the results of an effective induction system and identified Steve Addazio as his next his next offensive coordinator replacing Dan Mullen. The induction carrot is that Dan Mullen did not lateral into a similar position but moved from offensive coordinator to the head coach of Mississippi State. Dan’s legacy will continue with Steve and those who follow.
If you believe this might have been an induction fluke, think again…the last three offensive coordinators under Urban Meyer have become head coaches.
Without any prompting from the Teacher Development Department, Florida Gator head coach immediately recognized the results of an effective induction system and identified Steve Addazio as his next his next offensive coordinator replacing Dan Mullen. The induction carrot is that Dan Mullen did not lateral into a similar position but moved from offensive coordinator to the head coach of Mississippi State. Dan’s legacy will continue with Steve and those who follow.
If you believe this might have been an induction fluke, think again…the last three offensive coordinators under Urban Meyer have become head coaches.
Sunday, October 26, 2008
Right Person or Right Position
Improving results by placing the right person, in the right position.
It has been a while since thinking about the Dolphins and continuous improvement. Cautiously optimistic is perhaps the best way to describe my feelings towards this team. Already improved from last years train wreck, the Dolphins plastered the Bills 25-16 this afternoon. During the post game locker room interview linebacker Joey Porter was asked to explain what was the biggest factor in his improvement from just 5.5 sacks for the entire 2007 season to 10.5 sacks in just 7 games in 2008. Joey credited his performance to the coaching staff for placing him in the “right” position on the line. He endorsed his and the team’s success to the systems that revolve around the coaches and players.
Porter has already proved himself as a sack specialist with the Pittsburg Steelers and was a dominant force for the Super Bowl winning team in 2006. While many believe that if a person performs well in one location, then he/she will perform well in any location. Just ask Joey Porter if that belief is true.
It has been a while since thinking about the Dolphins and continuous improvement. Cautiously optimistic is perhaps the best way to describe my feelings towards this team. Already improved from last years train wreck, the Dolphins plastered the Bills 25-16 this afternoon. During the post game locker room interview linebacker Joey Porter was asked to explain what was the biggest factor in his improvement from just 5.5 sacks for the entire 2007 season to 10.5 sacks in just 7 games in 2008. Joey credited his performance to the coaching staff for placing him in the “right” position on the line. He endorsed his and the team’s success to the systems that revolve around the coaches and players.
Porter has already proved himself as a sack specialist with the Pittsburg Steelers and was a dominant force for the Super Bowl winning team in 2006. While many believe that if a person performs well in one location, then he/she will perform well in any location. Just ask Joey Porter if that belief is true.
Wednesday, February 27, 2008
Avoiding Relapse
Not during this lifetime did I expect to think addiction and rehabilitation had anything to do with Induction.
As Induction in Broward County is not a “one-shot orientation”, but systems of processes embedded in all that we do to grow as educators; recovery is just not a “one-shot stint of rehab”, but a system that draws upon beliefs, values, and collaboration that focuses on new learning.
When attempting to make a change in your life, Dr. Drew from VH1’s “Celebrity Rehab” points out that “Creation of Change” and “Sustainability of Change” are two completely different and equal components of growth. He not only introduces new choices in life, new approaches in decision-making and problem solving, but also prepares the patient to identify support systems that will reinforce the new paradigm after the doctor has left.
It appears that without a plan to sustain the new behavior, the creation of change might just be an exercise of futility.
As Induction in Broward County is not a “one-shot orientation”, but systems of processes embedded in all that we do to grow as educators; recovery is just not a “one-shot stint of rehab”, but a system that draws upon beliefs, values, and collaboration that focuses on new learning.
When attempting to make a change in your life, Dr. Drew from VH1’s “Celebrity Rehab” points out that “Creation of Change” and “Sustainability of Change” are two completely different and equal components of growth. He not only introduces new choices in life, new approaches in decision-making and problem solving, but also prepares the patient to identify support systems that will reinforce the new paradigm after the doctor has left.
It appears that without a plan to sustain the new behavior, the creation of change might just be an exercise of futility.
Sunday, October 14, 2007
Doctors preparing their replacements
A few days ago Kimberly Dozier’s story shared her story of survival from a car bombing in Iraq on Memorial Day 2006 on National Public Radio. I wondered if she new about the concept of Induction.
What caught my attention was the part of her story regarding the interest her doctors had when after her full recovery she returned to see them. She shared that since medical treatment in Iraq is administered in different stages, the doctors are not always able to receive feedback on whether they were a success. From what I understand from her interview it appears that there is a fast turnover with medical doctors in Iraq and they sought to identify and record the proper procedures to share with the "newbies" in the field. Perhaps it would be better I share an email I received from Kimberly describing her situation.
Kimberly writes, “...it's not so much an attrition rate I was aware of, but the year-in-year-out turnover of doctors just like all the other troops. One set rotates in, gains expertise, then has a short overlap with the new set of about a month, and rotates out. The new guys have to start from scratch, relying on what they learned in the few weeks of exchange. That's one of the reasons my trauma docs said they need a database that everyone can refer to, so the newly acquired knowledge isn't lost.” Kimberly’s story is unique in that a doctor’s Induction system is essential in saving lives.
I replied to her email, “Would you believe that a similar situation exists with teachers, department chairs, office managers, and administrators in our schools? The problem is similar with the Doctors in that since the routines and procedures of the work are people driven as soon as someone leaves that position the organization drops back down to a point of zero. The doctor database might just be a possible solution. In our schools identifying and developing a written plan facilitates the move away from being people centered. If the work has value then by all means it should stay with the organization just as the doctors look to develop a process that retains the most effective medical routines and procedures available.”
Additional information on preparing your replacement is available as an HRD Podcast. Search for “Induction Air #2” and “Induction Planning”
What caught my attention was the part of her story regarding the interest her doctors had when after her full recovery she returned to see them. She shared that since medical treatment in Iraq is administered in different stages, the doctors are not always able to receive feedback on whether they were a success. From what I understand from her interview it appears that there is a fast turnover with medical doctors in Iraq and they sought to identify and record the proper procedures to share with the "newbies" in the field. Perhaps it would be better I share an email I received from Kimberly describing her situation.
Kimberly writes, “...it's not so much an attrition rate I was aware of, but the year-in-year-out turnover of doctors just like all the other troops. One set rotates in, gains expertise, then has a short overlap with the new set of about a month, and rotates out. The new guys have to start from scratch, relying on what they learned in the few weeks of exchange. That's one of the reasons my trauma docs said they need a database that everyone can refer to, so the newly acquired knowledge isn't lost.” Kimberly’s story is unique in that a doctor’s Induction system is essential in saving lives.
I replied to her email, “Would you believe that a similar situation exists with teachers, department chairs, office managers, and administrators in our schools? The problem is similar with the Doctors in that since the routines and procedures of the work are people driven as soon as someone leaves that position the organization drops back down to a point of zero. The doctor database might just be a possible solution. In our schools identifying and developing a written plan facilitates the move away from being people centered. If the work has value then by all means it should stay with the organization just as the doctors look to develop a process that retains the most effective medical routines and procedures available.”
What processes exist to prepare your replacement?
Additional information on preparing your replacement is available as an HRD Podcast. Search for “Induction Air #2” and “Induction Planning”
Saturday, September 30, 2006
A Wrestling Coach
Professional wrestling, or better known today as Sports Entertainment has been entertaining my dad and I (and now my nephew too) for the past 30 years. What I did not know was that the Induction concept of “preparing your replacement” was embedded in the wrestling culture.
Vincent Kennedy McMahon, current chairman of World Wrestling Entertainment (WWE) is not only a billionaire wrestling promoter and an onscreen wrestling personality, he is the coordinator of a highly visible coaching program. Vince didn’t invent the program, but his actions demonstrate a commitment to professional development.
Throughout the week and between live performances WWE Superstars practice wrestling moves, memorize lines, and stick to an intense exercise program. On the other side of the ropes, Vince and his staff is constantly recruiting younger talent and seeking the assistance of wrestling coaches in the form of “older” talent. When Vince develops the wrestling storylines it is common practice to put a newbie in a program with one of the experienced wrestlers. Once the bell rings, a wrestler is only as good as his opponent; in the wrestling culture it is expected that the WWE Superstars “put over” the younger talent. This is a great example of coaching on the job.
Just as I still cheer for Rick Flair and Hulk Hogan, my nephew cheers for their replacements, WWE Superstars Ken Kennedy and Paul London.
Vincent Kennedy McMahon, current chairman of World Wrestling Entertainment (WWE) is not only a billionaire wrestling promoter and an onscreen wrestling personality, he is the coordinator of a highly visible coaching program. Vince didn’t invent the program, but his actions demonstrate a commitment to professional development.
Throughout the week and between live performances WWE Superstars practice wrestling moves, memorize lines, and stick to an intense exercise program. On the other side of the ropes, Vince and his staff is constantly recruiting younger talent and seeking the assistance of wrestling coaches in the form of “older” talent. When Vince develops the wrestling storylines it is common practice to put a newbie in a program with one of the experienced wrestlers. Once the bell rings, a wrestler is only as good as his opponent; in the wrestling culture it is expected that the WWE Superstars “put over” the younger talent. This is a great example of coaching on the job.
Just as I still cheer for Rick Flair and Hulk Hogan, my nephew cheers for their replacements, WWE Superstars Ken Kennedy and Paul London.
Saturday, September 23, 2006
Being A Coach at Denny's
4:00 AM at Denny’s Restaurant was not the place where I would expect to find elements of Induction. A few items that demonstrated a Recipe for Success included…
1) A new waitress was teaming/shadowing with an experienced server in the middle of the night. The middle of the night is probably the best time to model, provide opportunity to learn, coach and provide feedback for a new employee.
2) Regardless of who “owned” the table, the wait staff worked together to make sure our needs were met. One server directed us to our table and served drinks while the Mentee and her Server Coach took the initial order. Additional wait staff constantly surveyed the area and refilled our drinks.
3) Service/support did not end when the meal was delivered. The Mentee and her Server Coach stopped by AFTER the meal to offer additional assistance.
4) Being There. At then end of the meal, the Mentee and her Server Coach stopped by, smiled, and said “Thanks for coming by, we hope to see you again.” By all means it was us who should had offered them THANKS for being there and providing a friendly experience.
We were quite impressed for a place that is known for the Slam and its 4:00 a.m. Grilled Cheese sandwich.
1) A new waitress was teaming/shadowing with an experienced server in the middle of the night. The middle of the night is probably the best time to model, provide opportunity to learn, coach and provide feedback for a new employee.
2) Regardless of who “owned” the table, the wait staff worked together to make sure our needs were met. One server directed us to our table and served drinks while the Mentee and her Server Coach took the initial order. Additional wait staff constantly surveyed the area and refilled our drinks.
3) Service/support did not end when the meal was delivered. The Mentee and her Server Coach stopped by AFTER the meal to offer additional assistance.
4) Being There. At then end of the meal, the Mentee and her Server Coach stopped by, smiled, and said “Thanks for coming by, we hope to see you again.” By all means it was us who should had offered them THANKS for being there and providing a friendly experience.
We were quite impressed for a place that is known for the Slam and its 4:00 a.m. Grilled Cheese sandwich.
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