Great School Leaders Think About Their School as a Brand: 5 Ways to Tell Your School’s Story

Great School Leaders Think About Their School as a Brand: 5 Ways to Tell Your School’s Story

Great School Leaders Know How (and Why) to Tell Their School’s Story

We think that everyone can agree that there simply is not enough good news being spread among the masses, all around the world. That’s why we loved John Krasinski and his show, Some Good News, during the pandemic. It was a great reminder to all of us that great things were happening despite the rest of what we heard and saw on TV. Spreading the good news about our schools is no different. 

The most important reason to tell your school’s story is that if you don’t control or contribute to the narrative, someone else will. And, the media is quite negative; as the old saying goes, “if it bleeds, it leads.” Why? The reality is that our brains are attracted to it and controversy sells. A Pew Research Center’s study revealed that most people believe the media negatively contributes to our view of the world, yet, we still tune in.

64% of Americans say social media has a mostly negative effect on the way things are going in the U.S. today.

~ Pew Research Center

That’s why we need to highlight as much of the positive news about our schools as possible. Great leaders embrace this responsibility, and they learn to brand well. This post is designed to help you to tell your school’s story better or, at the very least, to validate the ways in which you already spread your school’s good news. 

The second most important reason to tell your school’s story is that your school deserves to have a brand that attracts top talent. With staff shortages and shallow application pools, school leaders are missing opportunities to showcase their school if they don’t have channels for doing so. The fact is, when it comes to attracting, hiring, and retaining teachers, there are–and will continue to be–winners and losers. Some schools and districts will fill their positions to a greater degree than others, and it will come right down to one thing–the reputation that your school culture has within the community. 

If you have a crappy internal culture, that’s the place school leaders must start and change fast. The best way to do so is through a pressure and support model that’s designed to set clear values and high expectations that are attached to strong staff support.  

But, if your school is already a decent place to work–treating teachers and other staff with dignity and respect–you should be telling your story as loudly and as far and wide as you can. The first step is that all school leaders must learn to think like marketers. 

School Leaders Should Think Like a Marketing Agency

Thinking like a marketer is not something you likely learned in your principal preparation program. That’s because the people who build those programs are former school leaders, and they didn’t likely think like marketers either. TheSchoolHouse302 is to the rescue; we always try to demonstrate the nuances of leadership, including the counterintuitive nature of leading well and the aspects of school leadership that you can’t find from most other leadership development firms. With that said, we’re here to tell you that if you don’t have a marketing hat as one of your many school leadership thinking caps, you need to get one…fast. 

To get you started with your new marketing mindset, we developed five marketing considerations for school leaders that come from research and evidence in the field of marketing. Again, most school leaders don’t study this closely, but you do–or at least you do now–which gives you a competitive advantage when it comes to building your winning team.

5 Ways for School Leaders to Think Like a Marketer 

#1. Culture is King–Marketing is about who you are, not what you are 

The first principle of marketing is that it’s not just advertising; it’s all of the lived experiences that your customers and employees have on a daily basis. You can advertise anything you want, but that doesn’t mean it’s real. Marketing starts with the culture of the school. It’s everything you do. For a long time, schools could operate without a customer service mentality because going to school is compulsory–everyone needs education and everyone sends their children to school. School choice changes that reality. Parents have options and teachers have options, more options than ever before. If we don’t build a positive culture on the inside of our organizations, nothing we say to advertise our schools will matter

Pro Tip: Great school leaders don’t just know that culture is king, they measure it. Check out our Reputable, Effective, Perception Survey for Schools (REPSS) for an example of an instrument that can measure the success and needs of any school culture.  

#2. Great Brands Make a Difference–Marketing is about innovation and leadership 

School leaders who care about marketing can learn from great brands like Patagonia, which has “cause no unnecessary harm” as one of its four core values. For schools to follow the “we make a difference” principle of marketing, the school should clearly be innovative, making a substantial change to what it means to be an effective school. The new crop of teachers who are entering into education wants to work at schools that are not only having an impact but are doing things differently, breaking the traditions and testing new waters. School leaders who want to reap the benefits of an innovative environment need to build a brand that speaks to taking risks and pushing boundaries. 

Pro Tip: Revisit your vision statement and core values. Do the words speak to innovation, leadership, change, and risk-taking? If not, consider a revision. The information that you have posted online are your marketing materials. 

#3. First Follows Matter–Marketing is about knowing “the others”

One thing that great marketers do is to find their people. Seth Godin calls this tactic the “people like us do things like this” phenomena. People want to be part of something that makes them feel included with a sense of belonging that fills a very natural human desire. Knowing this helps leaders to make decisions about who to give certain tasks to and how to spread news quickly when the need arises. School leaders know who the big fans are of the school and those are the people who need to know first when something special is happening or when something new is on the horizon. They are the marketing team, whether they know it or not. 

Aside from Godin, you can check out this concept in more detail from Li Jin who wrote about 100 True Fans, Kevin Kelly who talks about 1000 True Fans, and Derek Sivers’ famous video called, Leadership Lessons from Dancing Guy. The point is that when you want to market something, you need to spread the word through the voices of the people who are likely going to tell the story by finding “the others.” 

Pro Tip:  School leaders who want to build a reputation outside of the school walls should create a marketing team to discuss what to market and how to market the school’s story. The first step in this direction is to simply add a “marketing” agenda item to the leadership team meeting. 

#4. Stand Out Amongst the Crowd–Marketing is about being unique 

Unfortunately, schools in America are all very much the same in terms of the student and staff generic experience. It’s still very common to see English 9, English 10, English 11, and English 12 as the high school English curriculum versus naming these courses and teaching them thematically through the use of unique content and experiences that are relevant to our diverse student populations–whether that be their background or interests. The good news is that becoming unique and marketing something special about your school isn’t difficult. If you want to attract people who want to belong to a special experience then you need to market the uniqueness of your school or district. 

Pro Tip: Reflect with your team: what makes our school different for students and staff that would help us to stand out in the crowded space of teaching and learning? What can we do that would make us unique and special for our students and staff? 

#5. Show Up Regularly–Marketing is about being consistent

Anyone can send a tweet once in a while to demonstrate the things that are happening in their school. That’s not enough. Great marketers all have one thing in common–which is also common among great leaders–they’re persistent and resilient. They consistently show up with great messaging, new material, and interesting stories. Their news is on multiple channels with tons of likes, positive comments, and shares. The great story that you have to tell is only as good as your reach and the response that you get from your audience. The key is to be loud and proud. 

Pro Tip: We hate to say it, but get on Twitter. Three posts a day is the magic formula. If you’re on Twitter, get on more often. Twitter has become an educator’s workspace for sharing ideas, posting photos, and building a school, district, and personal brand. We’ll see you there: @tjvari & @Supt_Jones

Your School is a Brand 

As we wrap up this post, we encourage you to think about the things that great brands have that schools also tend to create: vision statements, core values, logos, merchandise, etc. As a school leader, your access to taking photos, posting news, and promoting a daily message is far greater than what many other professions offer in terms of an image. It’s just about taking advantage of what you’re already doing by telling your story to the world. 

And, we owe it to ourselves and the profession. When you see schools in the news, it’s rarely a depiction of the good things that we’re doing. Let’s change that narrative together

We want to hear from you. Please hit us with a like, a follow, a comment, or a share. It helps us and it helps other readers, like you, to find our work so that more school leaders can lead better and grow faster. 

 

We can’t wait to hear from you. 

Joe & T.J.

Jonathan Alsheimer: Don’t Leave Supporting Your Teachers to Chance #OneThingSeries

Jonathan Alsheimer: Don’t Leave Supporting Your Teachers to Chance #OneThingSeries

Why can’t school be more like Disney World? ~ Jonathan Alsheimer 

About Jonathan Alsheimer

Jonathan Alsheimer is an unorthodox, energetic, and entertaining middle school teacher who refuses to live a life of limitations. Jonathan is often referred to as “my favorite teacher” by his students, and he’s the author of NEXT LEVEL TEACHING.

As a passionate educator and National Keynote Speaker, Jonathan Alsheimer presents limitless possibilities for teachers and the impact of an infectious classroom and school culture. NEXT LEVEL TEACHING is about every teacher bringing their unique flair to better their school every single day, always reaching for the NEXT LEVEL.

Jonathan taught at the world-renowned Fred Lynn Middle School, which was featured in two documentaries “Relentless” and “Relentless: Chasing Accreditation.” He has been featured as the teacher who forged a partnership with UFC Fighter and light-weight contender Paul Felder to bring the message that students should never give up, fighting for their education, and empowering them to believe in themselves, all principles that Jonathan promotes in his classroom.

As Jonathan always says, “Game-changing is not a cliche motto; it is a way of life…some talk about it while others live by it!”

What You’ll Find in this Podcast Episode with Jonathan Alsheimer

Jonathan starts out of the gate on fire! His energy is almost a superpower.

Listen to him dispel the misunderstanding about what it means to be a “next level teacher.” It’s not about perfection. 

Jonathan opened up about the stress that teachers feel and what school leaders can do about it. These are things leaders can do right away. 

When asked about protecting teachers from minutiae, Alsheimer talked about meaningless meetings that “kill the heart of the staff.” 

Don’t miss what Jonathan says about teachers’ time and what it takes to plan an awesome lesson. 

Jonathan talks about working together so we don’t all have to work harder. Let’s pool our resources and share more. Think about what this would mean for new teachers!

Jonathan gives administrators advice:

  1. Develop “lesson plans” for staff meetings.
  2. Reflect on the agenda items–are they critical?
  3. Does the meeting focus on learning, teacher development, and relationships?

Jonathan throws out a number of ideas to gamify the classroom and make it more fun for students. How can you use this in your classroom? 

Alsheimer mentions Dave Burgess (@burgessdave), Jimmy Casas (@casas_jimmy), Hamish Brewer (@brewerhm). Bottom line, go on Twitter. 

Teachers and leaders should see us smiling and having fun. If we want kids to be motivated to learn, we have to be motivated to teach and lead. 

You have to hear what Jonathan says about turning a worksheet into an activity. He literally cut it up and put it into paper bags to make it more fun and exciting for kids. 

Oh, Boy! Wait till you hear what he says about diving with sharks and our response as Delaware beach-goers. 

Jonathan talks about being tough on himself in a competitive way to get 1% better each day. He reflects on his “why” often, and that reflection makes a difference in his growth and perseverance.  

He thinks about what kids deserve, including his own, and that fuels his drive each day. 

He used to think that test grades matter; now he believes that growth is the bigger deal. 

Let us know if there’s a guest who you want us to have on the show by leaving a comment below or by contacting us at contact@theschoolhouse302.com. And don’t miss our leadership content updates every week by subscribing on the site. 

We can’t wait to hear from you. 

Joe & T.J.

302 Thoughts with Joe and T.J.: 5 Proven Ways for School Leaders to Support New Teachers

302 Thoughts with Joe and T.J.: 5 Proven Ways for School Leaders to Support New Teachers

In this episode of 302 Thoughts, Joe and T.J. dig into how school leaders must be very tactical about supporting their new teachers. So much time is spent identifying personnel needs, preparing for interviews, drafting the right questions, using the write words in the position posting, and the interview itself, but all of that means nothing if you fail to support teachers once they are hired. That’s all preparation for the game, not the game itself. If you want to play at a higher level, you realize the real work is after the hiring is done. 

In this episode, listen to Joe paint a dismal picture regarding vacancies across the U.S. This is why school leaders can’t mess up onboarding and support. What do the data say, in short, we are in a crisis: 

T.J. develops the conversation further by discussing our most vulnerable teacher populations:

  • Our Best Teachers
  • Our New Teachers

He explains that our best teachers are in high demand, so if they aren’t receiving the support and professional growth they need, they may walk right into the door of another school. The other population is our new teachers. The first few years are challenging, and there are a lot of lucrative industries willing to pay, support, and develop them if they choose to leave early. These teachers will walk out the door and right into another industry; one that is readily waiting to scoop them up and pay more than new teachers make in their first 5 years.   

There are only a few solutions to these problems so be sure to tune in and don’t miss what T.J. says about the power of specific praise. Praise seems easy but the data don’t lie: 70% of staff don’t feel celebrated, while 70% of managers say they praise. There is a disconnect somewhere!

Don’t miss Joe’s one key takeaway– be outrageously involved. You can’t let your new teachers’ growth happen by chance. You need to be connected, often and intentionally. 

T.J.’s one key takeaway–leaders need to talk behind people’s back. Not the way you think. You have to hear what he says about what it means for collective efficacy. 

T.J. and Joe always provide the how with the what, enabling school leaders to lead better and grow faster. 

Let our team know if there’s a topic that you want Joe and T.J. to cover by leaving a comment below or by contacting us at contact@theschoolhouse302.com

 

Was this forwarded to you? Subscribe on the site

We can’t wait to hear from you. 

Joe & T.J.

Read This: Two Books that School Leaders Must Read to Better Support New Teachers

Read This: Two Books that School Leaders Must Read to Better Support New Teachers

If You’re Going to Lead then You Must Read

Learning and growing as a school leader through reflection, training, and experience is a professional choice. One powerful way to improve is through reading great books, which is why we feature two books on a particular topic each month. These are books that we have curated from 100s of titles to help school leaders to lead better and grow faster.

This month we are completely focused on the 5 ways that school leaders can support new teachers. These are five research-based strategies to support and retain your most vulnerable teaching population. This is critical because we are definitely facing a crisis in education. School districts are moving to four-day weeks simply due to lack of staff. In a recent Ed Week article by Madeline Will, she wrote the following,

“…the researchers estimate that there are more than 36,500 teacher vacancies in the nation. They also estimate that there are more than 163,500 positions filled by teachers who aren’t fully certified or are not certified in the subject area they’re teaching.”  Will, M. Ed Week (2022)

The data are staggering. If you want to dig into the government database and find out specifics in your state, click here

The Definitive 5 Ways to Support New Teachers

#1. Maintain high standards while providing support for growth

#2. Increase productivity by being present and using praise

#3. Balance risk and autonomy to unlock innovation 

#4. Communicate the expectations of the position 

#5. Provide meaningful mentorship

These are proven ways that demonstrate support, while maintaining a culture of excellence and high standards. To support these efforts, we feature two great books to help you as a leader. 

Joe’s Pick: The Power of Unstoppable Momentum: Key Drivers to Revolutionize Your District

Featured Authors: Michael Fullan & Mark A. Edwards

 

The Power of Unstoppable Momentum is an incredible book with very specific examples about how to achieve dramatic results in your school. 

There are a few features that really stand out for Joe in this book:

  • Technology is not the answer. Time and time again research shows that technology is a tool that highly effective teachers master. The tool itself is not the answer.
  • Fullan and Edwards provide very specific ways for schools to excel, specifically through coherence, which is the “…the degree to which people at the school and district levels have a common sense of the district’s core priorities and how to achieve them” (Fullan & Edwards, 2017).
  • Lastly, they provide clear models and examples on where incredible work is being done. We love when books have these features, which is why we offer examples of success in our books too. 

T.J.’s Pick: Retention for A Change: Motivate Inspire, and Energize Your School Culture

Featured Authors: Joseph Jones, Salome Thomas-El, & T.J. Vari

We rarely promote our own work, but this book is written on the topic of teacher retention, and we dedicate two chapters to new teachers. This is the second book in a two-part series designed to attract and retain incredible teachers. Both books, Building a Winning Team and Retention for A Change are built on the effective reading strategy, BDA. 

T.J. dives right into explaining how school leaders must embrace their responsibility to build a culture that Motivates, Inspires, and Energizes the staff. 

He emphasizes that the book is filled with practical stories that any school leader can implement for great school success. 

Lastly, this book is filled with models to guide leaders. Whether it is the BDA, which can be applied in a number of strategic ways, or striving for Habitual Happiness Highpoints, the models guide school leaders. 

Technical Tip for Leaders Who Read

Each month, Joe and T.J. leave listeners with a tip. Both of these books should be read with your team. They are not to be read as simple words on a page. Both books are written in a way that allows the school leader, department leader, or team leader to reflect on their own team and practices. 

Enjoy both of these books to lead better and grow faster as school leaders. We always appreciate a like, a follow, a comment, or a share. 

Let us know what you’re reading by contacting us at contact@theschoolhouse302.com. And don’t miss our leadership newsletter every week by subscribing on the site. 

 

We can’t wait to hear from you. 

 

Joe & T.J.

 

The Definitive 5 Ways that School Leaders Can Support New Teachers

The Definitive 5 Ways that School Leaders Can Support New Teachers

The expert in anything was once a beginner. ~ Helen Hayes

We’re going to put it right out there, the education profession is in trouble. Fewer-and-fewer teachers are entering into the profession, with over a 30% drop in teacher prep program enrollment. Couple this with an unprecedented number of teachers who want to leave the profession, and we are well within a serious crisis. 

Teaching is an incredible and noble profession. The complexity of the job requires not only technical and content expertise, but also a profound love for kids. The degree of patience, understanding, and generosity needed to connect and motivate students is not common within other professions outside of education. Believing in the incredible and positive mark that we can have on a child seems to have somehow lost its allure. Regardless of the multitude of reasons why this is the case–ranging from pay to feeling unsupported–many potentially great teachers are not choosing this profession. We need to do something about it. 

Source: Madeline Will, EdWeek

However, there are still great people who are entering the field, choosing to be classroom teachers. For those teachers, we applaud you. With that said, applause and a well-stocked teachers’ lounge aren’t enough. School leaders have an important role in supporting new teachers to substantially increase their chances of remaining in the profession. New teachers leave within their first five years at a much greater rate than those who leave after year five. Much of this is within an administrator’s control, which is why we put together the following strategies for school leaders who want to hire and retain the best staff. 

Before, During, and After Hiring (BDA)

A well-known reading strategy that good readers inherently understand is called “before, during, and after,” (BDA) which refers to what good readers do before reading, during reading, and after reading a selected text. Simply described, good readers prepare themselves for the text of their choice by thinking about and connecting to prior knowledge; they ponder the text while reading by summarizing and pausing to improve comprehension; and then after reading, they reflect on the content of what they read. In doing so, they have stronger comprehension than readers who don’t use BDA successfully. 

The same is true for employee motivation, support, and retention. Once a new teacher is identified and hired, the “after” part becomes critical in how we support them. For many new teachers, the next few months and years are pivotal. 

Teachers with 1 to 5 years: The Vulnerable Valley

The first few years for a teacher are when they are most vulnerable. Doubt, fear, uncertainty–all emotions that work their way into a new teacher’s mind. Make no mistake, there is nothing like suddenly being in charge of a group of students who you have to educate. Words can’t describe the level of responsibility and inadequacy that many new teachers experience early in their careers. Despite this being normal and really okay for that matter, many new teachers struggle. Too many of them leave. The following five strategies create a meaningful support system for new teachers, and we hope that it helps with our ability to have them choose to stay instead

The Definitive Five Ways to Support New Teachers

#1. Maintain high standards while providing support for growth

A culture of growth has a balance of pressure and support. High expectations grounded in support and encouragement yield results. School leaders who are supportive but don’t set high expectations not only support mediocrity but fail to tap into the human desire to get better. 

Even worse is the leader who applies pressure through unsupported expectations. Without a structure of support–including resources and time–teachers experience burnout. The result of a high-pressure, highly supportive work environment is extreme growth. New teachers (and veterans) desire growth and progress and that feeling leads to greater rates of retention. 

Pro Tip: Set meaningful and realistic goals early. Granted, there may be state-required metrics as well, but don’t let them be the only metrics used to establish meaningful benchmarks that demonstrate growth.

Example: Create meaningful formative assessments so that teachers can see their student’s progress, which leads to a greater sense of self-efficacy as a teacher. 

#2. Increase productivity by being present and using praise

Relationships are everything. Leaders have to build connections with the people who they lead for increased motivation and retention. That means spending more time in their spaces and not in our offices or conference rooms. When you’re present as a leader, it’s easy to find quick moments to praise the work that people are doing. Use the One Minute Praise that Blanchard and Johnson teach. You can’t go wrong! This model of being present and giving genuine praise in the moment leads to productivity at a new level, and productive happy teachers are more apt to stay at their schools. To harness the power of praise, check out our four part praise model that we wrote in Retention for a Change.  

Pro Tip: Praise needs to specifically identify what is being recognized. TheSchoolHouse302 Praise Model is research-based and designed to reinforce desired behaviors. 

Example: “Jill, excellent job using the Muddiest Point check for understanding formative assessment. It’s a quick and easy way to identify an aspect of the lesson that students are struggling with or just need some additional clarification. Taking time and going back to see what needs more clarity is critical. Great work!”

#3. Balance risk and autonomy to unlock innovation 

Any sector of business depends and thrives on fresh, original thinking, taking chances, and exploring new ideas.” Teaching is no different. Leaders who support new ideas, encourage risk-taking, and praise out-of-the-box thinking drive innovation. Teaching is an art and a science that needs to be supported, encouraged and honored. An environment that supports creativity creates highly motivated and loyal individuals who are apt to try new strategies, create new lessons, and find unique ways to reach every student. New teachers want to know that they can challenge the status quo and pave a path for the future of education. 

Pro Tip: Encourage teachers to use specific strategies, skills, or technology that are learned during professional development experiences and invite yourself to see them fail in action. Walkthroughs don’t have to be a “gotcha.” In fact, they should be a tool to observe and coach, especially when teachers are learning a new skill. Support them when they fall and treat that as normal.  

Example: Instructional technology is fairly common in schools, but it is reported that 30% of software licenses that get used, only 2.4% are used intensively. That’s a lot of waste! Consider your RTI or MTSS initiative and the technology and diagnostic assessments used to support them. Are they being used? And, if so, to what extent? Maybe the expectation isn’t clear that they should be trying these new tools despite the fact that they might not work at first. 

#4. Communicate the expectations of the position 

Another aspect of teacher motivation, support, and retention comes through quality feedback. Whether this is through a formal evaluation system or walkthroughs, if you want your new teachers to grow, feedback is king. Your feedback should be aligned to the goals of the school and district, should be frequent, and should be easy to implement. The appraisal system must continue to communicate to the teacher about their role long after they are hired into it, and it should support their sense of belonging through a refocus on their purpose each time you meet one-on-one. We call for frequent walkthroughs, quality feedback, and more face-to-face meetings about performance. Let the teacher know you care about them by investing in them. Performance feedback is a lot less daunting when someone knows that you believe in them, which is especially true for new people.

Pro Tip: Feedback should be built around TheSchoolHouse302 Meaningful Feedback Model–A.F.A. This model is designed to ensure growth and forward progress. 

Example: “Joe, very nice job with today’s turn-and-talk. Not only was the strategy used effectively, it demonstrates your ability to use what we learned in our faculty meeting this month. Student voice matters and so does your ability to make adjustments based on professional learning in our school. Fantastic!”

#5. Provide meaningful mentorship

In Leading an Inspired Life, Jim Rohn writes, “Don’t take the casual approach to life.” Casualness leads to casualties. Seek out the mentors who you need and will lead you to greatness in your field.” Although Rohn is not writing to the leader, we like to look at it through that lens. Administrators who take supporting, coaching, and growing novice teachers casually, will only end up with casualties. Provide mentors who are skilled at planning, at managing time, at navigating difficult situations, and who are inspirational. Also, don’t consider years of experience to be a determining factor for a great mentor; sometimes, the best mentors are the ones who were just mentees a year or two ago. 

Pro Tip: Mentors should have training, be paid, have clear guidelines, and a well-developed checklist to use on a monthly basis. Below is just a quick sample of a checklist that can be used on Day One. Notice all of the items are basic. However, don’t let that fool you. It is the simple things that we don’t want to gloss over that can cause the greatest frustrations. 

Example:

TheSchoolHouse302 Mentor/Mentee Checklist

Day One

Logistics: 

  • Has been given a key fob to access the building. 
  • Has toured the building and knows where key offices are.
  • Has received the phone list and knows how to contact key individuals.
  • Has received their employee ID card. 
  • Has received a parking pass and knows where to park.

Technology:

  • Has received their email account.
  • Has logged in and accessed the learning management site (LMS).
  • Has successfully navigated their courses and student roster in the LMS.
  • Has tested out the instructional technology in their classroom.

Conclusion 

When school leaders use these five strategies with new people, they’re far more likely to stay in their schools and in the profession. All educators have to play a role in keeping our best and brightest new people in the spirits needed to make it past year five. Principals and assistant principals have a serious responsibility in this work, and we want to help you to make the difference that you set out to make when you became an educational leader. 

As always, we want to hear from you. Please hit us with a like, a follow, a comment, or a share. It helps us and it helps other readers, like you, to find our work so that more school leaders can lead better and grow faster. 

We can’t wait to hear from you. 

Joe & T.J.

Frederick White: The Labyrinth of Leadership #OneThingSeries

Frederick White: The Labyrinth of Leadership #OneThingSeries

Success is not established by winning all the time. ~ Frederick White 

About Frederick White

Dr. Frederick White is the COO of Digital PD 4 You, LLC and the author of

the book, The Skin You Are In: Colorism in the Black Community, the First (2020) and Second (2021) Edition. Frederick has served as a leader in the educational field for twenty-four years.

Dr. White has also spent the past fourteen years serving as an AVID staff development instructor. Dr. White obtained a Doctorate in Educational Leadership from Trevecca University and currently serves as a principal of a middle school in Memphis-Shelby County Schools in Tennessee.

His newest book is The Labyrinth of Leadership: Navigating Your Way Through the Maze, which we talk about on the show along with so much more leadership insight for school leaders who are looking to lead better and grow faster. 

Follow Frederick on Twitter @fdwhite02 to get his bi-weekly Labyrinth of Leadership tips for school leaders.

 

What You’ll Find in this Podcast Episode with Frederick White

The Labyrinth of Leadership, as Fredrick explains it, is a solicitation of ideas from leaders around the country–folks with “skin in the game.” 

Don’t miss what Dr. White says about his personal take-away from the Labyrinth project. 

Listen to the language he uses, so important and grossly undervalued. 

Frederick talks about self-reflection as a universal need for leaders. It’s all about finding the time. 

Dr. White tells us about the importance of defining the “end product.” This part is profound. 

He says that the greatest leaders are the ones who are willing to continue to grow, regardless of how much they have achieved. 

Joe asks Frederick to explain one of his recent tweets about celebrating small wins. Every school leader needs to hear this. 

Dr. White talks about the difference between goal setting and dream chasing. This alone is worth the listen. Be a dream chaser!

You want to hear the part about failure being the struggle that we often need to grow. Frederick’s butterfly story is awesome. 

Frederick mentions both Principal Kafele and Todd Whitaker as inspiration. 

Check out The Principal Project

Advice from Dr. White: pause and go for a walk. Just taking the time to walk and observe is powerful for peace, self-reflection, and a solid reminder of what we want and need. 

Frederick is striving for the most perfect environment he can provide. His reflection about this is great. 

To continue to grow, Frederick starts by never settling. He looks to be present with his teachers to learn from them. He mentions writing and researching as things that force him to continue to grow. 

Books We Recommend Based on this Podcast with Frederick White 

What Great Principals Do Differently by Todd Whitaker 

Is My School Better Because oI Lead It by Baruti Kafele 

Let us know if there’s a guest who you want us to have on the show by leaving a comment below or by contacting us at contact@theschoolhouse302.com. And don’t miss our leadership content updates every week by subscribing on the site. 

We can’t wait to hear from you. 

Joe & T.J.

Claim Your FREE Copy to Our Praise Practice- Practical Praise Giving Tips for Principals

Claim Your FREE Copy to Our Praise Practice- Practical Praise Giving Tips for Principals

Learn how you can give practical praise each day as you lead your school to develop a better and more positive culture through this complimentary eBook we use in our workshops to help principals all over the nation and subscribe for more resources like this one delivered to your inbox. 

Congratulations on claiming your copy - you may download it here: https://theschoolhouse302.com/wp-content/uploads/2020/12/Technical-Tip-Praise-Practice-A-Model-for-Specific-Praise.pdf