Comments for My journey with faculty leadership and management. http://leadmanage.edublogs.org Wed, 15 Jul 2009 20:22:42 -0400 http://wordpress.org/?v=2.8.2 hourly 1 Comment on Personal Management by Term 3 begins | My journey with faculty leadership and management. http://leadmanage.edublogs.org/2009/02/25/personal-management/comment-page-1/#comment-8 Term 3 begins | My journey with faculty leadership and management. Wed, 15 Jul 2009 20:22:42 +0000 http://leadmanage.edublogs.org/?p=10#comment-8 [...] I go home.  To achieve this I will need to revisit a theory I have blogged about before - “Zen to Done.”  Specifically the ubiquitous and complete capture.  I need to devote an hour at the end [...] [...] I go home.  To achieve this I will need to revisit a theory I have blogged about before – “Zen to Done.”  Specifically the ubiquitous and complete capture.  I need to devote an hour at the end [...]

]]> Comment on Performance Feedback (cont.) by Everything Counts http://leadmanage.edublogs.org/2009/06/18/performance-feedback-cont/comment-page-1/#comment-7 Everything Counts Mon, 29 Jun 2009 12:43:34 +0000 http://leadmanage.edublogs.org/?p=15#comment-7 We cannot excel in any of our ventures unless we are aware of our own strengths and weaknesses. Once we are aware of them we know how to approach them. We cannot excel in any of our ventures unless we are aware of our own strengths and weaknesses. Once we are aware of them we know how to approach them.

]]> Comment on Performance Feedback (cont.) by cnapi5 http://leadmanage.edublogs.org/2009/06/18/performance-feedback-cont/comment-page-1/#comment-5 cnapi5 Thu, 18 Jun 2009 20:57:31 +0000 http://leadmanage.edublogs.org/?p=15#comment-5 I think I can add some support to your views. In my first year of teaching in Australia after a few years overseas experience, I was MISERABLE and consided throwing the whole game away and becoming a bus driver. Now I love my job, but I'm in the same school. The dfference is that my line management at a few levels figured out that I was serious about trying to assist change, and that I would follow through with initiatives that helped in the school and beyond. I've been given space, time and resources and can see PPD opportunities going on into the future, which don't require me to leave the school for a role in 'the department.' Even without a formal 'performance development plan,' positive organic change can be encouraged by an insightful management team, dealing with individual people and groups; but you already knew that didn't you! (PS Your ability to apply organisers to diverse concepts is always fun to see!) I think I can add some support to your views. In my first year of teaching in Australia after a few years overseas experience, I was MISERABLE and consided throwing the whole game away and becoming a bus driver. Now I love my job, but I’m in the same school. The dfference is that my line management at a few levels figured out that I was serious about trying to assist change, and that I would follow through with initiatives that helped in the school and beyond. I’ve been given space, time and resources and can see PPD opportunities going on into the future, which don’t require me to leave the school for a role in ‘the department.’ Even without a formal ‘performance development plan,’ positive organic change can be encouraged by an insightful management team, dealing with individual people and groups; but you already knew that didn’t you!

(PS Your ability to apply organisers to diverse concepts is always fun to see!)

]]> Comment on Personal Management by shanetechteach http://leadmanage.edublogs.org/2009/02/25/personal-management/comment-page-1/#comment-4 shanetechteach Thu, 26 Feb 2009 18:18:51 +0000 http://leadmanage.edublogs.org/?p=10#comment-4 Thanks Emma, yes I am familiar with Covey's matrix. I had not seen this iteration of it. I especially like how the quadrants have been named. Thanks for your continued support. Thanks Emma, yes I am familiar with Covey’s matrix. I had not seen this iteration of it. I especially like how the quadrants have been named. Thanks for your continued support.

]]> Comment on Personal Management by Emma http://leadmanage.edublogs.org/2009/02/25/personal-management/comment-page-1/#comment-3 Emma Thu, 26 Feb 2009 07:03:48 +0000 http://leadmanage.edublogs.org/?p=10#comment-3 I haven't come across Zen to Done before. I will check it out, thanks for the link! I know you've read Covey's 7 Habits, so you may be familiar with his time management matrix. http://www.orgcoach.net/timematrix.html It is so easy to get caught up in dealing with quadrant 1, and being distracted by quadrants 3 and 4, that we can neglect quadrant 2 (and it's the one Covey suggests focusing on most as it is most important and should reflect your life goals). Enjoyed your post, yet again! I haven’t come across Zen to Done before. I will check it out, thanks for the link!
I know you’ve read Covey’s 7 Habits, so you may be familiar with his time management matrix.
http://www.orgcoach.net/timematrix.html
It is so easy to get caught up in dealing with quadrant 1, and being distracted by quadrants 3 and 4, that we can neglect quadrant 2 (and it’s the one Covey suggests focusing on most as it is most important and should reflect your life goals).
Enjoyed your post, yet again!

]]> Comment on Communication – my personal goal (and my strongest barrier) by Emma http://leadmanage.edublogs.org/2009/02/11/communication-my-personal-goal-and-my-strongest-barrier/comment-page-1/#comment-2 Emma Wed, 11 Feb 2009 20:46:27 +0000 http://leadmanage.edublogs.org/2009/02/11/communication-my-personal-goal-and-my-strongest-barrier/#comment-2 Shane, you are a champion and an absolute asset to your faculty and school. I love that you have made your goal public (here and to staff). I have found those two books you mentioned to be excellent resources. If you have a lot of women on your team you may also want to look at something like 'Mars and Venus in the Workplace'. Another means of measurement would be Staff Opinion Survey, though in a school your size it would be near impossible to break that down to know who was from your faculty... however it would still be interesting to see overall any changes pertaining to staff satisfaction as relationships and communication are key to that. Keep us posted on any strategies you use or changes you make which assist in this goal! Shane, you are a champion and an absolute asset to your faculty and school. I love that you have made your goal public (here and to staff).
I have found those two books you mentioned to be excellent resources. If you have a lot of women on your team you may also want to look at something like ‘Mars and Venus in the Workplace’.
Another means of measurement would be Staff Opinion Survey, though in a school your size it would be near impossible to break that down to know who was from your faculty… however it would still be interesting to see overall any changes pertaining to staff satisfaction as relationships and communication are key to that. Keep us posted on any strategies you use or changes you make which assist in this goal!

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