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Remember you were once a teacher; remember as a teacher, the day offers only so many hours; remember that while classroom management skills are important, it’s worth nothing without administrative support; remember all the students that made teaching difficult and yet you are still responsible; and finally, remember the word “support “ is a street going in different directions.
Good communicator! Show your appreciation… at our school - once a month admin does something nice like pie day, note with candy , we even went bowling ( we walked to bowling alley) !
Also, each month we have a “teacher of the month” and “support staff of the month” based on emails admin receive. They get a gift card, framed certificate, etc.
Most important is good leadership skills … read books by Stephen R Covey.
Best Wishes!
Don’t throw your teachers under the bus. Be approachable. Get to know them. Find out what makes the tick. If they are screwing up help them don’t be a “I gotcha admin” Treat them the way you want to be treated!
Pro
Communication! They shouldn’t be the last to know ANYTHING! And before making edicts, ask for their input.
I’m not an administrator, but I think what a lot of administrators do is forget what they went through when they were teachers. Think about how you felt when you needed support and there was none. How frustrating it was for you when you went above and beyond the call of duty and you were treated as though you didn’t matter. If you can keep these things in mind as an administrator when you’re fighting with/for your staff every day, you can’t go wrong. You can’t be faulted for what you fought for but weren’t able to accomplish, only for that which you didn’t fight when you knew it was the right thing to do.
Preach.
Please don’t let the first time you evaluate them be the first time you have stepped foot in their room. Be visible.
If you need to “correct” a teacher, do it with “the door closed!”
Then what happened?
Honestly , if the only reason you’re going into admin is you “don’t want to be in the classroom “ … you may want to rethink your choice .
“Their”.... pleeeease!
IMHO, those who SHOULD be in admin are not, and those who SHOULD NOT, are already there. Make certain you are sure if your motives and continually revisit them each year. Priorities and life situations change and everything, including career goals should be evaluated regularly.
Make all teachers and staff feel equally important and necessary. The cliques with principal and certain favored teachers are ridiculous.
Also remember the specials teachers. Music, gym and art teachers are each on an island, the only ones in the school, no team to understand and collaborate. The “I see you” support is essential in valuing everyone.
My new admin sent an email to a teacher talking about docking her pay when she went to the wrong meeting and missed her PLC. She was just confused because it was the first time we had done that swap. Maybe start with, “Hey I noticed you missed the meeting. Did you have an emergency or something come up?” Don’t lead with docking pay to one of your best most hardworking teachers and make them cry. We are actual people who make mistakes. And it ain’t like she went home and ditched. She literally worked past the meeting time! He did this to someone else, 30 year vet, and the man was having some diabetic issues and had to go hospital. So lead with, “Are you okay?”
Preach. My school watched a very well liked principal retire. The school had its share of problems but the communication was a two way street. The “new” replacement came In. Immediately changes were made to affect the daily teaching efforts of everyone. Micro-management became the focus. It was common place to see the new administration walk into a class and verbally rebuke a teacher in front of students (more than once); communication became difficult. Lesson plans changed to resemble 1000 page novels and less like planning. Teachers had meeting to plan 3 times a week and two of the meetings had the administration sitting in, giving opinions and views sounding as if they had never seen anyone teaching in class. Faculty meetings increased in number and length. Many teachers took advantage of the system and left before the end of year one. The remaining teachers didn’t know if being retained was possible or if many would suffer being non-renewed. The result was after the first year, the teacher turnover was 50%.
We could not replace every teacher (and para pros) and during year two we struggled with several long-term substitutes in core classes and elective. After year two, the turnover in staff continued. It was evident to returning veteran teachers that pedagogical administration management changes needed to happen. The positive changes were made and we finally saw the light of stability shine on us in the third year. In the beginning of that year we witnessed an attitude change in our principal and the assistants. The paper load in lesson plans was strategically sliced and diced to a common sense level. More attention to the needs of the staff took place. More teachers were hired and class size was cut back to no more than 23. The staff got to know each other while the principal made changes in management skills. The staff took notice and positive changes in attitudes and communication bridged a way to a staff becoming more effective. Test score improved. Staff turnover stopped. The chances made by the principal and assistant principals helped make this happen. Year three became model of our school, and when the Covid pandemic hit our district during year four, our district moved to virtual teaching. Teachers and administrators did not have a panacea to solve this situation. But together, we found a way. The teaching staff metaphorically gathered the administration and made a successful transition to the virtual classroom. We used our many years of knowledge, along with the training and tools given, and our virtual teaching year- though not perfect-was a success. This is year five and we are teaching in person with virtual students included. The staff is unified and believing in each other and very trustful of the administration. Do we have problems that need working out? Of course we do. But we no longer hide from the administration. This administration leads. It has an open door for teachers as well as parents. Change is possible. I’ve seen it.
A good memory.
Learn to be a coach as well. Cognitive coaching and asking good questions to help your teachers grow. Be willing to go in and help out when they are in the weeds and need a thinking partner.
Oh No! Going to the dark side? 😛
I went into admin after 7 years. After another 13 years I resigned as principal and was going to take a teaching position anywhere. My superintendent asked me to teach in the district. I agreed and am enjoying myself so much.
I had empathy fatigue. I cared for my teachers, students and families so much that I couldn’t do it. I was a good principal but I couldn’t give anymore without positive feedback
Nothing compared to the light of inspiration sparked in a child’s eye when they were part of my class. At least for me.
Why you want to be an admin? Admin is a good paying job. How long are you planning to do this?...you must love teaching...you did it for 10 years. In my experience that I see... a good admin would have 13 to 17 years of classroom teaching experience. An admin job usually your last 6 to 7years before you retire.
If you still love teaching, go and do your admin certificate have it ready, this still also increase your pay as teacher....hope this help.
Rising Star
Actually communicate information to your teachers. In my school, the admins are playing an elaborate game of jinx and we have no idea what's going on with students, rules... it's a nightmare.
Don’t favor certain teachers over others.
Don’t nitpick in evaluations; teachers can read 99 positive things & 1 negative & they’ll dwell on the negative for months
Don’t hold a staff meeting or PD just because it’s on the district calendar—-if necessary push back against the district or superintendent & say This is unnecessary right now. My staff need work time instead.
No ice breakers or assigned spots at PD or meetings. We’re adults, let us choose where to sit & skip the silly games.
Don’t use snacks & jeans day passes as a substitute for enacting actual change in teachers’ workload.
Rising Star
What part of administration are you seeking to work in?
Rising Star
Curriculum would be good because you know what learning resources work and which ones don’t.
You have what it takes to be the administrator the world is craving for. After being in the classroom for so long, you can advocate for students and teachers and of course parents as well. Continue your schooling by getting your post-professional certificate, Master’s Education Degrees and graduate programs, Doctorate in Education (EdD. I can’t wait to hear you setting the tone for your school.
Really? How many degrees are needed?