Читать книгу Stand Tall Leadership - Steven A. Bollar - Страница 29

There's going to be times that you will roll out new programs or help reinforce programs, directives, and necessary rule changes. One of the main things that many leaders always worry about is getting buy-in. How are we going to get buy-in from the teachers? How are we going to get them to join with us with this directive? How likely is this to happen? There are some things that you need to keep in mind and understand as it relates to getting buy-in or getting others to go along with what needs to be done. There's the difference between complying with whatever it is that's being done and committing to it.

Compliance means that there are rules, expectations, or policies that need to be followed. But following through with these requirements doesn't mean that you agree with them. It just means that this is my job, this is my contract and I have to meet expectations, so therefore I am doing it. Whenever anyone is complying with expectations, they are giving an effort. They are not giving their best effort. Just an effort. They are not giving 100 percent of their effort. Sometimes you have those that give 100 percent all the time. They do go above and beyond regardless if it's something they have to fit in compliance or not, but for the most part, many will comply with whatever information is given. If they disagree with it, there is a process. It may be internal struggle, they talk to others to get agreement that they do not agree, or they may go to the leader and complain. At times as leaders, we're content with compliance. Since they are complying, we had better just be quiet and live with what we got, at least got them to comply. That's good enough. To be honest, as much as compliance is good, it's not truly getting 100 percent to make programs, events, and ideas become exceptional. Compliance is a low level of accomplishment.

The way that we can move a program, an idea, and concept to the next level is through having commitment. When staff members have a commitment to our program idea or an expectation, they give so much more. The outcomes are so much stronger. When you have that commitment to finding the outcomes and getting what it is that needs to be done the results far outweigh expectations. Now the question comes in, how do you get people to have commitment beyond just basic compliance? The way that you get commitment to something beyond basic compliance is not through rules, outlines, data, and detailed expectations. It's through the heart. It's through inspiring them see the vision, allowing them to understand and feel their role in the bigger picture of things. Inspire them to see the benefit from what needs to be done? See how their students benefit? Sometimes that benefit isn't test scores. Remember, teachers don't necessarily care about test scores as much as leaders, administration, media, and everyone else.

Quality teachers think about making commitments with students and seeing that growth in many different ways. Ultimately, the only thing that teachers really want to do is teach. When they have that connection where they are committed to finding that growth and getting the best out of their students and those around them; that's when you see that amazing transformation take place. I am sure it is either the same or close to the vision you have for your building. There are certain things from a leader's perspective that need to be done in order to get that high level of commitment. Connecting with the heart, sharing stories and painting a picture of what the true outcomes could be. Showing staff how they benefit from the actions being done. Having them be able to express and say back to you how they feel and how they want to see this manifest itself. It also comes through many of your other actions and the level of integrity you have developed with them. There needs to be a history of positive beliefs, values, and actions that they can depend on over time. Living the vision on a daily basis strengthens the commitment from those you lead.

You want them to truly love it. You want them to be able to do well with it. With that being said, as the actions and the processes are done, many times your goal when you're developing that commitment from others is to simply be a cheerleader, be a guide. Cheer them on, reinforce the vision and help them be able to do what needs to be done. Compliance is great. It allows us to get through our days and check off the box of what needs to be done. Commitment from others is like autopilot for your vision as a leader.

Compliance is a low level of accomplishment.

#standtallstatement

Commitment from others is like autopilot for your vision as a leader.

#standtallstatement