Saturday, 29 June 2019

TEACHER ONLY DAY 28th June 2019 notes



Social worker/counselor, education and sport as a background. 


What protective clothing do you need when you are in the eye of the storm? Being in the centre of the
storm is not good well being. It's ok not to be positive all of the time. You can't always be strong all of the time ‘kia kaha’ for instance, sometimes it is ok to be vulnerable. Can't always ‘leave it at the door’. As adults we don't always leave it at the door, so why are we expecting it consistently from our young people who are growing and changing? “Learn how to dance in the storm”. When things are tough do we have the tools to manage it?


Managing your reactions rather than your circumstances.
If we don't look after ourselves generally our reaction is not what it should be. We become the storm
rather than just being inside the eye of the storm. 


It’s not about being happy all of the time, but it's about having the tools to deal with things when its not. 
Ratio of positive vs negative emotions
Engaged and focused
Strong positive relationships - not over the internet - we are feeding the beast at the moment. 
A sense of meaning and life purpose - why do you teach? If you don't love it anymore do something else. Sense of accomplishment
Eat, sleep, move. 


PERMA - Seligman's theory of wellbeing
What determines happiness - 50% genetics/nurture, 10% external circumstances, 40% actions and
thoughts. 


18-month window - lose a limb, win the lotto - you will go back to your prior state of being within 18
months regardless of the change. We chase the wrong stuff.


There is not a bad or good emotion, there are just emotions but how do you bring the top ten positive
emotions into our lives? (Fredrickson, 2009).


If you have had that day that has really challenged you, how do you remember gratitude when you go
home? 
The negative stuff is always going to be there - we all have a negative bias. Combatting this. Kids are
great observers, but terrible interpreters. If you feel safe, you engage. Same with students. 


  • 3 a day, 3 times a week, 3 a month, 1 a year. Well-being. 
What gives you: 
Joy
Gratitude
Serenity
Inspiration
Hope
Love
Awe
Amusement
Interest 
pride


Praise and critique the process not the outcome. If grades were the most important thing, there would
be no such thing as job interviews. Reward the stuff we want from our young people.


We have got to stop educating kids to do jobs that robots can do. The airy fairy stuff is what we need to
look at. 


The average time a father communicates with his child is 4 and a half minutes! If that is the average,
there are 50% kids who are not getting even that. Devices get in the way, adults are often distracted.


Have a goal, a five-year plan. Even if you don't get to it apparently research is that planning around it
will improve your well being.


Intentional activities are the key to happiness. Playtime and downtime - both are intentional activities.
Downtime should be ‘nothing’ time. Legitimately so.


“Time in” as opposed to time out. Mindfulness being aware. Being present. Paying attention. Gratitude
and compassion. Non-judgemental. It's impossible to be present all the time but we need to be aware
of where we are - focussed on the past anxious about the future, or in the present? Making sure it's not
too far either way. But focus on making the NOW part bigger. It is usually very small. 


The more awareness one can bring to bear on any action, the more feedback one gets from the
experience. And the more naturally one learns and is able to respond. 


“Flip your lid” visual metaphor for when you are in red brain mode (flight, fight, freeze). Bring the lid
back down is green brain mode (logic and reasoning). 


What allows us to focus? Quiet? Order? Often disconnecting does allow us to focus. We cannot
multitask properly, even when we think we can. Making lists helps. Having an ordered space helps.


You have got to treat technology like any other drug; have rules around it. What are your rules around
it around your kids? What are they seeing you doing? There is no research that says using your phone
improves your brain.
We get 1/24th of the relational time that we used to as hunter-gatherer societies. 
Loneliness is the equivalent of smoking 15 cigarettes a day. 
We teach perfection and we create anxiety in doing so. We ignore real engagement. 

Every day make a choice to create some positive emotions.

Wednesday, 19 June 2019

Pause-reflect - leadership TAI LCS NOTES only

Analyse recording of staff meeting for what I have managed well and areas to improve:



Before we presented, we shared this with two other staff members. One went through it on her own at home the other went through it with us and teased things out, questioning points, phrasing and wording of certain elements and how we would deal with certain reactions from staff.

Both critiquers noted that our original presentation was too long - you can see we now have a part two inserted. Both also felt like our point lacked clarity. This led to changing the title of the presentation after orally reworking it with the second critiquer.

By the time we were presenting, we had developed a clear understanding that we would set this up to finish wherever we got to by 4.15pm regardless. We were able to stop at any point up to Part two without compromising learning for staff.

Analysing voice file for examples of my good and bad practice as a leader and presenter

The recording was made as audio only to simplify the technology at the time:
(link here) 54 minutes long, Katie Tozer and I presenting.
What I wanted to achieve:
A shared understanding that we must craft our language to reflect our desired outcome; LCS.
A reflection from all staff involved in their own use of language
Connections made between how language has been used to fool the user and the power of it.
Willingness to collaborate on learning between colleagues
A concrete interpretation of LCS and creating a DLO along with fish hooks you might encounter.
Setting the scene to develop cultural responsiveness from language forwards.
Opening of possibilities for learning by seeing, hearing and sharing different points of views and ways of thinking.

Positives:
- I set a time limit of 4.15pm - reassuring staff that there was going to be a stopping point
- Explained a rough structure of what we were presenting and expecting regarding interactiveness.
- Voice appears clear in presenting.
- I paused with straight outta the south pacific slave trade! and tried to paraphrase...
- I believe I made each task the 'why' for each task pretty clear.
- Pulling staff back together seemed fairly successful
- Paraphrasing what one of the staff wrote on the Padlet to sum things up.

Negatives:
- Fumbles with the technology
- I pronounce AKO badly. I can do that stuff better.
- Stuttering when we got to the slides about language... I knew that I might offend and was ducking linguistically?
- Have to work on paraphrasing as I am often just restating what has been said.
- "Not a horribly long article" is definitely my kind of phrasing that I should work on! It is said from negative pretexts; "not a" and 'horribly'. How I phrase these things can be better.
- Inflexion of my voice - I often end with my voice moving lower.
- "give us some feedback I guess" so not professional. Annoyed that I said it like that.
- I don't hear myself feeling happiness in my voice when I hear it back. I am actually feeling really happy when I am presenting once I am into it.

I'm still in the Learn phase of my inquiry. I'm still gathering evidence and developing my hunch and hypothesis more fully. Although some of that is happening concurrently, which is preferable to me, as I would rather see this as a fluid process.

 Notes:

Stuff for me to look up and reflect upon for next steps:
Joan Dalton -"Develop the art of the inquiry"

In questioning to open up the language of possibilities; how do I pause to reflect and allow myself . and others time to paraphrase in their own heads what is it we want to develop a shared understanding of.
It  takes 3 - 5 seconds to process high-level thoughts

I want to develop my capability around this as a leader.

Book 4 page 13 - 32

6 types of paraphrasing.

All stuff that I want to process and use somehow in how I develop my leadership capabilities.

What my next steps are:
1) Get someone to monitor my classes during the day for feedback purposes
2) Get a range of people from a range of leadership scenarios to assess me against leadership dimension 4.
3) Work through the Joan Dalton stuff and identify how to use pause, paraphrase etc... (book 4)

Move forward based on this and my own analysis.


Saturday, 8 June 2019

Notes on what my tai is focussing on


Rough Notes from meeting with Deirdre and Terry. I have chosen not to tidy them up for the purpose of authenticity. 

LEARN:
Focusing Inquiry

“What is important (and therefore worth spending time on) given where my students are at?”

My hunch:
how language is used is important to maintaining a positive trajectory.

my hypothesis: that Language - how it is crafted to deliberately empower those using it.
Singular to plural. the language of possibilities
inflecting your voice at the end. Some of what I have read recently debates the language of possibilities. Ronald Rebore 2002. So I know I need to flesh this out further.

Terry observing the planning process between myself and Katie Tozer.

Observing the outcome as a staff meeting with distributed leadership present.

Guiding people 
- Say what you think, say why you are using valid information. (data is any valid information not just numbers, no anecdotal stuff though)
- Check in for others thoughts around what you have just said and why. Argryss and Schon. Invite critique back.





Getting another staff member for a day to observe when I could be doing these things and when I do them well.
Some specific examples of where the language was used well. Purpose of asking Liisa to observe for . day is to be more consistent about how I craft language to enable and empower their responsibility and collective accountability.


Is this a smart goal? How am I going to measure it?

Impact on myself -  see above
Impact on my colleagues - use the leadership dimension as a feedback tool 

Impact on my or our rangatahi - 
What does it look like?
Students understanding of LCS in practice. 
Could select a range of classes across the school and measure their understanding now and then following the meeting re-measure based on what impact I might have had