Download Releasing creativity through safe staff culture

Ray Tiller
Toxic staff culture
... produced by poor leadership
- abusive
... stifles creative dynamic in the school ...
Free & vibrant staff culture
... produced by good leadership
- respectful & nurturing
... facilitates creative dynamic in the school ...
Loss of embrace of mission & core values
Loss of embrace of mission & core values
Wrong modelling of leadership
by other leaders
Founding ownership – “this is my kingdom/
organization – everything depends on me”
A narcissistic personality
An identity weakness – an orphan spirit?
More credit + more blame = “it’s all about me”
The “toxic tandem” – people give more
attention to those over them than to those
under them.
When in power, there is pressure on me to:
• become more conscious of myself than others
• think that the rules don’t apply to me
• become disinhibited in expressing socially destructive
feelings such as anger, arrogant disagreement, etc.**
A lesson from Jesus Christ ...
sh **
And there was also a dispute
among them, as to which of
them should be considered the
greatest. And he said unto
them, The kings of the Gentiles
exercise lordship over them
and those who exercise
authority upon them are called
benefactors. But not so among
you; on the contrary, he who is
greatest among you, let him be
as the younger and he who
governs as he that who serves.
For who is greater, he who sits
at the table, or he who serves?
Is it not he that sits at the
table? Yet, I am among you as
the One who serves.
Luke 22:24-27
a ****** s
“… the rulers
of the Gentiles
lord it over
them, and
those who are
great exercise
authority over
them …”
Leader
&
his/her
vision
Minions
Minions
The vision &
mission come
from the top &
all of the
“minions” are
simply
responsible to
carry out the
leader’s vision
Minions
Minions
It is so different when we are not trying to build our
own “kingdoms”.
.... When we work humbly together, there are no
“subjects”, ... It is about recognizing the gifts in one
another. It is about freely submitting to one another
and the willingness to listen and to be convinced if that
is necessary. It is all about love and relationships.
What stays and what nobody ever will be able to take
away from anyone is that which we have done for- and
what we have invested in other people. That is good
fruit, which will stay.
- Author unknown
Diakonos
The waiter: “My only
purpose for being here is
your wellbeing & benefit.”
Doulos
The “love slave”: I have given up
my personal ambition & career, to
give my all to serve and bless you.
Permission
Courage
Courage
– I am
prepared to
raise my
concern with
you
Permission
– I give you
permission to
criticise my
actions
– a formal way to deodorise the little “stinkers”
before they foul the air of your school culture.
Committee-style decision
for action & report back
To what extent do you feel that I am sincerely committed to
the welfare and success of the people I lead and/or the benefit
of our organization. Or do you feel I am more interested in
getting my own way, or making myself look good?
To what extent do people feel safe under my leadership? Or
are they fearful of my actions or intentions? Do you trust me,
are there any times that you have felt betrayed by me or
suspicious of me, or felt that I have ulterior motives?
To what degree do you feel that I seek opportunities to
learn, grow & change through my experiences? Do you
think I seek and use feedback and learn from my
mistakes? Do you feel I am open to and properly
responsive to constructive criticism?
To what extent do you think I have the courage to take risks?
Do you feel I am prepared to confront issues rather than just
sweep things under the carpet?
To what extent do you think I am insightful? Do you feel I am
skilful at picking up and understanding the real underlying
issues? Or are there times when I just don’t seem to “get it”?
How well do you & others regard my level of
professionalism and skills in the areas in which I give
leadership?
To what extent do you feel that I am committed to improve the
achievement of our mission? Or do you feel I am just
accepting our weaknesses & limitations because I don’t have
the energy or courage to make changes?
To what extent does my leadership evoke the best efforts,
contributions, cooperation and enthusiasm in those I lead?
Dr Robert Sutton –
Sanford University
professor of
Management Science
and Engineering,
Organizational Behavior
by courtesy
Building a civilized
workplace and surviving
one that isn’t
How to be the best and
learn from the worst
Recognizing & Escaping
Spiritual manipulation
and False Spiritual
Authority ...
How to break free from
Bad Church Experiences
Rate your workplace (1 = very bad; 10 =
excellent) on each of these “symptoms” of an
unsafe or “abused” workplace environment.
Discuss with one or two others why you have
made these ratings.
1. Fear of speaking up – it is not safe to dissent or express
concern. So I just shut up.
2. Undercurrent of murmuring (people express their
concerns horizontally rather than vertically).
3. Middle level leaders don’t lead – tend to just execute
the orders of the boss.
4. People give up on creative initiative & new ideas.
5. A general sense that “people are just doing their job”,
not full of life, vision, enthusiasm.
6. Loss of the embrace of core values in the organization.
Our staff leadership culture has a profound
effect on our capacity to build a school culture
to carry the mission of the school in its effect
on our students. Discuss with one or two
others the effects on your school culture and
what could be done to improve it.
1. Discuss the positive and negative effects of the things you noted in
Task #1 on your school’s capacity to fulfil its mission.
2. What changes or improvements could be made in your workplace
culture to ensure you meet your school’s mission better?
Your own leadership skills and attitudes
will be critical to your capacity to best fulfil
your role as an educational leader.
The purpose of this task is to help you to examine your
leadership and plan improvement.
1. Take a few minutes to privately reflect on the 360 degree review
tool (just Section A). Make your ratings quickly, then record 2 -3
aspects of your leadership you would like to improve.
2. Discuss your thoughts with one or two others.
3. If there is time available, repeat the exercise for Section B.