School Turnaround Quotes

Helping teacher leaders come to understand their gifts is the first step in developing a specialty. Some leaders are great coaches and should focus on instructional leadership in a district or network where that is valued and supported. Great conceptual thinkers are good in startup mode but the daily grind of leading a school doesn't suit them. Other leaders thrive on the turnaround challenge. The dynamic blended future of education will allow more role specialization.

How to make change stick? Conduct a four-stage persuasion campaign: 1) Prepare your organization’s cultural “soil” months before setting your turnaround plan in concrete—by convincing employees that your company can survive only through radical change. 2) Present your plan—explaining in detail its purpose and expected impact. 3) After executing the plan, manage employees’ emotions by acknowledging the pain of change—while keeping people focused on the hard work ahead. 4) As the turnaround starts generating results, reinforce desired behavioral changes to prevent backsliding.

HE WHO MUST NOT BE NAMED RETURNS ‘In a brief statement on Friday night, Minister for Magic Cornelius Fudge confirmed that He Who Must Not Be Named has returned to this country and is once more active. ‘“It is with great regret that I must confirm that the wizard styling himself Lord – well, you know who I mean – is alive and among us again,” said Fudge, looking tired and flustered as he addressed reporters. “It is with almost equal regret that we report the mass revolt of the Dementors of Azkaban, who have shown themselves averse to continuing in the Ministry’s employ. We believe the Dementors are currently taking direction from Lord – Thingy. ‘“We urge the magical population to remain vigilant. The Ministry is currently publishing guides to elementary home and personal defence which will be delivered free to all wizarding homes within the coming month.” ‘The Minister’s statement was met with dismay and alarm from the wizarding community, which as recently as last Wednesday was receiving Ministry assurances that there was “no truth whatsoever in these persistent rumours that You-Know-Who is operating amongst us once more”. ‘Details of the events that led to the Ministry turnaround are still hazy, though it is believed that He Who Must Not Be Named and a select band of followers (known as Death Eaters) gained entry to the Ministry of Magic itself on Thursday evening. ‘Albus Dumbledore, newly reinstated Headmaster of Hogwarts School of Witchcraft and Wizardry, reinstated member of the International Confederation of Wizards and reinstated Chief Warlock of the Wizengamot, has so far been unavailable for comment. He has insisted over the past year that You-Know-Who is not dead, as was widely hoped and believed, but is recruiting followers once more for a fresh attempt to seize power. Meanwhile, the “Boy Who Lived” –

The erosion of trust in public school systems has had catastrophic consequences, and will take decades to put right. As we’ve seen, attempts to make schools ‘more accountable’ for their test scores leave teachers torn between what psychologist Barry Schwartz calls ‘doing the right thing and doing the required thing’. The right thing is to teach students through personalised, flexible methods, according to their needs, interests and aspirations; the required thing is to ‘turnaround’ test scores, by ‘teaching to the test’ or, worse, ‘gaming’ the system.  Successive US federal administrations have sought to improve school standards through high accountability. The pressure this puts upon schools at risk of closure and teachers – with test scores linked to pay rates – is intense. During 2011/12 a series of allegations emerged of inner-city schools in New York, Washington DC, Atlanta and Philadelphia ‘cheating’ on student test scores in order to hit accountability targets. Undoubtedly a case of fear producing wrong figures. The result of doing the required thing, above the right thing, is what Schwartz describes as a ‘de-moral-ised’ profession. The double tragedy is that, in addition to the pressure put on teachers – 50 percent of new teachers in the US leave the profession within their first five years – there’s growing evidence that the over-reliance on standardised testing fails to improve academic learning anyway.

Black Students, Middle Class Teachers by Jawanza Kunjufu.

And I got the “Most Shocking Turnaround of Any Student, Ever” award.

As I paint this unappealing picture of Coach Wade Wyatt, it’s fair to question why I signed with Arkansas A&M and agreed to play for a coach like him in the first place. Two reasons. One, because my high school girlfriend, Sherry, was going to the same college. And two, because it was the only Division 1 school that offered me a scholarship. There wasn’t much else to consider.

Success is shown to us as a straight line, heading in one direction, up. There are no detours, no turn-arounds, no missteps allowed. ... When you aren’t allowed to fail, either due to the expectations of others or yourself, although it may seem like you are being pragmatic and focusing on how to succeed, you are actually making it that much harder for yourself.

For students to succeed, they'll need to become consummate lifelong learners. The term lifelong learner is certainly not a new one, and yet there is a lasting quality to it. Its conciseness, its implications, and its universal use all lend credence to its importance. It can define the difference between a life of mediocrity and one of success. One of the primary benefits of learning for life is acquiring the ability to grow and meet the changes and challenges that are ever present at any age. This type of lifelong learning begins now—not after graduation from high school or college, but now. When a student employs the four drivers just listed, he or she will enjoy present academic success as well as success later in life.

mood can change quickly, but an attitude changes only through awareness and a true desire to choose a different one. Attitudes influence and flavor a student's every thought and action. An attitude held on to tenaciously will have a significant impact on a student's life. In fact, one of the primary components of school burnout among students is a cynical attitude (Salmela-Aro & Tynkkynen, 2012, January31). Academics can be tough, but nurturing a negative attitude

Her organization Turnaround for Children was leading the charge to bring the science of ACEs and toxic stress into schools.

Many could not wait until the school year ended so that they could move on. That was the best decision for the school, and for the students. Working in a turnaround situation takes dedication, strength, and buy‐in. Without those three elements, it can seem like “too much work.

1. The coercive style. This “Do what I say” approach can be very effective in a turnaround situation, a natural disaster, or when working with problem employees. But in most situations, coercive leadership inhibits the organization’s flexibility and dampens employees’ motivation. 2. The authoritative style. An authoritative leader takes a “Come with me” approach: she states the overall goal but gives people the freedom to choose their own means of achieving it. This style works especially well when a business is adrift. It is less effective when the leader is working with a team of experts who are more experienced than he is. 3. The affiliative style. The hallmark of the affiliative leader is a “People come first” attitude. This style is particularly useful for building team harmony or increasing morale. But its exclusive focus on praise can allow poor performance to go uncorrected. Also, affiliative leaders rarely offer advice, which often leaves employees in a quandary. 4. The democratic style. This style’s impact on organizational climate is not as high as you might imagine. By giving workers a voice in decisions, democratic leaders build organizational flexibility and responsibility and help generate fresh ideas. But sometimes the price is endless meetings and confused employees who feel leaderless. 5. The pacesetting style. A leader who sets high performance standards and exemplifies them himself has a very positive impact on employees who are self-motivated and highly competent. But other employees tend to feel overwhelmed by such a leader’s demands for excellence—and to resent his tendency to take over a situation. 6. The coaching style. This style focuses more on personal development than on immediate work-related tasks. It works well when employees are already aware of their weaknesses and want to improve, but not when they are resistant to changing their ways.