Kindle Notes & Highlights
Read between
June 16 - September 30, 2025
Re...
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what the numbers were and your feelings about...
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What was the end...
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What happened months or years later as a result of this intimidating ...
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Think of ...
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when data were presented in a constru...
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Re...
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what the numbers were and your feelings about...
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What happened months or years later as a result of this constructive ...
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Think of examples of “swift trust” that was g...
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“passable” trust that was built over time. In your own experience in your professional life an...
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What differences did you notic...
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are there situations in which you might be tempted to be a fixer, but you can instead choose to be a multiplier?
the foundation of trust is leadership credibility.
The highest trust? A group of people who must operate with hierarchy every day: school principals
it is difficult enough to establish trust. It is even harder to maintain it.
maintain credibility with stakeholders.
In the most effective organizations I have studied, there is a steady rhythm of promises made and promises kept:
Too many leaders think that the art of leadership is all about talking—the
The consistent communication attribute that we seek in leaders is not talking, but listening
Unfortunately, many leaders who have excellent organizational and management skills are poor listeners, and this undermines their trust and c...
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The benefits of effective listening are overwhelming. They include helping the listener think more critically and consider mul...
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person being listened to a sense of respect and empowerment as well as lower leve...
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both emotional and intellectual terms, therefore, listening is a powerfu...
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why do so many people fail at this critical skill in their personal and work relationships? First, listening cedes power and momentum to the person talking. It is very hard to listen to someone talk in the best of circumstances, especially when some of the things t...
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candor, at least as a matter of philosophy, is a good thing.
Who favors deceit, dissembling, and dishonesty?
It turns out that many people do. We prefer happy talk t...
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In the upper left-hand quadrant, where personal care is high and commitment to performance is low, Scott describes ruinous empathy.
The lower left-hand quadrant, with low personal care and low levels of performance commitment, Scott describes as manipulative insincerity.
The greatest influence on student achievement is teacher quality,
the greatest threat to teacher quality is not the failure to fire poor teachers but the hemorrhage of good and great teachers from the profession.
A better response in the face of difficult information is to share it accurately and calmly but with a sense of urgency. Our instinct may be to downplay the bad, but fearless leaders communicate with transparency.
Leaders are best served when they receive input from a variety of experts, even when those experts disagree.
jargon
Because most groups prize harmony over disagreement, it is essential that they create systems to insure divergent thinking.
Rather than bringing a single recommendation to the superintendent or principal on difficult issues, the staff should have at least two alternatives that are mutually exclusive, with each accompanied by advantages and disadvantages.
Effective hierarchies can also focus on the results of team success rather than inadvertently pitting one person against the other in a culture of winners and losers.
Leaders and every stakeholder, including students, staff, and governing board members, must make a consistent commitment to maintaining trust.
An inherent quality of a fearless school is leadership team members who are willing to listen—just listen—without advice, judgment, or interruption.
trust is destroyed in fearful schools.
every coaching and feedback conversation takes place in one of four quadrants based on our focus on personal care
The four quadrants are:
compassionate candor (high care, high...
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obnoxious aggression (low care, high ...
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manipulative insincerity (low care, low...
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ruinous empathy (high care, low p...
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What can you do to make meetings more productive and to honor the value of divergent thinking?
If there is no apparent dissent in your team, what can you do to bring out constructive advocacy of divergent points of view?
these voices ring hollow as they require action without the resources, time, and flexibility to meet the needs of every student.
