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Describe your Capstone Challenge and how it was Identified
Being new to the district, it was important for Mary Anne and I to gain an understanding of the school climate in regards to the staffs' views of the union and the importance of the union. We created a Teacher Leadership Institute Survey both as a means to gain understanding and identify needs within the system.
Once we received the results of the survey it occurred to both Mary Anne and I that communication was lacking; communication both within the union and outward towards non-union members.
Describe your diverse stakeholders and how you selected them, such as colleagues, parents, students, association members, community members, state or local partners, etc.
The previous mentioned survey was developed by Mary Anne and I as the method for identifying the capstone challenge. The survey was sent out to all certified staff. The survey was anonymous. Additionally, we received both approval from union leadership and school administration.
Why is it important for your diverse stakeholders that the Capstone Challenge be addressed?
The apparent lacking in group process and norms is causing large communication gaps. Because of this we noticed two items:
First: Frustration within Boulder Association of Teachers (BAT) membership because of communication lapses.
Second: Non-union staff members see no reason to be involved because there is no communication of what the union does for certified staff.
In what ways will addressing the Capstone Challenge promote or support the foundational competencies?
Our survey highlighted several instances where individual staff members felt underappreciated, unheard, and basically in the dark with BAT happenings. Additionally, when we personally interview two staff members (one union member and one non-union) it was fairly surprising how undervalued each felt. Seeking to challenge and address inequities within the building will both foster greater feelings of inclusion and staff value.
Is it your intention to broaden the existing vision, values and/or culture of the association or to create a cultural shift? Explain.
I believe it is important for the Boulder Association of Teachers (BAT) to clearly establish, accept, and communicate group processes and norms. Communicating meeting schedules, meeting agendas, and meeting outcomes is a glaring need for the union. Establishing this will, in my view, both improve membership experience and promote new membership.
Why might this strategy be a viable solution for your Capstone Challenge?
Establishing norms within BAT will improve communication within the union and advertise the importance of the union to nonmembers. It is very difficult to grow union membership if nonmembers see no reason and/or importance of the union.
On which two Overarching Competencies will you focus in addressing your Capstone Challenge? Why are they relevant?
Interpersonal Effectiveness and Group Process: It is important for myself to seek, develop and maintain strong professional relationships within Jefferson School District. From that point of relationship references I will be able to communicate needs, strengths, and challenge fellow staff members. Regarding group process, I feel it crucial BAT establish and communicate Union norms i.e. meeting schedules, communication, and union roles to highlight the importance of the union.
Which Leadership Pathway competency will you focus on in your Capstone Challenge? Why is it relevant?
Building Capacity in Others: It is impossible to lead if there are no followers. Effecting change starts with a coalition of like-minded individuals. This is achieved by reaching out to fellow colleagues, investing time in them, and challenging them to grow in their individual capacities.
With whom will you work in addressing your Capstone Challenge? Who else might you recruit beyond your own cultural and/or professional identity group?
Mary Anne McMahon and I will be working together to address out Capstone Challenge, although our individual Overarching Competencies and Leadership Pathways are different. We will also work with Jefferson School District staff and administration.
Which resources (such as, people, money, programs, time and space, etc.) do you have to address in your Capstone Challenge? What resources will you need? How will you obtain them?
Planning time for Mary Anne and I to meet and discuss project needs and direction. Permission from administration to complete survey, interviews with colleagues etc. Access to google formats not an issue.
Below: Teacher Leadership survey sent out to certified staff for identifying school needs.
Below: Summary of the Teacher Leadership Survey. Mary Anne and I summarized the findings and shared with Jefferson School District Union Members
TLI Leadership Survey Results.docx