Reflect

At which level (emerging, developing, performing or transforming) do you NOW place yourself for each of your four chosen competencies? Name each competency and the level at which you started and now place yourself.

Overarching Competency: Interpersonal Effectiveness 

• Original Placement = Developing

• Current Placement = Transforming

Overarching Competency: Group Processes 

• Original Placement: Emerging

• Current Placement: Performing

Leadership Pathway: Association Leadership - Building Capacity 

• Original Placement: Emerging

• Current Placement: Developing

Foundational Competency: Diversity, Equity and Inclusion - Explore and Challenge Inequity

• Original Placement: Developing

• Current Placement: Performing

How did the TLI experience impact your growth as a teacher leader in each of your four chosen competencies? Include in your TLI assessment the module curriculum portfolio assignments, and the Capstone Project. Cite evidence to support each of your assessments.

Overarching Competency: Interpersonal Effectiveness 

As I've worked through the project, it has come to my attention that one of my strengths is my communication and ability to make others feel comfortable in conversation. When given time and opportunity, I am able to build trusting relationships with all areas of stakeholders and discuss complex or uncomfortable topics. As I've moved through this process, I think it is more likely that I was in the Performing stage and have moved to the Transforming stage. I  believe this is evidenced by:

• I was asked to participate on the Negotiation Team again.

• I was asked to participate on the Election Committee to work through what had become a very messy and dramatic election process.

• I was provided specific feedback from BEA Leadership and Administration both to solicit my perspective, as well as celebrate my ability to build relationships with families.

Overarching Competency: Group Processes 

Through this process, what I've noticed is that my stage appears depending on the group in which I'm participating in the process. For example, I couldn't place myself at the Performing stage as a member of the BEA bargaining team. However, I am at the Performing stage for special education group meetings such as Evaluation Team Meetings or the Early Childhood team meetings. Moving forward, my goal is to be a more vocal and active participant in the BEA itself to support it becoming a more active, functional and supportive organization. I believe I have moved from the Emerging to the Performing stage and am on my way to Transforming. As evidenced by:

• I have shared out training information for Building Representatives to our incoming Vice Principal (see Artifact #20).

• I am still trying to reach the incoming President to discuss the support from our Field Representative and personal supports I am ready to offer our organization in communication and committee development.

Leadership Pathway: Association Leadership - Building Capacity 

The overarching goal was to support a successful negotiation and ratified contract that can be used both to improve working conditions, but also be recognized as wins that will support increasing membership. This goal was completed with one round of negotiations and the members were overwhelmingly supportive with the salary and benefits we were able to negotiate in a time when the district is losing funding. I was hoping to move from Emerging to Performing.

I don't think I have quite reached this level yet because my Capstone is ongoing and we are currently in a transitional phase. Because our new BEA President is returning from a leave of absence, communication has been limited and I've mostly been able to communicate with the outgoing president and incoming BEA Vice President. As part of the Worker Power Organization Program follow-up, I've been put in touch with our field consultant to start generating ideas on how to best take action steps for these outcomes personally and with the organization itself (see Artifact #19). Until additional action occurs with our incoming President, I don't believe there is evidence to support I have moved into Performing in the Building Capacity pathway.

Foundational Competency: Diversity, Equity and Inclusion - Explore and Challenge Inequity

I've always recognized the importance of diversity in voices when it comes to supporting students. If they have a safe space, they are better able to learn. TLI has helped me recognize that same need and benefits also apply to teachers, parents, leadership, board members, and the community. When we have safety in voicing our differences, we are creating spaces that allow for robust support, innovative solutions to complex problems, and a healthy social structure that benefits the students and beyond (see Artifact #18). I believe I have transitioned from Performing to Transforming in this area as evidenced by:

• Participation in the WPOP training to learn more ways to effectively engage and communicate with the diverse members of our community, including other teachers, parents/families, leadership as a whole, board members, and citizens as a whole (previously provided evidence: Artifact #17, Section: Do).

• Networking with WPOP and MFPE members to take actions steps for bringing support to Belgrade Schools at the beginning of the 2025 - 2026 school year (see Artifact #19).

What was the most valuable part of the TLI process for you?

The face-to-face communication and additional outreach I've had to do was the most valuable part of this process. I don't think of myself as a leader, and didn't think it was possible for me to take any type of leadership role in my district since I'm so itinerant. Participating in this process has forced me to challenge those biased beliefs and allowed me to discover I have leadership qualities, I have positive and trusting relationships in places I didn't expect, and my itinerant position allows me to communicate with stakeholders all across the spectrum.

What are your next steps to continue your growth as a teacher leader?

This Capstone project is ongoing. I plan to continue working with the incoming leadership to discuss the skills I have learned at WPOP, and ideas I have for supporting a better functioning union. Working in tandem with the incoming leadership and building representatives, I feel confident we'll find some creative ways to increase efficiency, communication and engagement. 

Artifact #20 - Email sent to BEA Vice President regarding Building Rep training