Welcome back to Monday Matters! This week, Will Parker and Jen Schwanke take some time to talk about the difference between responsive vs. reactive leadership. This conversation was inspired by a thoughtful post written by Will, you can read it below. As always, thank you for doing what matters!

Responsive, not Reactive, Leadership

During a Mastermind meeting today, a leader shared feedback about a team member who tends to be reactive versus responsive. In particular, situations involving student discipline or teacher behavior are often managed with what were described as “knee-jerk” reactions that make the matter worse rather than better.

We’ve all been on the other side of reactionary situations. My wife once worked in a school setting where the assistant principal would come on the intercom system to yell at students to be on time to class. She and her fellow teachers would cringe every time his voice came across the speakers.

Instead of directly addressing the students who were late to class, the administrator thought shouting at the entire student body (and teachers) would be more effective. He was wrong.

The harder question for leaders to ask themselves: In what ways am I reacting instead of responding in my own position or service to others?

Here are some other examples I’ve witnessed (or been guilty of not handling well) in the past:

• One teacher misses professional development by taking a sick day. You find out later that she was really on a family trip. You’re tempted to blast out a reminder to your entire staff about being honest and using integrity when reporting an absence from work. What do you do?
  
• The copy machine is broken again, and the backup machine is also out of ink. Teachers are lined up wanting a solution. You are tempted to shoot out an email or make an announcement to be patient as you try to replace the ink yourself or call for service repair. What do you do?
  
• Two students have a verbal altercation on a field trip that is witnessed by their teacher. He brings the students to your office when they return to school and would like you to assign discipline and call the parents to back up his concerns. You realize what has happened does not meet the threshold for an office referral. You are tempted to manage the situation as requested, although you know this is a situation that can be managed by the teacher just as he would have done if it had happened in his classroom. What do you do?
  

In each of these situations, the quick fix may seem different to leaders depending on the size of their school, the systems they have in place for managing student or teacher behavior, or the temperament of the people involved. That is why a quick-fix suggestion for each scenario is normally not sufficient.

Instead, consider first what would be the “responsive” rather than “reactive” way to move forward. Also, when you’re not in the middle of a scenario, consider running these situations by team members before they happen, and ask them for ideas and responses. Your collective feedback may or may not reveal how closely aligned your values are as a team for responding rather than reacting.

Here are some principles to keep in mind:

• Responsive leaders plan in advance for scenarios and have basic protocols for follow-through.
  
• Reactive leaders put out fires as they arise without preset protocols or plans for follow-through.

With that context in mind, here are a few suggestions for each of the above to keep in mind for responding rather than reacting:

• In the situation with the teacher who took a sick day but was really on vacation: Inquire with your Human Resources director or district policy on whether personal days can be taken during professional development. Meet with the teacher one-on-one and ask for feedback. Express your expectation that absences are handled with professionalism and integrity. At the least, let them know you are aware of the situation and that, in the future, they are expected to follow the same protocols as everyone else.
  
• In advance of facing problems with copiers: Establish a first-responder system with a protocol for who is supposed to be managing, repairing, and servicing your copiers. Follow that system. If it is not working, reach out directly to the person responsible for feedback. Have some backup printers available for small sets (or class sets) of copies that need to be made in lieu of the first-responder system not working as planned.
  
• When the teacher brings students to your office after the field trip: Acknowledge and support the teacher’s desire to have all students behave in ways that reflect the values and commitments of your school. Remind them that their classroom behavior norms are enforced both in and outside the classroom setting when on a school field trip. Remind them that the protocol will involve whatever classroom discipline the teacher believes is reasonable and that the teacher will follow up with parents accordingly. If the situation merits you also setting up a subsequent meeting, you will be happy to do so. Ensure the teacher immediately reaches out to parents with feedback and lets you know afterward so that you aren’t blindsided by a situation not handled correctly.

Even in my three suggestions or responses, I am sure many other ideas or scenarios could be suggested that would also work; however, the point of the examples is that responsive leadership versus reactive leadership involves establishing protocols, holding people accountable for following them, and communicating clearly throughout the process to maintain fairness, firmness, and consistency.

IDS (Identify, Discuss, and Solve)

During my Mastermind meeting, another leader shared a practical way to address concerns with fellow teammates. She called it IDS (Identify, Discuss, and Solve). Using this quick outline, she invites other educators to conversations to address these three areas. They identify what the real challenge is, discuss what is working and what is not, and then search for solutions–not just admire the problem.

Let’s Wrap This Up

The next time you find yourself (or someone else) reacting rather than responding to a situation, pause long enough to ask: Do we have a system in place for this? How are we following that system? What can I do differently next time to ensure we have and follow a system that works?

Whatever difficulties you’re managing in leadership today, be assured your students, teachers, and teammates respect your responses much more than your reactions. As tempting as it may be to jump into a situation and wrestle it back into control, remember that ultimately you create the best conditions for learning when you model what you expect from others.

It is not fair to assume you will have answers to every scenario in advance. That is why leadership is also more than planning ahead for responsive feedback. Leadership also requires wisdom to know when to apply solutions, what to do when outcomes go awry, and the ability to give yourself and others the grace anyone deserves when managing difficult situations.

For school leaders, your campus is your classroom. The same classroom norms, expectations, communication, and follow-through that work in strong (responsive) classrooms also work in strong (responsive) schools.

The post MONDAY MATTERS with Jen Schwanke and Will Parker – Responsive vs. Reactive Leadership appeared first on Principal Matters.