I became a full-time school building leader at 24 years old when I accepted the responsibilities of a principal serving a K-8 learning community comprised of 330 learners and 35 staff members. As I reflect on that early entry into administration I remain more surprised now than I was all those years ago. Perhaps naiveté would account for the fact I applied for the position without concerns that I was "too young" and lacking in sufficient experience. Nonetheless, I interviewed for the role and the superintendent and school board hired me after working two years as a teacher/principal at a 165 member K-6 school in another district.
That first leadership experience proved to be a challenging and rewarding opportunity. Maybe the best way to describe it would be to explain that it was analogous to a child learning to walk. I crawled and expended great amounts of energy disproportionate to the progress I was making. Optimism, persistence, time and effort were valuable resources that conspired to help compensate for the absence of past performance or well honed skills. I gradually gained my footing and some momentum to sustain commitment and achieve worthwhile benchmarks of success. Little by little, I eventually acquired confidence in my abilities and earned credibility by staff members who were much older, including several that had sons or daughters my age. But, I really had no indication of how I was doing as a principal. Although I met regularly with the superintendent, I had not been evaluated at all.
I finally made an appointment to meet the superintendent in quest of some feedback and any advice he might possess and offer. Following some chit-chat, I posed the question,
"Mr. Fairchild, how am I performing as a principal?"
He paused a moment before replying with a question. "Mike, did you get paid last Friday?"
"Yes, I did" was my answer.
"Well then" he offered, "Do you think we'd pay someone if they weren't doing a good job?"
"I guess not" was all I could muster in response.
End of discussion. It was as simple as that. Such was the state of assessing school leaders back then.
Alchemy was the process studied during the Middle-Ages that combined chemistry, magic, and philosophy in an attempt to convert cheaper metals into gold or silver. What does this have to do with school improvement? Many schools have unsuccessfully attempted similar transformations on an educational level. Follow this Blog and find out how to improve schools, as I share 40 years worth of school leadership experience.
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