Key factors:
- Know-how might help faculties overcome challenges
- How a district’s concentrate on information is advancing scholar progress
- 3 key methods for district leaders to construct a resilient educator workforce
- For extra information on district administration, go to eSN’s Academic Management hub
From new insurance policies to shifting budgets to know-how, faculty determination makers aren’t any strangers to vary. How can leaders navigate evolving alternatives and challenges and drive optimistic impression, whereas retaining the pursuits of scholars and educators on the forefront?
Ask Dr. Susan Enfield, who has greater than 20 years of faculty district management. She is a former superintendent of Highline Public Colleges and Washoe County College District, and he or she was named Superintendent of the 12 months by the Nationwide College Basis Affiliation in 2018 and once more in 2022 by Washington State.
On this Q&A, Enfield shares insights on how know-how might help faculties overcome challenges, and the worth of sincere, empathetic communication throughout occasions of transition. The interview was carried out as a part of the Visionary Voices video collection. It has been edited for readability and brevity.
How do you suppose know-how can play a task in lots of the challenges which are going through faculty districts at the moment?
The challenges we face proceed to develop–not simply in magnitude however in complexity. Looking for out companions who might help us present options to the challenges that we face is extremely essential. As a superintendent, I’m at all times on the lookout for new and higher ways in which we are able to serve college students by supporting our employees in giving them the instruments and the sources to make their jobs somewhat bit simpler and extra manageable.
Whether or not that’s by bus routing software program, whether or not it’s by teletherapy to reinforce the actually extraordinary work that our particular training people do in individual, these issues matter. They make us not only a extra environment friendly group however a greater group the place folks really feel that the group itself is investing in them to do the actually nice work that we’d like them to do for our children each day.
Why ought to extra faculties embrace technology-based options?
Our kids can’t afford for us to not hunt down each attainable resolution to offer them with the sources and helps they want and deserve so that they graduate ready for no matter future they select for themselves.
How can leaders encourage their groups and communities to embrace know-how and new and progressive approaches?
Set up the necessity, use information when you’ve got it and may, after which just remember to’re together with others within the course of so there’s shared possession.
What recommendation would you give leaders trying to implement massive adjustments–associated to know-how or not–of their districts? Troublesome adjustments?
Be clear on the why behind the change. As leaders, we typically downplay the why behind what we’re asking. When you find yourself implementing any change, ensure the rationale is obvious and that it additionally aligns together with your system.
Keep in mind the impression in your folks. Taking good care of your folks by the change course of is essential. And that may be acknowledging the ache, acknowledging the hardship. It’s actually essential to rejoice progress and rejoice success. It’s additionally actually essential to say, “What do you want? Do you’ve got the instruments, the sources, the helps that you simply want? Or is there extra that you simply want from me so that you can get this finished?”
What ought to leaders be fascinated with as they wrap this 12 months and look forward to the subsequent faculty 12 months?
Have a good time. Have a good time what you and your staff achieved this 12 months. Take a second to acknowledge the nice work you’ve finished over the course of the 12 months as a staff. Celebrating progress is extremely essential. This work is difficult. They should know they’re seen and their work is appreciated.
Mirror. Mirror on what you wish to see totally different shifting ahead and actually suppose by what it’s going take to maneuver on that change.
Relaxation. Not solely do you might want to do it for your self; you might want to do it in your accomplice and your loved ones. You want to do it for the employees you’re employed with and the youngsters that you simply serve. And so after you’ve finished all that work of celebration and reflection and planning for the next 12 months, simply hit the pause button.
Dr. Susan Enfield is the previous Superintendent for the Washoe County College District in Reno, Nevada. Previous to this, she served as Superintendent for Highline Public Colleges in Burien, WA for ten years. Throughout that point the district developed its Highline Promise to know each scholar by identify, power and wish so that they graduate ready for the longer term they select.
A former highschool English, journalism and ELL trainer, Susan served as Chief Educational Officer after which as Interim Superintendent for Seattle Public Colleges earlier than becoming a member of Highline in 2012. She beforehand held management positions in Evergreen Public Colleges (Vancouver, WA), Portland Public Colleges and the Pennsylvania Division of Schooling.
Susan is a graduate of the College of California, Berkeley, and earned grasp’s levels from Stanford College and Harvard College. She additionally holds a doctoral diploma in Administration, Planning and Social Coverage from Harvard’s City Superintendents Program. She was named the Superintendent of the 12 months by the Nationwide College Basis Affiliation in 2018 and was the 2022 Washington State Superintendent of the 12 months.
