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Weekly Update: January 06, 2012

Our weekly updates seem to be something that you, our members have wanted. We have received many positive responses from this communication effort. Thank you for all your comments. This is something that we will definitely continue. If there is a topic you would like us to focus on, please let us know and we will be sure to provide more information.

Dear AmphiEA Members,

The process of selecting a new superintendent for Amphi is officially under way! The first step involves getting community input on the education, experience, qualities and characteristics we would like to see in our future superintendent. This phase always reminds me of the scene in Mary Poppins when Jane and Michael are writing their description of the perfect nanny: “has a cheery disposition, rosy cheeks, no warts, plays games – all sorts…” Any time one of these lists is created, it ends up describing someone who can’t possibly exist. It might as well include the characteristic ‘walks on water’.

What is more useful to me is to start with the non-example. What don’t we want to see in our new leadership? Having been in the district for 21 years and having served under 3 different superintendents, I have seen a wide range of possibilities. At its lowest point, our district had a superintendent who:

Was distrustful and accusatory
Established an environment in which individuals and groups felt unvalued
Viewed the Association as the enemy
Saw power as a competition – “win at all costs”
Communicated by innuendo, back-biting and gossip
Made top-down, unilateral decisions
Bargained by arguing
Created high conflict over issues
Focused on the “rightness” of the issue with little attention paid to relationships

The arrival of Dr. Balentine 12 years ago began a dramatic change in the way our district operated and the relationship it had with our Association. In order to build, and even expand, on the positive changes that Dr. Balentine implemented, at Tuesday night’s forum for AmphiEA Leadership and employees, I presented the following list of traits and values that we would hope to see in our new superintendent:

Creates an environment that is genuinely respectful and open.
Values individuals and groups
Views employees as partners who contribute effectively to an organization.
Supports the formal recognition of our Association
Is interested in conducting joint presentations and trainings with us.
Is willing to work to find agreement with us on vision and mutual goals
Will issue joint-communiqués with the Association regarding various decision making issues
Practices routine, candid sharing of information
Adheres to the principle of A-C-B-D (always check before doing/always consult before deciding)
Will identify and solve problems jointly with the Association
Will make decisions on significant issues jointly with the Association
Sees bargaining as a legitimate and ongoing process for joint problem solving
Has an open, purposeful focus on relationships and issues

There were many others who offered outstanding input as well. I am continually impressed with the thoughtfulness and level of professionalism that our colleagues show in situations like this. It was very evident that people had put a lot of time and thought into this issue. A big thank you to all who came and participated. In fact, the turnout at the employee forum was far better than the ones for parents, community members, students and PTO representatives combined. Even if you didn’t offer specific input yourself, your presence showed our administration and governing board just how important this decision is to all of us.

If you were unable to attend the forum and would still like to provide input to the consultant conducting the search, you can by completing the survey at this link: survey . While the questions on the survey do address some important issues, it is painfully weak on administration/employee relationships and doesn’t address working with the Association at all. Please take the time to complete this survey and take advantage of the “other” boxes to add considerations you think are important but missing from the survey. Your input will help to guide both the search consultant and the Governing Board in the selection of possible candidates and the person who is eventually hired. This may be your best chance to influence the final decision. Please take advantage of it.

John

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