Empathy

A Call for Human-Centeredness

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During this week of Thanksgiving, I am reflecting actively on the things I am grateful for this year. I am zoning in on those people who have filled my bucket with inspiration in meaningful ways. The last two years have been filled with intentional paths. I am intentionally focusing on inspiration for my self care. This approach benefits my well being. My PLN has been an oasis for inspiration and connection and belonging. I have been fortunate to develop authentic friendships beyond hashtags and GIFs with a select few.

There are two individuals who I want to honor in this space. I have been blessed with their friendship. Both have been mentioned here before and both have been guests on my podcast. This time, I want to share how both serve as beacons for human centeredness.

Meghan Lawson and Maria Galanis are humble voices in my PLN. They create space for belonging in the way they craft their content. Meghan writes a weekly blog that stirs the soul. Her Instagram is a pocket of joy. She shares inspiring words and pictures of her cats. She also shares the delight of friendships and learning communities. Maria posts beautiful reminders about cherishing family. She shares her love of Coldplay. She also celebrates those magical moments when she finds images of hearts in the wild.

Most importantly, both remind us what it means to be human centered. Their content is never about promoting themselves. They uplift our humanity in the joy they capture and share. Maria literally shares the images of hearts she discovers in her travels. Meghan shares the joy she feels when she amplifies the voices of others.

Human centeredness is not a buzz word. It is a mindset that our world needs more than ever. Especially in education. Too often we are buried in acronyms and staged icebreakers and meetings and data points. Human centeredness is the pause we take. It allows us to connect with others through a kind word. We also ask an authentic question and call out the good in the moment. We do not do it enough in our profession in my opinion. Human centeredness is the spark that ignites belonging. We sustain it when we lean into each other and take the time to help one another along the way.

The other day before Thanksgiving Break, I was passing out Little Debbie snack cakes. It was not a stunt for social media. It was an entry point to connect with the people I serve. I wanted to express gratitude. I wanted to listen and share a moment of joy face to face. I wanted to stand together as humans and bandmates.

This is the path I want to walk with intention. I want to offer a pathway for others to embrace human centeredness. I want to express gratitude for Meghan and Maria. They inspire me to live with greater presence and heart. I am grateful for our friendship.

Here is the simple truth that rises in my heart. People matter most. Moments matter most. Belonging matters most.

May we listen more than we speak. May we see one another fully and without agenda. May we choose connection over convenience. May we choose love over hurry. May we lift each other through small gestures that echo far beyond the moment.

When we lead from a place of human centeredness, we create rooms where others feel seen and valued. People feel safe to become who they are meant to be. We create communities where joy grows. We create teams that play like bands in perfect rhythm.

That is the work that lasts. That is the work that changes schools and lives.

Here is my invitation. Let us keep our hearts open. Let us reach across the divide with generosity and presence. Let us build something beautiful through the way we treat each other.

Human centeredness is not a strategy. It is a way of being.

And everything starts there.

Embracing the Transition: A Leadership Investment

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Unexpected Wisdom

As I scroll through my social media feeds, I’m struck by the wave of colleagues stepping into new leadership roles. Their proud smiles and celebratory posts radiate an infectious energy. Each promotion tells a story of dedication, perseverance, and the courage to step outside one’s comfort zone. For many, it’s the culmination of years of effort, marked by moments of doubt and anticipation, until finally receiving that life-changing call or message signaling that a new chapter awaits.

I vividly recall my own experience receiving that pivotal call, inviting me to step into my first principalship. The rush of emotions was overwhelming, shared in joyful celebration with my family. With a sense of purpose and readiness, I prepared to embark on this new journey. Before starting, the superintendent met with me to outline my mission. It felt like a scene from a James Bond movie—entering with casual coolness, awaiting my action-packed assignment. Despite the absence of 007 theme music, I was eager and ready to dive in.

However, two months into my tenure, my initial bravado gave way to doubt and regret. My determination to be a change agent, to impose my way as the only way, was met with resistance. I believed my title alone would command respect and compliance. How wrong I was! My arrogance blinded me to the value of the existing culture and the contributions of those who came before me.

In a moment of desperation, after a particularly disheartening day, I reached out to my predecessor. I needed to talk to someone who understood the unique challenges of the role. He had offered his support, and I was ready to accept it. During our conversation, he listened patiently to my ideas and frustrations. His advice was direct yet profound: sometimes, a leader’s greatest strength is in cheering for their team. People need recognition, encouragement, and sincere acknowledgment of their efforts.

Leaning into the Transition

Reflecting on my 16 years as a principal in various K-12 assignments, I’ve come to understand the critical importance of navigating transitions with care and empathy. This is especially relevant now, as many new leaders step into their roles. Transitioning into leadership requires a delicate balance of confidence and humility. It’s essential to build trust, communicate effectively, and, most importantly, listen.

Investing time to understand the culture and climate of your new environment is crucial. Transparency in your thoughts and actions, coupled with active listening, lays a foundation of trust. Stephen M.R. Covey, in his book Trust and Inspire, emphasizes the importance of building trust and inspiring others to harness their strengths for the greater good. As a new leader, fostering trust and inspiration is not just beneficial but necessary.

Transitions are shared experiences. They require everyone in the organization to adjust, adapt, and navigate changes together. Recognize that not everyone embraces change readily. Show sensitivity and patience, understanding that your presence as a new leader symbolizes change, which can be unsettling for some.

Seek out what works well and build on it. Engage in meaningful conversations with your predecessor, if possible, to learn about the history and values that have shaped the organization. Even if direct contact isn’t feasible, find ways to understand and respect the established culture.

Rushing into change without empathy can lead to a disconnect. I learned this the hard way. Investing in the transition with empathy, patience, and a willingness to listen is a powerful leadership strategy that fosters trust and uplifts the people you serve. According to David Brooks in his book How To Know a Person, people want to be seen, heard, acknowledged, and valued. It is crucial for leaders to establish this early in their transition to a new role.

Action Steps for New Leaders

  1. Listen and Learn: Take the time to listen to the stories and experiences of your new team. Understand their values, challenges, and successes. This builds trust and shows that you value their contributions.
  2. Build Relationships: Establish strong relationships with your team members. Engage in open and honest conversations, showing genuine interest in their perspectives. Building rapport is key to creating a cohesive and motivated team.
  3. Celebrate and Acknowledge: Regularly recognize and celebrate the efforts and achievements of your team. A kind word, a compliment, or public acknowledgment goes a long way in boosting morale and demonstrating your support.
  4. Connect with Other Leaders: Form a Professional Learning Community (PLC) or join a Mastermind group with other leaders. Sharing problems of practice and collaboratively building solutions fosters professional growth and provides a support network.
  5. Lean on a Mentor or Coach: If your district assigns a mentor or coach, take full advantage of this resource. If not, request the district to connect you with an experienced leader. A mentor or coach can offer invaluable guidance and support as you navigate your new role.
  6. Develop an Entry Plan: Create a detailed entry plan for your new assignment. Resources like 100-Day Leaders: Turning Short-Term Wins into Long-Term Success in Schools by Douglas Reeves and Robert Eaker can provide valuable guidance. Share this plan with your superintendent, coach, and faculty. An entry plan outlines your goals, priorities, and strategies for the initial phase, ensuring everyone is aligned and informed.

By embracing these steps, new leaders can navigate transitions with awareness and empathy, building on the strengths of their teams and fostering a positive, collaborative environment. Moving through a transition as a new leader with human-centered approach is a worthwhile investment for the school or organization that is lucky to have your leadership.