What’s In Your JunePile? Reboot…. (10 Days of Positive Impact)

Just over a year ago, I wrote this post, reposted below if you are a scroller, not a clicker. Lots has happened in the past year, and now the JunePile is different (but also, sort of the same). New thoughts, below the old post….

May 28, 2018:

It started when I was a teacher. Every year, every May, there would come a day when I would just start tossing things in a pile to deal with “later”. Later meant after the last smile was shared with a student, after the last grade was given, after Field Day. After the last day of school. I never knew when the day would come — just one afternoon I would realize that there were only a few weeks and lot left to do with my class, and I could only spend precious time on papers, projects, and tasks that would really mean something to my students. The rest would have to wait until school ended, in June. The JunePile.

It continued when I was a principal. I tried to keep an organized office, so the JunePile became a JuneBox which was stashed under my desk. And if something wasn’t important to others before the end of school, well, then, it wasn’t getting done until everybody went home.

Of course, now, most of my JunePile is electronic — more of a JuneList, if you will. And as an assistant superintendent, I have many projects that are best done in the quieter summer months, anyway. But nonetheless, the habit continues. I’ll get very stressed about how quickly the end of school is coming, and one day will breathe a little sigh of relief when I remember that there are SOME things on my list that don’t have to get done right away. And anything that won’t directly affect students, families, or staff gets put in the JunePile to be dealt with after the school bus pulls away for the last time.

The end of the school year is always such a rush, isn’t it? Educators are amused when folks who have not devoted their lives to school ask in May, “So, is school winding down?” Winding down? Winding DOWN? Hilarious! School does not wind down. We run like crazy to the edge of the cliff, and try very, very hard not to fall off of it. That’s it, and everyone who lives by the rhythm of school knows it.

But that last day of school WILL come, and then indeed it will be time for me to dig into my JunePile. This year I’m wondering, though, why am I even considering doing things that don’t have a direct impact on students, families, staff, or other administrators? So, perhaps my primary responsibility on my first day after school lets out should be to cull the pile, continuing my commitment to spend time on work that is important. Yes, there is filing that went undone this year, and I’d eventually be sorry if I couldn’t find something I need. Ok, I’ll crank the music up in my office and file. But I’ll hold myself accountable for ensuring that everything else enhances the work or life of someone, or supports my own learning and reflection.

Truth be told, writing this blogpost was indeed in my JunePile. It definitely did not have to get done prior to school ending! But then it was Memorial Day weekend, and I had some time, and was in the mood for reflecting. So I went for it.

Of course, summer is much, much more than a time to catch up with work. For me, it is also reading in a hammock and walking after dinner with my husband and exploring Chicago neighborhoods with my daughters and going to Botanic Gardens with my parents and eating on a patio with friends and completing the Summer Challenge at my yoga studio and if I’m lucky, some traveling. Many years ago, inspired by a Chicago Tribune column by Mary Schmich (or perhaps Eric Zorn? — I cannot find the column, I’ve tried!), I was motivated to capture my summer memories by buying a pack of notecards, numbering and dating them, and every day of the summer writing down at least one summer activity that I enjoyed that day. I still have those cards in my nightstand, and occasionally use one for a bookmark, finding peace, adventure, or luxury in a summer memory. I just pulled one out; it reads, “7/3: Getaway to Wisconsin — Lazy Nap, Lovely Anniversary Dinner, Movie — Spiderman!”

And there you have it — those summer pleasures are what really belong in the JunePile. So, what’s in yours?

June 1, 2019:

So, why bother to repost about the JunePile? Well, because a lot has changed for me. I am an educator, leader, and learner in transition, and that has somewhat changed my JunePile. A few months ago, I was offered a new job, and thus am transitioning out of the position of Assistant Superintendent for Human Resources in one school district and into the position of Superintendent in another school district. 1 transition is actually 3 transitions:

# 1 I am transitioning into my new role with new administrators, central office team, Board of Education, teachers and staff, all with the help of the generous superintendent who is retiring.

#2 I am transitioning all of the projects and responsibilities (and physical stuff) of my current role to the wonderful administrator who is taking over as Assistant Superintendent for Human Resources in my current district. And HE is currently a middle school principal in this district, so…

#3 We hired a new middle school principal, and the two of THEM need time to transition.

All of this takes an enormous amount of time. So, what am I doing on a rainy Saturday morning when I have 100 transition tasks in front of me? Writing a blog post! But the writing is purposeful, as truly it helps me to keep the Main Thing the Main Thing. And what is that Main Thing? Positive Impact.

About two weeks ago, I was having a pretty hard day. And at the end of that hard day, my response was to realize that I only had 20 work days left before turning in my keys and ID, taking a glorious two week vacation, and starting my new job. Now, I’ve never been a person to count down to the end of something — for me, that’s just never felt like a positive way of looking at time. However, once I DID, well then, I KNEW. And I realized I would keep counting down, which caused me to understand that I needed to attach something meaningful to the countdown so that the passage of time would be focused positively.

Thus… Days of Positive Impact

Every day, starting on Day 20, I’ve had the countdown in my calendar with that label (so, yesterday said 11 Days of Positive Impact). And at the end of the day, I create a list of all of the people or situations that I think/hope I’ve positively impacted that day. I recognize that I’m letting myself be kind of vulnerable here, announcing this strategy — depending on who you are and how you roll, Days of Positive Impact may seem a little “woo woo” and dorky. Don’t care — it’s how I roll.

Last year at this time, I wrote about the importance of culling the JunePile, and knowing that I should only do the things that have a direct impact on students, families, staff, or other administrators. I knew I needed to cull the pile, continuing my commitment to spend time on work that is important. Well, friends, now that I’m leaving my job, that commitment is ever more important. It would be very easy to focus on details that are not meaningful. I could make myself crazy by crossing every T on things that won’t help anybody, that will just allow me to feel finished. I could worry about all of the projects that I wanted to do in this job but just couldn’t complete or even start. There are many! But I’ll leave those for the new guy.

So here we are. Monday will bring 10 Days of Positive Impact. 10 days left. I can spend them on work that will help the organization and people around me, or I can spend them on busy-ness. I know how my time is best spent. Yep. Time to get to work!

Reference Calls — Listen for the Truth (8 Tips)

I was a newer principal, and I had recently dismissed a pre-tenured teacher. She wasn’t terrible, just not good enough for my students. I had written her a reference letter, the kind you write for just this type of situation — strengths, as everyone has them, with lots of holes that I hoped other interviewing administrators would find. Then I took a call from a principal in a nearby district. We knew each other by association, but that’s all. He was eager to hire her, and this call was his final stop. I answered his questions, and thought, “I hope he listened carefully, and realized that I wasn’t really recommending her.”

Years later, this principal and I landed together in a new district. Early in our professional relationship, he told me, “You know, I had to let that teacher go after one year. I couldn’t believe you had recommended her to me – I was always so annoyed about that!” “What?” I said. “I didn’t recommend her! I was trying to tell you NOT to hire her!” It was a perfect example of what happens over and over again. He was listening only to confirm his decision to hire her, and I was being positive, and hoping he could read my mind.

I share this story often in my current role as Assistant Superintendent for Human Resources. Administrators (and hiring executives in other organizations, I am sure) work diligently to find the very best person for their opening. They carefully comb through applications and resumes, conduct screening interviews, 1:1 interviews, and often team interviews. By the time they get to the reference checks — well, that’s what they are often doing — checking a box. This is the last step in the process of finding the Perfect Person. They are already sold on the candidate, and, if they brought in a team to interview, so is the team! Who wants bad news at this point? And so, like my principal friend from many years ago, they miss what a reference might be trying to convey in an oh-so-indirect way.

Hiring is one of our most important administrative tasks, particularly when hiring teachers and principals. This is the time when we really need to get it right, because getting it wrong can make for a very, very bad year. (And, depending on a whole bunch of variables, one mistake can be prolonged for much longer than a year.) So, how do we get it right? Here are a few tips:

phone-call-two-people

  1. Before starting to make those calls, promise yourself that you are open to hearing bad news. Honestly, that’s what is most important. In fact, when I interview with a team, I ALWAYS talk about how important reference calls are, and let team members know that sometimes we have to go another way after we’ve made those calls. Experienced interview teams know that the person who came to the interview is not always the person who “shows up” at work, even if it is the same person! When I remind my team of that, they are understanding if we end up going with our #2 choice, or even if we have to interview more candidates.
  2. Try to establish rapport with your reference at the start of the call. Yes, yes, everyone is busy, but find a way to connect with the reference as a person. It will be harder for your reference to evade your questions or straight out lie to you if he/she likes you on the phone — even a little bit!
  3. Do you have flexibility with your questions? If so, make sure to ask, “Would you re-hire this person?” Or, if you are speaking with a colleague, you may get useful information with, “Why do you think X would be interested in coming to a new school/district/organization?” And if the first answer you get seems bogus, find a way to dig a little.
  4. Even if you have to use a standard set of questions, surely you can ask follow-ups. When I sense that someone is choosing words very carefully, or is trying to brush past a question with a pat answer, I may ask, “Can you tell me more about that?” Often, they will.
  5. Pay attention to the reference’s tone of voice, and listen for the pauses. Your reference may be trying to figure out how to answer a question in a way that is semi-truthful without hurting the person’s chances for getting the job. This is the perfect place for those follow-up questions.
  6. What about those references who ask you to simply email them the questions, and they’ll email you the answers? Yes, they might just be really busy, but they MIGHT be trying to control the situation by carefully wording their answers. You can’t see pauses in an email, you can’t hear tone of voice, and asking follow-up questions is then even more time-consuming. I try very hard to get people to talk to me on the phone. When they won’t, I don’t necessarily decide that there is a problem with the candidate, but I don’t put much stock in that particular reference.
  7. Think carefully about who you are calling. For the most part, avoid calling your candidates’ colleagues, or only do so if you are also calling a supervisor or two. A teacher’s teammate is rarely going to tell you that his/her colleague had classroom management problems or didn’t communicate well with parents, and an administrator’s lateral co-worker is unlikely to tell you that projects were not finished on time. I won’t hire anyone without speaking with his/her current supervisor, although certainly I will agree to make that call last, after I’m satisfied with the results of other calls. Also, you may be able to glean quite a lot of information from a supervisor from 2-3 years ago. Sometimes, the supervisor won’t remember much — but sometimes he/she will remember A LOT, and will be ready to talk when no longer in regular contact with the candidate.
  8. Finally, use your resources. The best reference call is with someone you know. Even if you don’t know any of your candidate’s references, someone else who is part of the hiring process might! If so, hand that call over to your colleague to get the most truthful information.

I still enjoy a friendship with that principal colleague who hired that marginal teacher. We still talk about this. We both learned. We are both still learning.