Set the Standard

I need another one of him.

I've been playing those words in my mind for a while.

I need another one of him.

Did those words actually travel out of her mouth?

I need another one of him.

Some reference on this: my old principal is interviewing people for my position. She's interviewed several people, none to her liking. I won't go into details, but she's looking for someone particular. Someone who knows their stuff. Someone who isn't afraid to take charge and make ground level decisions on the fly. So, she utters these words:

I need another one of him.

It's an awkward feeling, knowing that your principal wants you without truly wanting YOU. She wants your qualities, skills, abilities, knowledge, leadership, and dedication without the actual physical presence, feelings, emotion, and logic. Kind of like buying a new car without the engine...looks good but can't get your ass anywhere.

Two main things come to my mind whenever I play those words in my mind:

1. She already had me and now I'm gone, moved on to another opportunity, never to return. Sucks for her.
2. Her standards for the next person are going to be incredibly high and probably unrealistic.

As for the person she will hire, I hope they exceed her expectations and succeed. When I first got the job, I told her "I want to eventually leave with the situation much better than I got it". So, when the next person entered into the situation, they would not have to stress as much to get things working. I want them to exceed and excel, and to build upon the work that I put in. Also, I wanted my work to be so solid, that the next person would either have to be negligent or incredibly incompetent to foul it up. Programs and systems are supposed to support the kids, and the one I set up directly helped the children. So, in theory, the next person can come in, read over the finely detailed manual I set up, and hit the ground running. In theory.

However, it's a uncomfortable feeling that your previous leader liked your work, but didn't like you as a person. It led me to two thoughts: our personalities never meshed, or she never valued me as an individual. In earlier posts, I detailed her leadership qualities, or lack thereof. So, it would stand to reason that she wouldn't value me or anyone else that had a strong personality. Quality leadership values the quality work everyone does, not just the ones you like or work well with. At times, I was an insufferable asshole; I chewed out 8th graders who refused to listen to their teachers, stood my ground in staff meetings, and said "no" a lot to demands from teachers and parents who wanted their way, but their wishes would harm my program or my student's learning opportunities. I was all the bad names they muttered under their breath: asshole, dickhead, ignorant jerk, stubborn ass. But, many of the teachers (and a smaller number of parents) valued my work because I did it so well. Hell, there were some incredibly aggravating teachers at the school I worked at, but I valued their work and their efforts because they did it so damn well. We all had strong personalities, but we knew to appreciate and cherish everyone's work, because it is so difficult and tiring. Game respects game.

I need another one of him.

I hope she keeps looking, finds someone that will keep setting the standard of excellence, and she values them better than she did me.

Mistakes

In life, you will inevitably make mistakes. Some will be small (forgetting to pick up milk on the way home), and some will be large (neglecting to pay your taxes...for 15 years). More often than not, people will see past your mistakes and see that you are human. Sad thing is, there will be situations where the good you do will be overshadowed by a mistake.

I kinda sorta knew the school district's police chief. He worked in Oakland in some of the roughest neighborhoods. He worked in a drug interdiction task force for the state. He tried to revamp the school security officer hiring, training, and supervision protocols. He worked with communities to help kids get to school safely every day. He raised funds to run summer programs...with cops as youth leaders. Cops can have fun with neighborhood kids? All in all, he was working in good faith to help kids. He wanted kids to be safe in school, to learn, and to be successful in their lives. He also wanted us staff to know that our efforts were appreciated and he cared about OUR safety. Nobody had a bad word to say about him, and the people I knew had a lot of respect for his work. That was, until he made a mistake...

Let's say, you get the chance to play some golf on the job. Yeah, it's with your boss, but it's still golf when you should be in the office (or patrolling a beat, but that's neither here nor there). It's for a fundraiser, so it's even better. By the 12th hole, you and he have enjoyed a couple of Miller Lite's, and you're having fun. However, on the 13th hole, you realized your boss has had a little too much of the devil water, and he starts popping off at the mouth. He's just competitive when he's had a few. No big deal. So, on the 14th tee, he really get's going with the f-bombs and borderline racist comments. Why is he getting drunk at the golf course? It's Tuesday, and we're still on duty. Around the 17th hole, he's pissed at...something. It might be at you, or the fact that you're a Black sergeant on the force. Doesn't matter, but imbibing spirits is not a good thing for him. An in a few minutes, you're gonna realize it's not good for you either.

You do the responsible thing...call a friend for a ride. Wouldn't look good if the drunk police chief got into a car wreck...on duty...on a Tuesday. As you're riding home, dude starts really letting you have it. He starts using the phrase "you people". He starts popping off about whether you should live in your neighborhood. Dude, that OT you gave me bought me that house in the nice neighborhood. It's really your fault I'm living like a boss. Throw in a couple of N-words he's shelling out , and you are wondering if this guy is really drunk or this is what he thinks off the clock (oh shit, we're still on the clock!). Your designated driver stops somewhere, probably at his house to let his family know what's going on...drunk chief gets out, throws some N-bombs towards the designated driver's children, then proceeds to have another driver take him home. This new driver is Asian...his ride is just as bad, if not worse.

This is a pretty big mistake. This is one that will overshadow all the hard work and efforts he put in. It's a small mistake if you get drunk and send a stupid text to an ex-girlfriend. It's a huge mistake if you get drunk and try to prove that America isn't "post-racial".

Sidenote: stop using the phrase post-racial. Racism is still alive in America...admit it. If you don't believe me, then look at our district's dropout rates. Almost 50% of our black and brown students don't make it out of high school. And, we as a nation don't see that as a problem, even though we need these students to go to college, get great high-paying jobs and stimulate the economy. Instead of feeling good about voting for a brown president, let's work to make sure these kids have a fighting chance to be successful. Also, let's not celebrate "heritage months". Let's incorporate people's history in every subject, every day. Ida B. Wells, Fred Korematsu and Cesar Chavez didn't do their work on specific months, and we shouldn't celebrate them on just a specific month.

Sad thing is, this dude was a good guy. I just hope that we, as a community and as working members of the district, have an understanding that this was a mistake. Was it indicative of the kind of person he is? I don't know, but I hope he gains his sobriety, makes amends to his family, and truly takes to heart the pain and hurt his words caused. I hope he can look into the mirror, truly find out about who he really is, and forgive himself so he can live the rest of his life without shame, but with understanding of who he is and about the past he has experienced.

If he doesn't do that, then it will be the biggest mistake of all.

Meet to Meet

Goofing off on Youtube, I ran across an old ESPN Monday Night Football commercial that had a guy sitting in a conference room, boredom splashed across his face. The announcer said "you're about to sit in a meeting to go over past meetings and discuss what to discuss in future meetings." Art imitates life, especially now that I am in the midst of summer training and "collaborative planning meetings".

District "training" is the unofficial end of the summer. This means it's back to the grind of last minute paperwork, shrinking budgets, increased expectations, and the other drama that goes with working in public education. As I strolled into an elementary school in West Oakland with other administrators, a familiar grumble echoed throughout the gathering masses. We gotta sit through this shit again? We did this last year! I got better shit to do. I tried to stay positive as I walked in the door, but after coming to realization that I will be undergoing the SAME "training" for about the 3rd time, I started grumbling too. And I hadn't sat in my chair yet.

Our "training" started with a welcome address from a higher up from the district. Let's just say the speech was less than inspiring. I'm sorry, but Rex Ryan shouting let's eat a Goddamn snack wouldn't have moved this crowd. Then we were shown a glossy film on what the district is doing to become a "full community service school district". I turned to a colleague at a elementary school in North Oakland, and we both laughed at each "point of achievement". Most improved district in the state? When you start at the bottom, nowhere to go but up. We send over 100 high school graduates to UC Berkeley? How many were Black children from West and East Oakland? 50% of our Black males drop out. We had 3 schools become National Blue Ribbon Schools? Man, 2 were charter schools that everyone hates because they actually educate kids. The district doesn't really recognize them, and the teachers union hates them 'cause they aren't union. So, as you can tell, the movie was inspiring.

This occurred within the first hour, of the first day of a 3-day "training". The tone for the rest of the duration was set.

Sitting through sessions and "round-robin" discussions, I came to several conclusions that warrant mentioning:

• If you are a new administrator, this is incredibly informative and necessary. You learn the policies, network with other administrators, and take home a nice binder with all the things you talked about. If you've been through the training just once, then the information is pretty repetitive, and you would rather spend your time actually working. You could send the policy changes in an e-mail...I would actually read it. And the binder is only useful when you take the stuff out of it, place the stuff in the recycle bin, and use said binder for other practical purposes.
• The beginning of each session and discussion involves a "icebreaker" or "energizer". I am not an "icebreaker" person. However, I am given dirty looks (and actually got called out by a district manager) when I don't participate. I don't care...if the district cared about differentiated learning, then they would modify the session so that analytic learners have other opportunities to interact with their peers (damn, I'm good at this academic language game!) My logic is this: having fun the first 5 minutes of the session doesn't make the other 55 minutes any better. Give me the information, and let's get out of this session 5 minutes early. That will energize me better than a game. Plus, I know everyone here, and I already don't like half of these fools in here.
• You learn that district policies are a combination of arcane rules that are devoid of any logic or sense. This is true especially with nutrition guidelines. The nutrition policies of the school district serve two main purposes: to follow state rules, and to make the district money. To feed kids healthy, nutritious food that they won't get at home? Please. For example, children can only get one snack per day, and any extras are thrown away. I have an idea...if we have extra snack, could we give them to kids who are very hungry and haven't eaten all day? Nope, not within the snack guidelines. Okay...so what happens if I order snack and I don't get it? Call our supervisor. And, while I wait for the supervisor to show up, could I run to Safeway and buy the kids some granola bars or something? Nope, the caloric and sugar content in the granola might exceed the daily allowed level. Plus, we bought the snack, and we have to serve it.

I have come to the realization that "training" serves the purpose to simply sit down and meet. No rhyme or reason is needed; someone high up decided these administrators, in the middle of a busy before-school season, must sit down for 3 days in a stuffy gymnasium and talk about...nothing. If you watch the video and study that guy's face, you'll see the same one on my mug.

Summer of Miscontent

Summers mean one thing...uncertainty. For most instructors, the last day of the work contract means cleaning up, packing your classroom, and making final vacation plans. For me, it meant uncertainty whether I would have a job in the fall or not. You see, my position isn't protected by a union contract. In other words, I "serve at the pleasure of the principal". Sounds like I work in the West Wing or something. Shit, at least if I did, my paycheck would be much bigger.

Let me break it down for you...the principal is the ultimate decider on whether you stay or go. Teachers and support personnel really don't have this situation (there is a grievance process if a principal wants to remove a teacher or classified staff). However, I am the lucky (or unlucky?) one. I can (and definitely have) do a kick ass job, meet attendance goals, come in under budget, and create a positive learning environment. However, if you forget to say "good morning" to the principal, and they have the slightest problem with that, then you're gone. Small slights become huge issues, depending on the day. If the principal is having a good day, then everything's gravy, and I could do no wrong. However, if the principal is in a bad spell (or just spent all day in weekly principal meetings), your slight of not saying "hello" is presented as "has bad attitude towards school leadership" on your annual evaluation. It takes "at will employment" to a new level.

In my experience, if you want to keep your job, do a good job AND be a good kiss-ass. If you and your principal have a good working relationship and run a solid program, then you are covered. If you've been friends with your principal for years, then they've got your back, even if you fudge your attendance numbers and make questionable procurement decisions (cough...XBOX 360...cough...iPods...cough). Think of The Office, where Michael actually depends on Dwight, but Dwight has been taking petty cash and headin' to the strip joint when he should be on a sales call. But, since Dwight and Michael are good buddies, Michael will oversee the accounting discrepancies and actually make Dwight the Assistant Regional Manager. Screw Jim and his sales records.

My principal and I had different leadership styles. I learned my style from the military: lead from the front, put your people first, mission before self, excellence is an act. My principal had other thoughts: you do as I say, and we'll be cool, just as long as I stay in my office and bark orders. I led from the front; you'll see me in the hallways trying to stop fights, get stragglers to class, and help teachers out whenever need be. The principal stayed away, announcing her commands via the PA system as if she were the omnipotent leader she imagined herself to be. Listening to your people and taking advice eliminates problems and wards off dysfunction. My principal didn't have time for your advice, for she was the one in charge. Imagine your surprise when dysfunction showed up.

In any dysfunctional situation, the good leader looks for strengths in everyone and plays to those strengths. You lean on the people who work hard, work on the people who don't put in honest efforts, and take the best advice that helps everyone do their jobs better. Bad leaders choose sides, play favorites, and eliminate those who are perceived as threats.

So, I spent my summer break interviewing and wondering where my next paycheck was coming from. My summer vacation was full of uncertainty.