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.