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The Governance Corner

A forum for discussing issues in Independent School governance in the third decade of the 21st Century

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 University Prep: Not what you know, but where you go

10/26/2013

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A number of years ago I was working with the Board and Leadership Team of a highly successful independent school on issues surrounding school sustainability. In our discussions, it came out that, on average, over the previous five years, around 33% of their graduates had either dropped out of university, or had changed their majors within the first two years after leaving the school. For a school that proclaimed in its marketing (as most do) to be a university preparatory school, these were highly sobering statistics to say the least! Upon further investigation however, it became clear that the issue was not primarily an academic one and, in fact, the vast majority of their grads were indeed well-prepared for university. The problem was that they were going to the wrong ones. This was a school with a highly collaborative, student-centred learning culture. There were learning teams, study groups, and a strong and caring faculty who went out of their way to ensure that students mastered the materials and produced high quality work. Their reward for this effort was seeing graduates accepted into "the universities of their choice" with a high percentage going off to top tier, highly academic schools where many of them bombed out. The problem was not the learning culture that they were leaving, but rather the academic culture that they entering. 

Malcolm Gladwell, in his new book, David and Goliath: Underdogs, Misfits and the art of battling Giants, describes what he calls his little fish/big pond observations. He noted that no matter what the entering SAT scores were of a particular university, the graduation rates in each programme were roughly the same. In other words if you were in the top third in Harvard's entering Math class (with an SAT score in Math of 753), you had about a 54% chance of graduating in your major. If you were in the bottom third (SAT 581) your chances dropped to 15%. However, if you went to Hartwick College, where the top third of entrants had SAT scores of 569 (12 points below the lowest third at Harvard) you still had a 55% chance of graduating successfully in Math. In other words by choosing Hartwick over Harvard you more than tripled your odds of graduating! Gladwell asserts that it is not the rigour of the programmes that are that much different, but rather it is the culture of the cohort with whom you enter. He states:

The more elite an educational institution is, the worse students feel about their own academic abilities. Students who would be at the top of their class at a good school can easily fall to the bottom of a really good school. Students who would feel that they have mastered a subject at a good school can have the feeling that they are falling farther and farther behind at  really good school. And that feeling - as subjective and ridiculous  and irrational as it may be - matters. How you feel about your abilities - your academic "self-concept" - in the context of your classroom shapes your willingness to tackle challenges and finish difficult tasks. It is  crucial element in your motivation and confidence.

Gladwell goes on to note that the post-graduate career prospects and tracks are basically no different among different ranks of universities and in fact those students who graduate from "second tier" schools are far more likely to publish and be seen as leaders in their fields.

So, back to the original discussion about university placement versus university performance. It would appear that if secondary schools put too great an emphasis (both with their students and in their marketing) on promoting acceptance into top tier, big name universities, then they may actually be doing their graduates a disservice. A more effective university placement strategy would be to research to find out at which universities your students have the most success. Which colleges and programmes are the best "fit" for students coming out of your learning environment. It may not made for the flashiest marketing, but it will be a much more accurate predictor of success and, in the end, be the best possible outcome for your students.


So the next time an independent school admissions person or Head tells you that "95% of our students get into the university of their first choice", ask them the obvious question: "How did they do once they got there?" Those are the numbers that you really want to hear.

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Riding the elephant: The Discipline of Change

10/21/2013

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It's not about what we want to do, it's all about why we want to do it. That's a powerful message, and one that I, along with other Heads and their Boards, sometimes forget when we get caught up in our latest project or initiative. A number of us were reminded of this fact on Saturday as we listened to a seemingly disparate group of speakers who, in their combination, gave us a not so gentle reminder of how real, lasting change takes place. Simon Whitfield, Canadian triathlete and two-time Olympic medalist (Gold in Sydney; Silver in Beijing), told us that for him, focusing on outcomes was not enough. Without a dream, and the passionate pursuit of it, you would not be able to dig down to find that final drive to the finish. He was followed by Ken Steele (Academica.ca), armed with more  data than Stats Canada (probably more dependable these days too!), who shared his view of the digital future and how it was already transforming the post-secondary environment. We saw virtual universities, flipped lecture halls, and the trends in rising education costs that were going to force a wholesale rethinking of the traditional teaching and learning model before we have all priced ourselves out of the market. The capstone on this trifecta was an interactive session with Andy Hargreaves via Skype from London, England. As always, he entertained and captivated the audience with his insights on the nature of improvement versus innovation. After Ken Steele's clear message that education was changing and that we better hurry up and change with it, Andy asked us to put the brakes on - not to stop change, but to engage it - to innovate in a disciplined way. And that, is where Heads and Boards come in. 

Most schools are characterized by lighthouses of innovation. One teacher emerges with a new and innovative approach to teaching and learning and her or his ideas ripple out from their classroom slowly dissipating and losing energy the farther down the hall they travel. These lighthouse programmes are great for marketing, but they don't represent disciplined change. Typically, this level of change is not transferable or sustainable and only lasts as long as the teacher driving it is at the school. In actual fact, in this way schools are quite different from business and industry. You see, we don't expect change to come from the bottom, no matter how we admire individually innovative teachers, change in schools is not a "grassroots" movement. We need to have it "imposed" from the top. Over the years, I have led reviews of most of the major independent schools in Canada. The ones that really sparkled, not from a few shiny baubles of programmes and facilities, but from the existence of a dynamic culture of teaching and learning, were a reflection of a driving vision from the leadership of the school. While reflecting on this process, I happened to read an exchange between authors Bill Eggers and Chip Heath about the topic of organizational change as part of a discussion moderated by Deloitte Research. Now they were talking primarily about government, but I think that we can see the implications for schools. They described the change process as a contest between the rational and the emotional. The rational mind sees the need for change but the emotional side is fearful and wants to keep things as they are. They compared this contest as the equivalent of a human (rational) riding on the back of the emotional (elephant). It wasn't impossible to change the pachyderm's direction, but it wasn't easy either. School culture is a bit like an elephant. Teachers, parents, and often even students are generally resistant to change. School leaders have a choice, they can let the elephant wander where it wants or they can try to change its course. 

Andy Hargreaves made a great case for innovating in a disciplined way but before he did, he said something that brought me back full circle to Simon Whitfield. He said that the leadership in high performing organizations did not improve or innovate in a vacuum. The first step was to inspire the members of the school community to something beyond what they currently think is possible. The key was having a dream that everyone could embrace and aspire to. After that, change was inevitable. This dream, or vision, or whatever you want to call it, is the critical first step to getting the elephant on the same path as you. No matter how much you plan, or cleverly present, or articulate the changes you want to make, unless your school shares the dream with you, the road ahead will be difficult and often lonely.

Exciting change starts with an inspirational dream. As Hargreaves quipped: "Martin Luther King didn't stand up on the steps of the Lincoln Memorial and say to the crowd - 'I have a Strategic Plan'!"

Share the dream, plan together, innovate. Don't get too far ahead of your school - that is the discipline of change.

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Managing Risk: Ten Years After

10/17/2013

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A family’s world, and a school's culture, can change in an instant. Ten years ago last February, seven students were killed in an avalanche while backcountry skiing near Rogers Pass. The students were from Strathcona-Tweedsmuir School (STS) just south of Calgary. Strathcona-Tweedsmuir had been running these ski-trips for almost two decades without incident and, although this history gave the school a wealth of experience for organizing and running such adventures, it also laid the groundwork for potential tragedy.

In the months following this heart-breaking experience, the school enlisted outside help to analyze what could be done to avoid this kind of situation in the future. The final report, authored by Ross Cloutier looked at such issues as the level of risk management; governance and decision-making; planning and communication; and the general culture of the school within which such trips were part of the “tradition” and “expectation” of students in some of the more senior classes.

Perhaps the most telling comment, and one that has resonated with so many other schools over the years, was around the issue of informed consent. One of the questions that arose was the extent to which parents truly understood the nature of the risks involved. The report saw this as a mutual responsibility.

A school and/or its teachers should not be placed in the position where they are making decisions about what level of risk is acceptable to a family. Parents have the responsibility to make these decisions, but in order to do so they need access to a significant amount of program- and activity-related information. The parents also need to be diligent in carrying out their responsibility in this regard.

In this particular case, a great deal of information went home about the logistics of the trip and descriptions of the activities. However, the past practice of having parent information evenings had disappeared a few years earlier, sparked by the decreasing numbers of parents who attended and the general assumption that, after “all these years”, everyone knew about the nature of the experience and the potential risks involved.

In all of our schools we constantly run into the danger of a similar kind of complacency on the part of both staff and parents. As certain activities become “annual” and then become “a tradition”, there is always the tendency for a school to communicate less and less and for parents to rely primarily on conversations with other families to get their information and reassurances.

As Cloutier noted:

During interviews with parents it became clear that many parents had not closely read the information provided them by the outdoor education program. Although numerous parents are under the impression that they signed a “waiver form” rather than a “consent form,” the general impression is that all parents trust [the school], and most parents would sign almost any form required by [the school] without a great deal of scrutiny. In numerous cases, parents signed these forms without reading them.

In the original it refers to “STS” rather than “the school” but I have changed it to emphasize the broad implication for all of our schools. Parents trust us. If the school sends home something to be signed, they sign it and send it back. That puts an extra level of responsibility on our shoulders to ensure not just that we inform parents clearly, but also that we make every effort to ensure that they read and understand what we are telling them. 

At my school we are often asking for parental consent to take a field trip, or increase service or bring in outside supports. It is always our responsibility to make certain that that consent is given in a “fully informed” fashion. As long as we keep those lines of communication wide open, and constantly check for understanding and concurrence, we have the best chance of working in partnership for the best interests of our students.

I spent a lot of time at STS during the period of this tragedy and the years of healing that followed and I have nothing but respect and admiration for the staff, administration and Board of the school and the ownership, responsibility and dedication that they demonstrated in moving forward afterward. This was an extreme and almost unimaginable tragedy. But the lessons learned are not confined simply to high risk or unusual ventures. They should provide guidance for all of our dealings with parents every day.

Boards and Senior Administrators have learned a lot about risk management over the past decade. Policies are more proscriptive, procedures are tighter and faculty and staff more aware of their responsibilities. Having said that, as Ross Cloutier noted in 2003 the real danger is for a school to become complacent, for corners to be cut, or procedures to loosen with a turnover of Head or faculty. Consequently it is essential that Boards continue to ask the questions that keep the issue front and centre. A family’s world can change in an instant; and, so can a school’s. It is a lesson that no-one wants to learn over.


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The Activist Board: Forging a new relationship

10/15/2013

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When I first became a Superintendent, my outgoing counterpart said to me. "Remember, the Board is never wrong. If they make a poor decision it is because you have not done a good enough job of outlining the options and the consequences." That was almost twenty-five years ago, and it still sticks with me. Heads, like Superintendents, and their Boards have a mutually dependent and supportive relationship. The active engagement of both sides is critical to the development of the school. In spite of that, almost any guide to Board governance that you read will include some sort of Venn diagram, or pie chart, or diagonally split grid that purports to illustrate the division of responsibilities between Board and Head. They will traditionally be labelled - Board responsibility, Head responsibility, and Shared Responsibility with a shopping list of items under each one. But in fact, the number of schools that actually operate according to this diagram could probably be counted on one hand. These charts don't represent how independent schools work, nor should they. 

A healthy school needs to have both an open and proactive Head and an inquisitive and activist Board. The two solitudes approach of "this is my territory and that's yours" is definitely a recipe for eventual disaster. Now that is not to say that Boards should be involved in the day to day minutiae of operations, but they should be provided with any and all information that they require to effectively exercise their oversight function. I first cut my teeth working with Boards in the public system in Ontario. Long before KPIs became fashionable (or the term had even been coined), those Boards took meticulous efforts to carefully examine each financial decision made, or assess each programme introduced. They questioned staffing decisions (positions, not personnel) and were acutely aware of all aspects of risk management. They were not interested in running operations and making decisions, but they saw their jobs as ensuring that after we administrators had taken some action, spent some money, or created some new position, that we were able to explain the rationale clearly, answer any and all questions, and give detailed reference materials (external research, performance statistics, prevailing trends. etc.) to support our actions. An inability to do so would be a negative assessment of our own leadership and administrative abilities regardless of the inherent value of what had been done.
This is not a case of a Board micromanaging, but rather of it flexing its fiduciary muscles and ensuring the accountability of both the Head to the Board, and the Board to its stakeholders.

Activist Boards are more than just Strategic (although they are that!), they are demanding (within reason) and responsible. Boards that are passive, and that follow a narrowly constructed definition of their own areas of interest eventually create complacency (or even arrogance) in the attitude and approach of even the most dedicated and talented Head, creating a situation which eventually can lead to major misunderstandings and an unpleasant parting of the ways. Not surprisingly, looking back over the history of many failed independent schools, you can usually identify a dysfunctional partnership between Board and Head.

Interestingly perhaps, the Boards that are the most vulnerable to moving from activist to passive are those with excellent Heads. The Board gets used to depending on the leadership and management strength of the Head and ceases to pay close attention. If that Head falters, or moves on and is succeeded by someone less capable, the school is ripe for a major - perhaps fatal - breakdown. The fault for this lies on both sides of the equation, but ultimately, it is the whole school community that pays the price.


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Sustainable Leadership: Assessment and Support

10/7/2013

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The first six months of a Head's tenure are usually pretty easy for the Board. Unless they have done a disastrous job of hiring (see last post) then they, the school, and the Head should enjoy a reasonable honeymoon period. Problems arise however, when the Board mistakes the bliss of the honeymoon for the day to day reality of marriage!
To keep the relationship firmly rooted in reality, it is critically important for the Board to immediately make certain that they have two critical components of sustainable leadership in place: a Head's Support Committee; and, a formal evaluation process. If they do not already exist (and in a surprising number of schools, they don't!), the first six months is the time to create them - before any issues arise. 
Let's start with the second component - performance evaluation. Most educators are great at assessing others, but a bit resistant to being graded themselves. In actual fact, a well-conceived, professionally handled, and consistently implemented evaluation process is the best defence that a Head has against capricious criticisms and untimely dismissal. It has been my experience, that Heads are seldom let go based upon a poor evaluation result, but rather because some specific issue gets hung around their neck and no matter how well they and the school are doing otherwise, they end up being judged solely by this one measure. 
The Head has little control over this happening. However, the Chair does. It is her or his responsibility to keep the Board on track and to ensure that due process is followed and that the Head is treated fairly and honourably.
There are lots of models for Head evaluation. Some just involve surveying the Board and direct reports (Assistant Head, Divisional leaders, Finance Officer, etc.) about performance and personal attributes; some use selected samples of staff or parents as well; and still others rely on a small "fact-finding" committee to interview the Head, follow up with other constituents as appropriate, and report back to the Board. In all cases, the Head should be encouraged to self-reflect; to outline her/his goals for the past year and how they have been achieved; to reiterate  the Board's goals for the year and how the Head has supported them; and, to put forward the challenges and initiatives that she or he sees for the coming year.


Assessments should be annual (too much baggage can build up over time). They should be neutral (no loaded or leading questions). And, they should be confidential. This last point can sometimes be a stickler. I have seen committees who have felt that all input should be kept confidential from everyone - including the Head. This, they feel, guarantees candour. Unfortunately, all too often, it only guarantees that people can put forward their own agendas anonymously without fear of having their views contradicted.


The Committee's findings should be confidential from everyone except the Head. The Board should receive a summary report with recommendations. However, unless the report identifies a monumental concern that must be immediately addressed, the details should remain generalized. Should the committee find possible grounds for termination, then a whole new "under review" process should be initiated under the direction of a different group of trustees led by the Chair.


One way to prevent matters from getting to this point is for the Board to establish a Head's support committee. In normal times, this committee should meet regularly with the Head to hear her or his personal concerns, measure their level of stress, ensure that he or she is getting professional development, and, annually take the lead in discussions about salary and benefits. This is the group that has a "personal" relationship with the Head and so if, or when, a problem arises it can addressed here first in a safe and secure environment. Sometimes the Chair alone tries to be the support committee. This is not a good idea. It can isolate the two of them from the rest of the Board and leave the Head with only one advocate around the table when the going gets tough.


Being the Head of an independent school is a difficult job. You have to lead a complex organization; manage dozens of employees; service hundreds of clients; and keep the whole thing financially solvent. The Board of Governors has one single employee, the Head. If Boards want their schools and leadership to be sustainable over time - they have to work for it, not just keep their fingers crossed and hope for the best.


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    Author

    Dr. Jim Christopher
    has been working with Boards and Heads on Governance issues for the past 15 years. He is a former Superintendent of Schools, ED of the Canadian Association of Independent Schools and Canadian Educational Standards Institute and is the author of a number of books and articles of education and governance. His latest book, Beyond the Manual: A Realist's Guide to Independent School Governance is available on iTunes or at https://www.smashwords.com/books/view/388729

    View my profile on LinkedIn
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