Pupil Referral Units have been described as the “Cinderella service” and it is sometimes the case that they are at risk of being cut off from information networks that support innovation and development. Part 1: Our journey as a high school in building a culture of high-performance.
If you survey your staff (or even a sample) and discover they are dissatisfied, take note of the underlying reasons and address.
In any service or school, the productivity/output and level of performance is tied very closely to the culture. Where there is a stifling culture, performance is often mediocre. By contrast, where there is a culture of innovation and modern leadership there tend to be high-performing teams that value consistent growth and learning.
We started our SYCOL journey with Ioan and the SYCOL team towards the end of the 2014/15 with a whole staff meeting, which Ioan facilitated.
There’s no question, if you are a leader in any sector, to survive and thrive means developing a coherent strategy.
Part 2: The ‘Sycol Lead Team’ has now been created; a mixture of senior staff, our headteacher and a couple of younger staff - passionate about being involved[:cy]Part 1: Our journey as a high school in building a culture of high-performance
As workplace culture continues to shift, leaders and managers find themselves needing to take a new, modern approach to attract and retain younger staff. Millennials don’t thrive in or even tolerate the old command-and-control structures.
Can schools, as traditionally top-down, command-and-control organisations, work with flat structures?
