Few things have changed since the advent of the modern education system. At least that’s the common belief: Education needs reform. What has changed dramatically is that many teachers work in what’s being called an “exam factory” rather than truly offering students the benefits of their deep subject knowledge.
All schools should prepare young people for the 21st Century, not to pass examinations.
The only limits are the ones we impose on ourselves. This is the case for individuals and for organisations. So when we see top heavy organisations with strong attachment to the way things have always been done, we see an organisation that has set limitations for itself and its employees.
Is it really necessary for leaders to be inspirational? Is motivation an indicator of engagement? While some would argue that, yes, leaders need to inspire and that motivation leads to better engagement, there is another school of thought: The best engagement is a result of culture alignment, a sense of purpose, and the exercise of discipline.
Teaching is often considered a noble but thankless job. With reductions in resources and bigger class sizes, being a teacher has become even more challenging in recent years.
There is an undeniable connection between employee engagement and performance. This is evidenced by the culture-focused organisations that top the lists of best places to work, where employees often cite great leaders, excellent pay, and a challenging but rewarding environment.
We’re often asked how we measure progress and celebrate achievement in schools and academies working their way through the Sycol programme of BUILD, EMBED and SUSTAIN.
Maybe the tossing out of performance reviews is not the answer to the challenges associated with traditional annual feedback.
