Tag Archives: leadership

‘True Student and Teacher Agency’ – Podcast

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A huge thank you to Dean Shareski, who interviewed me for ‘The Canadian – Ed Leadership Show’.

Here is the description and contents time stamps:

Principal Dave Truss of Inquiry Hub and Coquitlam Open Learning as he discusses revolutionary approaches in education, student agency, and personalized, student-centered learning environments. Gain insights into the challenges and triumphs of running innovative educational models that support self-directed, passionate learners. Explore the impact of technology and AI in modern classrooms, and learn about fostering both student and teacher autonomy for effective teaching. Hear personal reflections on the importance of mentors, lifelong learning habits, and discover local hiking treasures like Bunsen Lake.

00:00 The Drum Set Decision
00:59 Defining the Ideal School
01:40 Introducing Principal Dave Truss
03:01 A Day in the Life of Principal Truss
03:47 The Birth of Inquiry Hub
05:10 Student Projects and Independent Studies
06:14 Collaborative Learning and Student Agency
09:09 Challenges and Opportunities in Alternative Education
17:55 Teacher Autonomy and Professional Development
21:20 The Evolution of Innovation and Technology in Education
29:00 Reflecting on Teaching Challenges
29:10 Embracing Technology in Education
30:18 Student Presentation Skills
31:15 The Role of AI in Learning
32:14 Teacher Comfort Zones
33:29 Leadership and Technology Integration
39:31 Balancing Leadership and Management
44:51 Personal Reflections and Advice
47:03 Hobbies and Interests
51:28 Hidden Gems in Coquitlam

Here is Dean’s LinkedIn post description:

I’m very excited to share this episode with my long time friend and colleague Dave Truss. Dave is the principal at the Inquiry Hub and Online Learning schools in School District No. 43 (Coquitlam) What he and his team have created is pretty special. Shout outs to Dave Sands and Stephen Whiffin who he credits for mentoring and leading this work as well.

Full episodes here:
🔵Apple
🟢Spotify
🔴Youtube

Thanks for the conversation, Dean. 🙏

(Excerpt video clip on fostering agency, on LinkedIn.) 

Put your own oxygen mask on first

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Arianna Huffington is 74 years old and she just recently started a new AI business. She started the Huffington Post at age 55 and sold it 6 years later for 315 million dollars. In this The Diary of a CEO podcast interview with Steven Bartlett she shares this gem of a story.

The moral of the story is simple: Leaders need to take care of themselves, and get enough sleep, in order to be at their best. She says, “All the science now makes it very clear that when we are depleted we are going to make bad decisions.”

Then quoting Jeff Bezos, “I sleep 8 hours a night… I’m judged by the quality of my decisions, not the quantity of my decisions.”

As the new school year begins, take this as a reminder to take care of yourself first, if you really want to take care of your staff and students. It’s not good enough to only exercise, and eat well, and get enough sleep when you are not busy. You owe it to yourself, those you serve, and your job, to treat yourself well. It’s not selfish to put on your oxygen mask first, it’s how you get enough air to take care of others.

Build good habits and take the time to care for yourself first, when you are busiest, and it will become very easy to do so all the time. You will benefit as a person, as a friend, as a partner, as a parent, as an employee, and as a leader. It starts with you taking care of you.

Positively Subversive Leadership

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A colleague in my district was recently complaining that when she went to her staff to see what their needs were, they said they needed new desks. These are an equipment update that:

  1. Will require a fair percentage of the school’s expendable budget.
  2. Won’t help the school progress or move forward with their practice.

As such, my colleague was disappointed that this is what she’d be spending so much of her budget on.

I suggested that she only purchase tables for two students and not individual desks. This meets the need of replacing old desks but invites, if not almost forces, a different way of running a classroom. Students must be in pairs or fours, the tables fold to get out of the way, and they are usually on wheels which invites them being moved regularly.

Instead of randomly replacing desks in different classrooms, she could put all the new desks in one classroom, and distribute the still good desks in that room to where they are needed. Who gets the new double desks? The teacher that wants to have them. If there is more than one, she can have discussions about how the teachers will use them to help her decide.

Transitioning to 2-student tables provides so many opportunities for collaboration, and a teacher excited about using them will change their practice even if they already grouped students together often. This takes a school need and turns it into an opportunity. If someone else is asking for those same tables and the budget isn’t there for them, that invites a conversation about how single desks can be used together to achieve the same goals.

It’s not fun having to use a lot of your budget to replace old items, but this can provide a chance to upgrade in a way that invites a different approach. This is a way to take an expense and turn it into an opportunity.

Scope and sequence

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As a principal of two very different schools, I juggle a lot of timelines and deadlines that are different for each school. My ‘regular’ school isn’t so regular, being very small and having year-long courses unlike the rest of the district high schools that have 2 semesters. My online school has thousands of part-time students, and 3 different funding periods compared to just one for all the other schools in the district. For that school, I have over 30 teachers in the 8 other high schools that have to meet different funding criteria for me compared to what they have to do for courses they teach in the high school… Everywhere I turn, I have timelines, expectations, and differentiated learning opportunities that are not the same in other schools.

As I approach retirement in the next few years, I realize that my position would be somewhat overwhelming to come into. This is true mostly around understanding the timing of everything needed to be done. The reality is that there are many people I know that could step into my job and do great things… but they would also feel like the first year was only about managing all the pieces and not about actually leading.

So, I’m starting the year with a focus on scope and sequence. It’s time for me to track all the timelines that for me are on autopilot, and I just get done. I’m going to lay out a year long plan for items and procedures that I normally just do, with a specific focus on the things that are not part of the usual processes that happen in other schools.

I enjoy the environments I’ve worked in with these two schools. There is a lot of opportunity for out-of-the-box thinking. With that comes some diverse needs and skills that really fit outside of ‘normal’. A detailed scope and sequence will help make the transition into this role much smoother than it would be without one.

Year End Headspace

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I can’t escape it. The end of the school year always fills me with melancholy. I don’t mean melancholy defined as ‘sadness and depression’ but rather ‘pensive reflection or contemplation’. Whether I consider the year good or bad, great or average, it doesn’t matter, I still feel I should have done more. I measure not so much my success but rather I face the loss of opportunity to have accomplished even greater things: Better connections to students and teachers; more engagement with the learning in classrooms; better work/life balance; and even more time out of my office.

It was a good year. It was made especially good because last year was such a challenge with my health among other things that were emotionally draining. And despite it being a really good year this year in comparison to the last, the melancholy fills me. I contemplate what else I could have done. I don’t allow myself the satisfaction of the year being positive, and the year ends not in celebration but in contemplation.

So, I’ll wallow in this feeling for a while. I’ll consider the ‘could have beens’ and the ‘should have beens’, and I’ll sit with the lost opportunities for a bit, as I do my year-end cleanup. Then in the coming weeks I’ll be able to look back with a clearer mind, and more positive perspective on the school year that was. But that appreciation can’t seem to arrive until I’ve gone through this contemplative headspace. It’s a year end process that I seem to require myself to go through, and today is the day it has decided to hit me.

Team support

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When things are going well, it’s easy to compliment a team. Success and smooth sailing can make a team look good. Everyone is doing the role they should, and ‘results speak for themselves’. But what happens to that team when there is a crisis? How do they react then?

When things go wrong, when challenges arise, what does team support look like then? Does the team start to point fingers and blame others? Do they rally with or against each other? Do they seek advice from their colleagues or do they spew orders, demands, and/or expectations?

If you want to know how good a team is, watch them when things are tough. See how they support one another. Pay attention to how they deal not just with the problem but with each other.

Any team can handle success well, but it takes a very special team to deal with challenging situations in a good way.

On Being Invisible

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At our school, when we run a special event the students are in charge of the sound system. My line to them is that their job is to: ‘Be invisible’. The best job they can do is not to be noticed. We notice the sound crew when we hear microphone feedback, or static, or music starts too early, too late, or too loudly. Or someone speaks but the mic is off or too quiet. If none of these hiccups happen, the sound team are not ever in the limelight… and they have done an excellent job.

At a dinner meeting last night a colleague reminded me of a different kind of invisible, and that’s being invisible until it’s important to be seen. The metaphor he used was a referee. A referee should be invisible or not a factor in the game, doing his or her job, making the right calls, and not disrupting the flow of the game. However, there are also times when refs need to be the center of attention. They need to stop the game and make the big call. At this point they are crucial, and the wrong call can be devastating for a team.

They can spend most of the game being somewhat invisible, and going relatively unnoticed, and then suddenly they are front and center, making a key call that could pivot the outcome of the game significantly. A lot of jobs are more like the referee than the sound tech, as long as the person in the job is focussed on wanting to be invisible.

A good teacher or school counsellor can invisibly be doing a fantastic job, handling behavioural or social issues that never reach the office to be dealt with by a principal. These staff members may not get a lot of attention but they are quietly doing an excellent job… and when they ask for help or escalate a situation, the leader knows to step in and support them. Rather than explain the opposite, just know that sometimes situations demand more attention regardless of how good a teacher or school counsellor is, and other times the attention is required because the ‘referee’ is making less than ideal calls.

The point being, it’s ideal in many positions to be invisible, to take care of issues in the background, unseen. But there are also times to make the tough calls and to be in front of the issues and addressing them head on. The magic is in staying invisible most of the time and knowing when to reveal yourself.

Empowering students

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There is an element of control that needs to be given up by teachers if they are truly empowering students. There has to be a willingness to accept a potential outcome that is less than ideal… An understanding that students won’t always hit the high standard you expect.

This isn’t about lowering standards or expectations, in fact, if you are empowering students you need to make your high expectations clear. Rather, this is the realization that students bite off more than they can chew (or rather can do), and then they end up scrambling to do less and still produce a good product or presentation. It’s an acceptance that a student’s vision doesn’t match yours but their outcome is still good, or (and this is the tough part for teachers) good enough. It’s about mistakes being honoured as learning opportunities rather than as something to penalize.

Empowering students doesn’t happen with outcomes that are exactlywhat the teacher envisioned and expected. Outcomes will vary. Results will be less predictable. But the learning will be rich, authentic, and far more meaningful and memorable for the students… As long as they feel empowered, and are given the space to have autonomy, lead, and learn in ways that they choose.

And while that won’t always end with results that the teacher envisioned or expected, it will always end with learners feeling like they owned their own learning. Shouldn’t that be the essence of a great learning experience?

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Related: Teacher as Compass

The Playmaker

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I watched a high school basketball game tonight. It was a blowout, ending with a score around 51-98. One kid on the winning team was a real highlight reel, with dunks, blocks, steals, 3-pointers, and despite being the biggest guy on the court, he’d bring the ball up the court sometimes, and even play the point guard position.

But of all the things he did, the highlight for me was when he’d penetrate the defence then find the open man and dish it to him for the easy basket. It wasn’t the dunks and blocks, it was being the playmaker and making sweet passes.

Teams need the clutch player that you can count on to score points, but when that clutch player is also a playmaker who makes his team play well, and who isn’t selfish, that’s a really great player. Then he’d be on the bench and he’d cheer like he’s the number one fan of the team.

In life, that’s the player to be.

This is just Canadian high school basketball, and while this kid will probably play university basketball, he’s probably not NBA material… but I’ll tell you one thing, whatever he does in life, I’d want him on my team.

Remembering No Office Day

I forgot all about this until a Facebook Memory came up a few days ago.

“My ‘No Office Day’ Post , (December 11th, 2010) was inspired by a busy schedule whereby I promised my staff I’d see more of them and then promptly got stuck in an almost all-day meeting. The following day, I didn’t bring my laptop to school and spent the entire day in classrooms. I chronicled my day by taking some photos on my phone and uploading them to twitter with the hashtag #noofficeday.”

That quote was taken from my ‘International No Office Day’ post, at the end of August 2011. I feel like I wrote these blog posts a full lifetime ago. It’s kind of neat that this one No Office Day that I had in Dalian, China became an international event. It was fun to read blog posts, news clips, and even watch YouTube videos about other principals spending the full day in classrooms and not their office.

I just dug this up with a Google search. Beyond the Open-Door Policy, and I chuckle at the reporting which stated I had only done ‘scheduled walkthroughs’ for nearly a month. I tried to visit every classroom every day, and said that visit could be a simple walkthrough, but I didn’t have a formal schedule. I also remember this day getting a bit of criticism too, but I don’t remember the specifics.

Still the experience I shared was a wonderful event, and I love looking back at the pictures I took in classrooms. The fact that it became an event and was shared by many others makes me smile. I think some day early next year I might hold another one of these days. I might only do a morning because my one school is so small, I can hit all 4 grades in 4 blocks… and my online school doesn’t have classes I can join.

It will be fun to revive this day and spend a bit more time in classes with kids.