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2. They ask their biggest critics for feedback.

Change agents in education are surrounded by a supportive group of people that can and will give them honest feedback. No one feels scared or defensive in the exchange of feedback, because the educator has been intentional in creating a trusting environment where constructive criticism is welcome.

3. They fail fast and fail forward.

They know that failure is an imperative part of the creative process. Innovative educators are brave enough to try new ideas in and outside of the classroom.

4. They are passionately curious.

They are constantly learning. This is also why they are idea blenders, because their curiosity leads them into a new web-design class or a subscription to an entrepreneurship online magazine.

5. They believe in their students.

2. Have an open mind

You may not have all parents excited about the changes that are happening in school, but they are out there.  You have to find them which leads into the next point.

3.  Tap into parent leadership

One thing that we have to realize is that parents are more likely to listen to other parents.

What is imperative is that we connect with parents that have a voice with others and get their feedback on new initiatives.

4. Focus on open communication

5.  Create learning opportunities

Train managers how to give feedback.

Managers need to learn how to have candid conversations with their employees about their performance and potential.

Provide development for ALL employees.

Without trust, employees won’t level with you—at best, you’ll learn either non-truths or part truths.

The best way to start building trust to take the time and meet as many individual contributors as you can as soon as you can.

Many leaders see their role as directing and giving information, rather than gathering.  There is pressure to “come up with the answer” quickly or risk looking weak.  Too many new leaders believe they’re expected to know the answer without input or guidance. Nothing could be further from the truth.

Doing this correctly takes time—but less than you might think.

Later on my first day at Intralinks, I began arranging meetings with individual contributors. That’s where my learning really began. Over the next few weeks I met with over 60 individual contributors. Not only did I learn a lot, but I convinced them that I cared what they thought and could be trusted with the truth.

Instead of just laying this out in an all-hands meeting, I began laying out the plan in one-on-one meetings in which I talked about how each individual’s feedback had helped guide my thinking.

None of this could have happened without building the trust of the team. New leaders must remember that many of the best insights on how to fix a company lie with employees further down the org chart. Creating a trusting, honest dialogue with these key personnel should be every new leader’s top priority.

2. Manager

School leadership is much more than management, but it is still an important part of it.

3. Counselor

But I have learned the importance of giving my attention to someone in need, providing them feedback, and helping them find solutions.

4. On Duty

5. Chief Communicator

Here are a few ways I try to keep communication clear: a. Be present and visible. b. Follow up meetings with email summaries. c. Email parents and teachers in group emails with school updates. d. When someone is upset, call or see in person if possible. e. Send photos and updates to your local media outlets. f. Create a school newsletter so great events are published to a wider audience.

6. Servant-Leader

7. Team Player

principal must remember he is not working alone. You are surrounded by teachers, students, or staff members who are talented, intelligent and creative.