End date:
2024-06-13
Place:
Bratislava
Participants:
· Jan Vermiřovský – Elementary School and Preschool in Ostrava
· Pavel Schneider – Elementary School and Preschool in Nunčice
· Lenka Špittová – Křešice Primary School and Kindergarten
· Veronika Urban Volfová – Prague Barrandov Primary School and Kindergarten
· Marek Adler – Be Open Primary School
· Zdeněk Šuster – Blatnice Primary School
· Hana Stýblová, Luboš Zajíc – AŘZŠ
· Miluše Trojanová – Dolní Břežany Preschool
· Pavel Schneider – Elementary School and Preschool in Nunčice
· Lenka Špittová – Křešice Primary School and Kindergarten
· Veronika Urban Volfová – Prague Barrandov Primary School and Kindergarten
· Marek Adler – Be Open Primary School
· Zdeněk Šuster – Blatnice Primary School
· Hana Stýblová, Luboš Zajíc – AŘZŠ
· Miluše Trojanová – Dolní Břežany Preschool
Facilitator:
PhDr. Václav Trojan, Ph.D., Director Academy
Number of meetings:
3
Circle Objective:
· Verify project materials – Leadership Academy Handbook
· Assemble a pilot group composed of Czech elementary school principals
· Review and verify support materials for facilitators of principal circles (Mastermind groups)
· Create a space for sharing and transferring experiences
· Recruit future facilitators for principal groups
· Hold meetings and practice the Mastermind Circle method
· Combine the facilitation method and the handbook created in project activity no. 1
· Focus activities on the important topic of change management in the educational process
· Assemble a pilot group composed of Czech elementary school principals
· Review and verify support materials for facilitators of principal circles (Mastermind groups)
· Create a space for sharing and transferring experiences
· Recruit future facilitators for principal groups
· Hold meetings and practice the Mastermind Circle method
· Combine the facilitation method and the handbook created in project activity no. 1
· Focus activities on the important topic of change management in the educational process
Description of topic:
The purpose of the first meeting was to introduce the participants and get the whole working group in tune, familiarize them with the principles of the method used, work with the circle, and verify and understand the topic of change management. The LEADERSHIP ACADEMY project seeks to combine various methods that ensure effective school management in the current turbulent times. The activities are designed to help school leaders work with a high degree of pedagogical autonomy and on the path to digital transformation. The project is aimed at supporting and assisting primary school principals regardless of the length of their tenure. The main benefits of the project are the heterogeneity of the participants, mutual sharing and transfer of experience anchored in theoretical definitions.
In the second and third meetings, the topic of change management was explored through the specific experiences of the participants, reflecting on their experiences and insights and proposing generally applicable solutions.
The circle consists of six members and is led by a facilitator. The pilot circle of principals will take place during 2024 in the form of three facilitated meetings. Their content will be to go through the first chapter of the handbook and, with the help of the facilitator, reflect on this knowledge in practice, thus learning and developing specific solutions in the given topics together with each of the participants.
In the second and third meetings, the topic of change management was explored through the specific experiences of the participants, reflecting on their experiences and insights and proposing generally applicable solutions.
The circle consists of six members and is led by a facilitator. The pilot circle of principals will take place during 2024 in the form of three facilitated meetings. Their content will be to go through the first chapter of the handbook and, with the help of the facilitator, reflect on this knowledge in practice, thus learning and developing specific solutions in the given topics together with each of the participants.
Key points of discussion:
Participants discussed at length the specific changes they are currently managing or planning to manage. Together, they identified factors contributing to negative employee behavior and sought causes and possible solutions. The main causes of employee resistance to change were identified as follows:
· lack of understanding of the significance of change
· lack of confidence in one's own abilities or in the abilities of the school management
· poor communication
· fear of change
· concern about future job placement.
As part of the project, a handbook was created for school principals and other school leaders at the Leadership Academy with the aim of supporting new school leaders and supplementing the development of experienced principals in the area of people management and the changes we are experiencing in society today. However, simply reading the handbook is not enough. Our goal is to facilitate joint discussion, reflection, and sharing of good experiences and ideas on four key topics. Therefore, the second step after creating the handbook is to test the so-called Circle of Principals.
· lack of understanding of the significance of change
· lack of confidence in one's own abilities or in the abilities of the school management
· poor communication
· fear of change
· concern about future job placement.
As part of the project, a handbook was created for school principals and other school leaders at the Leadership Academy with the aim of supporting new school leaders and supplementing the development of experienced principals in the area of people management and the changes we are experiencing in society today. However, simply reading the handbook is not enough. Our goal is to facilitate joint discussion, reflection, and sharing of good experiences and ideas on four key topics. Therefore, the second step after creating the handbook is to test the so-called Circle of Principals.
Conclusions and recommendations:
1. We recommend careful preparation of the group facilitator
2. It is essential to build a safe and open environment for all participants
3. Careful selection of topics
4. Advance preparation, forms, and topics should not be underestimated. Participants must know the content of the sub-meeting in advance so that they can think about the topic they will bring to the meeting.
5. Adherence to the meeting schedule – the method is carefully designed and tested, and each part, especially its length, is necessary to maintain the dynamics of the entire meeting.
2. It is essential to build a safe and open environment for all participants
3. Careful selection of topics
4. Advance preparation, forms, and topics should not be underestimated. Participants must know the content of the sub-meeting in advance so that they can think about the topic they will bring to the meeting.
5. Adherence to the meeting schedule – the method is carefully designed and tested, and each part, especially its length, is necessary to maintain the dynamics of the entire meeting.
Proposed solutions:
The method can be used for all groups of directors, from newcomers to experienced ones. We recommend working carefully with future facilitators in the area of motivation and explaining how to work with this specific method.
Threats/risks identified:
The basic risk of the method is the initial apprehension of participants due to the disclosure of sensitive information to strangers. We recommend including icebreaker activities and emphasizing a safe environment for all participants. Another risk is failure to adhere to the schedule, as the method requires precise division of the individual parts of the mastermind circles.