Colleagues,

MVP: Putting people first fulfills both or own and their needs and leads to intrinsic motivation.
 
Extrinsic motivation comes from the outside, while intrinsic motivation comes from the inside. 
 
Intrinsic motivation is much more powerful and enduring than extrinsic motivation.
 
Unfortunately, we live in a world that is continually using extrinsic motivation to manipulate our behavior.
 
One powerful way to increase intrinsic motivation, for us and for others, is to focus on people over purpose. When we focus on supporting and growing people, it satisfies our deepest human needs to connect and feel needed. When we focus on supporting and growing people, we help them improve their knowledge, skills, dispositions, and health, each of which increases self-worth and an internal sense of validation and accomplishment.
 
If you’d like to hear more about extrinsic and intrinsic motivation, tune in to today’s episode of The Assistant Principal Podcast with Mike Anderson. Our show page is here.
 
Today’s intention: Think about your motivations for helping people grow. Is it for your ends, or for theirs?
 
Cheers!

Frederick

Colleagues,

MVP: Just because I like to do something doesn’t mean I should be doing it!
 
Pam and I have been getting ready for a 260-mile hike we are going to do in June. The Pennine Way is Britain’s oldest long distance hiking trail and has been on my bucket list since 1986!
 
We are preparing by increasing the frequency, distance, and intensity of our hikes. Two weeks ago, we decided to do three long hikes on back-to-back-to-back days.
 
I like to take ownership of getting our equipment and food ready and for planning out our hiking routes, so I did all three of those things for our little trifecta.
 
All three of the hikes I chose were failures.
 
The first hike was 50% on a road and then required us to cross a major river with no bridge!
 
We got lost driving a back road to the second hike and almost wrecked our car. BTW, the Subaru Forester does surprisingly well on muddy, rutted, and boulder strewn roads. 🤣
 
The third hike was straight up fill for 2 ½ miles. We made it 80% of the way there before deciding that discretion was the better part of valor.
 
For our next hike, we are planning the route together!
 
Today’s intention: Is there anything you do that you don’t need to be doing and that someone else might be better at?

Cheers!

​Frederick

Colleagues,

MVP: Invest some time in your own growth by creating space to reflect with other leaders.
 
A few weeks from now I will be releasing the 100th episode of The Assistant Principal Podcast!
 
It features and interview with my mentor Dr. Jan Osborn. One of the things that enhanced our relationship was debriefing on Friday afternoons. 
 
Many times, after most others had gone home, Jan and I would sit and reflect on key events from the past week. Part of the power in these sessions was that we both reflected and therefore we both grew.
 
Last week I shared how if we care for someone, we let them guide the direction of their growth, as opposed to trying to control it.
 
By meeting regularly at the end of the week with other leaders, you can create the opportunity for others to grow in the directions they deem most important. It is a win-win.
 
Today’s intention: At the end of the day, sit with another leader and unpack your week and their week.
 
Before you go…
 
This week we’ve looked at multiple ways to coach “up.” The topic was suggested by one of our wonderfully engaged leaders/readers. If there is something you’d like to see me address, please share!

Cheers!

Frederick

Colleagues,

MVP: Set a leadership growth goal, then share it.
 
We should all have goals, and when we make those goals public, we model positive practice. In The Assistant Principal Podcast, one of the questions I conclude interviews with is “what part of your own leadership are you still trying to get better at?”
 
This is a powerful question that you should be asking of yourself, and that you can be asking of other leaders above and around you.
 
By modeling strategic practices, like attending to our own growth, we create space for others to do the same.
 
Today’s intention: What part of your own leadership are you trying to get better at, and who have you shared your goal with?
 
Cheers!

Frederick

Colleagues,

MVP: Working on a leadership skill and then processing our growth, or lack thereof, with other leaders provides learning opportunities for everyone involved.
 
Leadership is a growth journey that is never complete. This means that as we continue to grow, those above and around us should also be growing. Yesterday I suggested that one way to do this was to share a resource and ask someone above you to discuss it. Here’s another strategy:
 
Grow your own ability to implement the strategic practice you want them to get better at by practicing it. If your boss is telling people what to do instead of working with them to learn why people can’t do it, work on your own skills of asking people to help diagnose problems.
 
You could do this with people who you specifically supervise or for a project that you are responsible for. You could ask permission to work with the specific people with whom your boss is frustrated. You could say something like, “I’ve been working on some of my coaching skills, and I wonder if it would be okay for me to try them out with Mr. X. I know he’s been having some performance challenges and I think this would be a good opportunity for me to grow.”
 
Once you make your attempt, you can debrief with the other leader(s) thereby creating an opportunity for both of you to grow.
 
Today’s intention: Think about critical skill that both you and another leader could benefit from improving.  

Cheers!

Frederick