Is Keeping Your Door Open Enough to Communicate an ‘Open Door Policy’?
Most leaders recognize the importance of having an open door policy, but what does that open door actually symbolize to faculty? Is it merely a physical prop that gives the guise of openness, or is it truly a sign of a welcoming and safe space? Creating this space of safety and openness requires school leaders to go beyond providing “talk time” to:
Authentically listening with an open mind
Acknowledging the person and the value that they are speaking from
Empowering them to either take action in response to their need, or support them in shifting their perspective so that their concern is alleviated
The following offers a scenario and ways in which educational leaders graduate from giving someone “talk time” to hearing every voice and empowering faculty:
Scenario: A teacher comes to you and expresses that she is troubled by the pace that she is needing to move through the curriculum because of the district pacing guide. She believes that she is moving too fast for her students, that she has led her students to academic success by going at her own pace for several years, and she wants to be able to do what she has done in the past for the sake of her students’ learning.
Response Part 1 - Authentically listen with an open mind: Use reflective listening to let the person know that you heard their concern: I hear that you fear that you are moving too fast in the curriculum because of the district pacing guide and that you think it would be better if you could determine your own pace.
Response Part 2 - Acknowledge the person and the value they are speaking from: I hear your deep concern to make sure every student has appropriate time to learn.
Response Part 3: Empower the person by either problem solving with them or empowering them to shift perspective with understanding:
Option A - Give the teacher a chance to make a plan that they will be accountable to: How much extra time do you need to get through the content at a pace you feel would be appropriate? How would you ensure that students get through the full range of standards before testing?
Option B - Offer support: While we are unable to sway from the district calendar because this is a strong district initiative with minimal flexibility, let’s try to find a solution together. How many of your students need extra time? Can you think of a way in which you could give them added time, while other students are able to move forward? How can our coaches/instructional support team help you? How can technology help?
Option C - Empathize and Champion: In times when there is no way in which you can accommodate for this person’s needs, say so clearly and inspire the person to move forward with you: I know that it is difficult when you feel that you could do a better job if you could be fully autonomous. While I can’t change the district pacing calendar I know that you are a great teacher and that you can adapt to this change as well as any teacher can. Let’s see how the next few months go, the district might update the pacing calendar after progress monitoring. Thank you for letting me know how this is impacting you.
Note that there are three different ways to empower teachers in the situation, and all have their time and place. It is important to have a balance of responses to things that come up so teachers feel genuinely heard and cared about when they come to you with a need or concern. If we overuse Option C (Empathize and Champion), we will break the trust that we have with our faculty. Always try to give the teacher a chance to make a plan to solve their own problem and/or offer support before defaulting to empathizing and championing only.
When we hear every voice, we create teams that are energized and equipped to be their best and give their best to their students. We avoid resentment and hostility from festering issues, instead creating space for creative exploration and innovation. In the best situations, we work together to continually evolve and improve what we do and how we do it to support student success. In worse cases, we build relationships of respect, trust, and appreciation with our teams.
So ask yourself when you open your office door in the morning: how will I turn this sign of openness into a true symbol of a safe and welcoming space where every voice is heard and every person is empowered to be their best?
