The most recent school I led included approximately 400 students and a large staff. It was a state-of-the-art, relatively new school building, with a highly engaged group of parents, a dynamic and fantastic staff and a diverse student body. I was privileged to be Principal of that school for five years as we navigated our way through staff changes, new teachers, a growing student population, and let’s not forget COVID. It was a bustling school with dynamic programs and ever-improving academic results. When I learned I was going to become the principal of that school, I thought carefully about how I wanted to lead. The answer was clear; listen to and hear the voices of every single adult working in the building, with as much input as possible from parents and caregivers. That summer, before the school year began, I spent hours scouring every single student file, and I sent a message to all staff members letting them know I would gladly meet and listen to what they believed were the stretches and the strengths of the school and community. I spent hours getting to know the staff and I believe it paid dividends as we started off the school year.
I heard ideas about how to more effectively engage with families, about communication styles people benefited from, about ways to structure days and tasks so we could more easily engage students who struggled, about traditions in the school that mattered to people, and so much more. What I learned was that every single person had a vested interest in the success of the school.
The Power of Collective Voices
In schools, on committees, and on boards, involving staff and community members in decision-making fosters buy-in, ownership, and better outcomes. Listening to others is not a passive act; it’s an active, intentional practice. Leaders must create spaces where diverse perspectives can thrive, leading to richer decisions and, ultimately, improved student success.
Ready to Listen?
The concept of the “voice of the employee” is transformative. When leaders genuinely listen and act on staff input, it positively impacts culture, innovation, and student outcomes. But gathering input effectively is no small feat. It requires strategy, accountability, and intentionality. I worked as a school Counsellor for many years, and I always thought I should clock my mileage at work. The reason for this is that before I would make a final decision on something such as changing a student timetable, I would make the rounds and chat with the teachers making sure they understood why that student was making the change to enter or exit their class. This open communication allayed the worries and fears of teachers, and they understood the process and rationale for student timetable changes.
Here are a few key ideas to keep in mind when ensuring you create the space for collaborative input:
1. Creating a Safe Space
One major hurdle is the fear of repercussions that some staff may feel when sharing honest feedback. What can you do to build a culture of safety, transparency, and trust? Emphasizing confidentiality, valuing open communication, and following through on commitments signal that every voice matters.
2. Diversifying Feedback Methods
During the process of working on my Doctorate, my professors shared that moving forward, I have an obligation to respond to all other academic surveys of potential doctoral students. It’s a commitment I haven’t waivered from, but there are many more surveys than I had anticipated! But here is the truth; traditional surveys often fail to capture the nuances of employee perspectives. How about trying a focus group, or one-on-one conversations, or informal gatherings like a coffee talk? These methods encourage deeper connections and provide richer insights, ensuring a broader range of voices are heard.
3. Timing Is Key
Gathering feedback during high-stress periods or immediately following major changes can skew results, be unduly based on emotion, and perhaps not as reflective of reality as at other more regulated times. Regularly scheduled feedback opportunities—outside of crises—allow staff time to reflect and contribute thoughtfully.
4. Ensuring Actionable Outcomes
Feedback without follow-through can dishearten staff. Demonstrate how input influences decisions by sharing updates, celebrating success stories, and involving staff in implementing changes. Seeing tangible outcomes fosters trust and encourages continued engagement.
5. Embracing Diversity
Voices in our schools are as diverse as the communities we serve. When I served on any committee or held my staff meetings, I would always ask: “Whose voice is not at the table? Who is not speaking? And what do I need to do to engage those voices and listen to their ideas?”. This is hard and necessary work.
Amplifying voices is not easy, but it matters and is crucial to our work of improving student outcomes. By creating safe spaces, using diverse methods, being intentional with timing, ensuring actionable results, and prioritizing inclusivity, leaders can navigate the challenges of gathering feedback. When we engage our students, staff and community into our processes, we create stronger, more engaged communities and make better decisions that benefit our schools and students.
So now, as you continue on with your day, remember, lead with courage, invite every voice to the table, and build a future where all contributions matter—even if our voices shake.
Dr. Shannon Behan
sbehan@bcpvpa.bc.ca