Can I be in the yearbook? {FEELING A SENSE OF COMMUNITY at WORK}
COMMUNITY IN A WORKPLACE....
Last week, while I was prepping for an IEP meeting with Koko Head School staff, my attention was shifted toward a class picture that was posted on the SSC's wall.
"I wanna be in the yearbook next year" I proclaimed...and in return, laughter erupted in the room.
I was smiling but far from joking
Why was I asking to be in the yearbook? Am I that self-centered, do I really need to see my face in colored ink on semi gloss photo paper to feel fulfilled? Why was I asking this? At the beginning of the year, I asked the administration at Kaiser High School for an office. Why? Was it because I wanted my own phone line? an air-conditioned room? Why would I be so demanding? Was my "team office" not good enough for me?
In reflection, I recognized my desire for community, meaning, dignity, and purpose and in order to gain these things--I needed to be IN the school. I didn't want to come in as an outsider.
I knew that the experience and the knowledge would foster not only better insight to the needs of the school but personal happiness and motivation, increased commitment, and conviction to do my job well.
You see, prior to my office at Kaiser High School-- my office included an open space at Koko Head Elementary that had desks for the diagnostic team (Speech Language Pathologist, School Psychologists, Psych Examiners, Social Workers). We weren't invited to the pep-rallies, school fundraisers or assemblies, or celebrations-- we came in to review files, test, write reports, give recommendations (that may have been completely wrong for the classroom) and conduct trainings.
I felt a disconnect and had to do something to create a work environment that was MEANINGFUL to me--one that I could feel PROUD about.
My job as a school psychologist is centered around the well-being of the staff and students in Kaiser Complex and without that, my weekday would be full of rote meaningless tasks.
The SSCs who work with me are incredible. They work their butts off for their schools, continue to learn, fight for the teachers and students, work so well with their administration and the families, are unbelievably patient with me,...they feed me, look out for me, and I can only do the same for them.
I have to say, I feel so blessed to have such remarkable schools.
I'd encourage anyone who feels a disconnect within their job--to connect. Be creative. Just ask to be included. Chances are, they'd love to have you. :)
On that note.... I wanted to share the following with you. It's from www.leadonpurposeblog.com
In their book The Leadership Challenge, authors James Kouzes and Barry Posner highlight the importance of trust in developing job satisfaction: “Trust is the most significant predictor of an individual’s satisfaction with their organization.” Building a culture of trust and collaboration provides incentive for growth, and fulfillment is a natural by-product. Kouzes and Posner give three actions you can take to foster trust and create satisfaction among your team members:
I was smiling but far from joking
Why was I asking to be in the yearbook? Am I that self-centered, do I really need to see my face in colored ink on semi gloss photo paper to feel fulfilled? Why was I asking this? At the beginning of the year, I asked the administration at Kaiser High School for an office. Why? Was it because I wanted my own phone line? an air-conditioned room? Why would I be so demanding? Was my "team office" not good enough for me?
In reflection, I recognized my desire for community, meaning, dignity, and purpose and in order to gain these things--I needed to be IN the school. I didn't want to come in as an outsider.
I knew that the experience and the knowledge would foster not only better insight to the needs of the school but personal happiness and motivation, increased commitment, and conviction to do my job well.
You see, prior to my office at Kaiser High School-- my office included an open space at Koko Head Elementary that had desks for the diagnostic team (Speech Language Pathologist, School Psychologists, Psych Examiners, Social Workers). We weren't invited to the pep-rallies, school fundraisers or assemblies, or celebrations-- we came in to review files, test, write reports, give recommendations (that may have been completely wrong for the classroom) and conduct trainings.
I felt a disconnect and had to do something to create a work environment that was MEANINGFUL to me--one that I could feel PROUD about.
My job as a school psychologist is centered around the well-being of the staff and students in Kaiser Complex and without that, my weekday would be full of rote meaningless tasks.
The SSCs who work with me are incredible. They work their butts off for their schools, continue to learn, fight for the teachers and students, work so well with their administration and the families, are unbelievably patient with me,...they feed me, look out for me, and I can only do the same for them.
I have to say, I feel so blessed to have such remarkable schools.
I'd encourage anyone who feels a disconnect within their job--to connect. Be creative. Just ask to be included. Chances are, they'd love to have you. :)
On that note.... I wanted to share the following with you. It's from www.leadonpurposeblog.com
Trust and Job Satisfaction Posted on May 19, 2011 by Michael Ray Hopkin
One of the most important keys to leading a team is creating an environment of trust. Merriam-Webster defines trust as an “assured reliance on the character, ability, strength or truth of someone or something.” To work successfully as a team, the leader must create a culture where people can rely on the strength and abilities of those they work with and believe in their leader’s direction and vision.
Why is trust important to job satisfaction? People prosper when they know their efforts are appreciated and their work is meaningful. They step up to greater challenges when they know someone has their back. They will go beyond what they thought they could do and have greater results when they know their work will be appreciated and rewarded. Building trust is the key to building a great team.
In their book The Leadership Challenge, authors James Kouzes and Barry Posner highlight the importance of trust in developing job satisfaction: “Trust is the most significant predictor of an individual’s satisfaction with their organization.” Building a culture of trust and collaboration provides incentive for growth, and fulfillment is a natural by-product. Kouzes and Posner give three actions you can take to foster trust and create satisfaction among your team members:- Show trust to build trust: As the leader, be the first one to trust others. Disclose information about who you are and what you believe. Admit mistakes. Listen to others. Acknowledge the contributions of others. Create an environment where people will take risks and reward them for their efforts.
- Say ‘we,’ ask questions, listen and take advice: People accomplish great things when they collaborate with others. Talk in terms of ‘our’: our vision, our values, our goals, our plans, our actions, our achievements. Make sure people see themselves as part of a larger vision.
- Get people interacting: Get people interacting with you and with each other. Have informal one-on-one meetings regularly. Hold regular stand-up meetings each morning with your team. Ask questions that encourage people to talk about who they are and what they believe. Hold celebrations in public places and openly reward those who go above and beyond.
As a leader, make creating a culture of trust your highest priority. Go out of your way to connect with people you lead and they will go out of their way to do great things for you. Everyone involved will experience greater job satisfaction as a result.
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