Tag Archives: #InvestorInPeople

#Talkingheadsblog

I was pleased to have been asked by Hannah Wilson to add to the Talking Heads blog. Here is my contribution:

Name: Mary Isherwood

Phase: Primary

Sector: Special

Region: North West

Years Served in Education: 30 years

Years Served as a Headteacher: 16 ½ years

Leadership Journey: In my earlier career I had middle leadership responsibilities including subject leader for music and whole school assessment lead. I worked as a deputy headteacher in an all age special school where I taught all classes to cover for teacher’s PPA. During this time I completed my NPQH and also my Masters in Educational Leadership. I was headteacher at a small special school in South Manchester for 4 ½ years before moving to my current headship where I have been for 12 years

Leadership Coach/Mentor/Inspiration: A headteacher I worked for was a really positive role model which in itself was inspirational. In addition she spotted the things I was good at, praised me, encouraged me and facilitated opportunities for me.

Twitter Handle: @Mishwood1

Blog: https://maryisherwood.wordpress.com/

Why do you think we need to develop a coaching culture in our schools?

I have a passion to empower and to develop others and feel that a coaching culture is the best way of achieving that – the idea of transformational leadership to make that shift in individuals and really move things on in the school. More often than not others already have the ideas and solutions and just need that encouragement to develop and have confidence in themselves.

Why do we need to be outward-facing as leaders?

As leaders we have a responsibility for the good of all children not just those within our own school and we are in a great position to be able to influence change on a wider scale so by networking and being outward facing generally, we are in a much better position to be able to do so. There is so much we can learn from others too – it is a privilege to go into others schools and learn from them as well as spend time in professional discussions with others whether that be on line or face to face.

How do you create a culture of wellbeing?

We are a team and as such need to be there to support each other as human beings with things that happen in our lives as well as staff colleagues. I am a big believer in being an Investor in people in the widest sense of the word and that includes health and wellbeing / work life balance. We have a number of things in school to support staff wellbeing including a subscription to the Employee assistance programme https://www.employeeassistance.org.uk/, a school counsellor who is available to staff on certain time – slots during the week and an appraisal system which includes a health and wellbeing discussion as an integral part of the process.

 What are the values that your shape you as a leader?

The children! At the heart of every decision – asking myself what would be the difference / impact on them

What makes you get out of bed every morning?

The children!

Leadership Advice

Don’t feel that you have to give an instant response to every query – people will often expect that as you are the leader. It is ok to respond with ‘leave it with me and I will get back to you’ when you need time to reflect.

 Leadership Inspiration

I am currently re-reading one of the books by Paul McGee (The SUMO guy). ‘How to succeed with people’.  I have bought and enjoyed all of the books Paul has written and found them invaluable in my personal as well as professional life. I am using some of the aspects of his SUMO approach when I am delivering NPQML training as there are so many ‘common sense’ ways of looking at leadership challenges through the SUMO lens

Leadership Mantra

Remember to be:

Passionate,

Respectful,

Organised,

Understanding

And

Dedicated

– PROUD in everything you do!

 Please follow @TalkingHeadsBlog #TalkingHeadsBlog and check out other posts here: https://talkingheadsblog2017.wordpress.com/

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Being an investor in people

It is often said that staff are our greatest resource in school. I couldn’t agree more!

This week we have had a review of our Investors in People award however I am writing this blog post deliberately before we receive the outcome of our assessment as for me, as a strong advocate of being an Investor in People, it is not about the badge of recognition as much as the process and review of the work we do with our staff that enables the accreditation to happen.

What the Investors in People award process does is give you a framework and a system of progression to consider where you are at in 9 key areas of involving staff in the organisation and offers a clear benchmark against other organisations both in education and business. I am sure no – one would argue that the 9 areas outlined by the IIP standard are all equally important. They are: Leading and inspiring people, Living the organisation’s values and behaviours, Empowering and involving people, Managing performance, Recognising and rewarding high performance, Structuring work, Building capacity, Delivering continuous improvement and Creating sustainable success.

The children are at the heart of the school – rightly so – our core purpose is about meeting their holistic needs. The school is more than that though – we are a community – an extended family and in order to achieve what we set out to achieve we want a workforce who is the ‘best they can be’ in terms  of being knowlegeable, skilled, involved, empowered, trusted, resilient, have good health and wellbeing and enjoy their work. In the case of our school, we want a workforce that has all signed up to be PROUD: Passionate, Respectful, Organised, Understanding and Dedicated.  Being PROUD is the stick of rock which runs through everything we do from recruitment and selection of new staff, in all of our policies, through the appraisal system…through everything we do!

As a headteacher I have a clear role together with my leadership team to establish an ethos of aspiration and collaboration based on policies and procedures which enable all of the above things to happen.  It has been interesting when reflecting on where we are at in each area as we prepared for our review this week on how much has changed since we were last assessed 3 years ago. That is how it should be – as a school we do not sit still – everything we do constantly evolves as we are both proactive as well as responsive to changes going on within school, locally as well as nationally.

I am a PROUD headteacher. I am Passionate about supporting my staff team. I Respect that they all have different needs and ways of working. I am Organised in ensuring the systems and structures are in place to support them. I Understand that staff are also human beings who have their own needs / issues / lives outside of school too! I am Dedicated to ensuring the staff team can be the ‘best they can be’ .

Having said that the process is the most important part of being an Investor in People – absolutely right, however, having put in for assessment we clearly are hoping we have achieved the standard! The assessor spent two full days in school talking to individuals and different groups of staff. All staff were invited to complete an IIP  questionnaire. The assessor has also taken away a bank of school based evidence to review including staff, parent and multi-agency questionnaires, minutes of meetings, staff handbook, key policies, the school improvement plan and self evaluation form etc etc etc. He has to match whether the experience of staff he talked to matches what is in the documents we provided. Are we walking the walk as well as talking the talk?!

We have twice previously achieved the Investors in People ‘Gold Award’. Here’s hoping we will retain the Gold standard for the 3rd time! We find out in about a month time when we receive the report.

Of course that won’t be the end of it…there will always be developments we can consider, improvements we can make to ensure our school remains a school to be PROUD of.

Mary Isherwood

Headteacher