Author Archives: amluce

What Role Does Culture Play in a Crisis Response?

https://medium.com/intercultural-mindset/28-quotes-that-will-level-up-your-intercultural-communication-skills-57790f649d97

I used to think….

Honestly I never stopped to think about how culture impacted the way countries and leaders responded in a crisis until the last 6 months. Now I find myself trying to look at things through a different lens to better understand why different countries and leaders have responded in the manner they have.

What I have learned?

The way a country/province/state reacts to a crisis is impacted by cultural beliefs.

If we look at Hofstede’s work and apply it to the current Covid crisis we may gain a deeper understanding of why and how countries are responding to the Covid crisis. We may also be able to better understand our colleagues, friends and families perspectives.

What if we stepped back, applied this knowledge and examined how plans for returning to school have been created?

I examined 3 back to school plans that have been developed: Ontario, Canada, Ann Arbor, Michigan, USA and Beijing, China based on both my experiences and information provided from these districts.

Questions I asked myself:

What role did the cultural beliefs and values of the country play in the development of these plans?

Do these plans represent the values and beliefs of all stakeholders within the district?

How do we as states/provinces/countries move forward in this crisis?

How do we as leaders honor the beliefs and values of all of our stakeholders as we begin to move forward towards a return to school?

What can I do differently as a leader to honor the views, perspectives and questions of others?

How can I as a leader formulate responses to the questions of stakeholders that will better help them see the lens from which decisions were made?

With this new perspective I find myself looking at things in a different way. I am working to remove judgement and add understanding.

What are you learning?

Resources:

https://www.ontario.ca/page/guide-reopening-ontarios-schools

https://www.mlive.com/news/ann-arbor/2020/08/what-you-need-to-know-about-ann-arbor-public-schools-plans-for-school-this-fall.html

Cultural Types

I used to think…... Culture was not a factor in the development of leadership skills.

What I learned…….. Richard Lewis provides another way to examine relationships and interactions with individuals from different cultures. He identifies 3 main culture types: Linear-active, multi-active and reactive. Countries are placed then along the continuum between the 3 cultural types.

As leaders it is important to consider these cultural types when engaging in conversations. How do you approach an individual? What do you know about their cultural type? In the end the strategies you use will inevitably determine your success and how you build a relationship with the individual, company or organization. By stepping back, learning more, trying to understand and carefully choosing the preferred approach you may have greater success.

How does this apply to your work?

How could you as a business person, school leader, teacher or parent use this information to improve communication and improve your relationships?

What does this look like when you are working with multi-cultural teams/staffs, parents and students?

What do you know?

Resource

https://www.crossculture.com/about-us/the-model/

Values through the lens of Culture

I used to think…. I could apply my leadership values and behaviors in any context.

What I learned…..

Each country has unique values and beliefs. These values and beliefs drive behavior. Geert Hofstede has been one of the leading researchers in how cultural values influence the workplace. He identifies 6 dimensions that impact cultural norms and values: Power Distance, Individualism, Masculinity, Uncertainty Avoidance, Long Term Orientation and Indulgence. Each country or culture holds beliefs within these dimensions that impact their values. To understand a culture you must examine and analyze these dimensions. Leaders that have a deeper understanding (Cognitive Cultural Intelligence) of these dimensions will have greater success in navigating within the specific culture.

Below is a comparison of Canada, United States and China. Perhaps by analyzing these dimensions we can gain knowledge and understanding of why individuals, societies or cultures behave or react in the manner in which they do. We can move from a place of judgement to understanding.

Source: https://www.hofstede-insights.com/country-comparison/canada,china,the-usa/

Hofstede has faced several criticisms for his work:

1. Reliability and validity of the study due to the instrument used (questionnaire) and sample size.
2. Variances within a culture. All cultures are not homogeneous.
3. Variances in national identities.
4. Political influences and instability.
5. Relevance in a rapidly changing society.
6. Need for additional dimensions.

It is important to note however, “while the level of controversy surrounding this work is still quite high, it remains the most valuable piece of work on culture for both scholars and practitioners” (Jones, 2007 p.7).

As leaders working within a global workplace we must use the tools and resources at our disposal to gain insight and understanding to improve our cultural intelligence. Hofstede’s work and country comparison provide information that we can use as leaders when working within different cultural contexts.

What are you learning?

References:

Country Comparison

https://www.ukessays.com/essays/business/the-criticisms-of-the-hofstedes-model-business-essay.php

https://ro.uow.edu.au/cgi/viewcontent.cgi?article=1389&context=commpapers

Core and Flex

I used to think….. that leadership attributes and values were universal.

What I learned…..

Leaders must use both core and flex when it comes to the values of leadership as they relate to cultural intelligence.

Julia Middleton (2019) identifies two components that support the development of leadership cultural intelligence: Core and Flex

Core: These are the values you will not compromise. The hills you will die on. For me these are trust, transparency and authenticity.

Flex: These are the values you are willing to adapt based on the context or circumstances. For example for me in my current context I am required to act with authority. I like to make decisions collaboratively and it is a value that is important to me, however, I am willing in my current context to act with authority when it is expected of me in specific situations.

Leaders can assess their Core and Flex through a reflective exercise in Middleton’s (2019) book titled The Competitive Edge for Leaders Crossing Boundaries: Cultural Intelligence . This reflective practice asks leaders to consider things that they do not mind, things they would never do, and what assumptions others might make of you. She then asks you to rate your Core/Flex ratio based on the self assessment questions.

Middleton (2019) also talks about Knots. . Knots are our biases, preconceived notions, and our perceptions about others, cultures, race, religion, ethnicities, gender etc. To move beyond our bias we need to consciously unpack our knots.

As a leader I have been working to unpack some of my bias by listening to podcasts, participating in Twitter Chats, watching documentaries and reading a variety of sources around race and racism. I am working to uncover my inherent biases and where they stem from.

What are you learning?

Resources

Cultural Intelligence

Middleton, J. (2019). Cultural intelligence: The competitive edge for leaders crossing borders. London, England: Bloomsbury Business.

How to find your core? https://youtu.be/TgKj-gOa5i8

Cultural Intelligence https://youtu.be/izeiRjUMau4

Race and Racism

Books:

Austin Channing Brown I am Still Here Black Dignity in a World Made for Whiteness

Jennifer L. Eberhardt Biased: Uncovering Hidden Prejudice that Effects What We See, think and Do

Podcasts

Brene Brown’s Unlocking Us: I’m Still Here: Black Dignity in a World Made for Whiteness

Ibram X. Kendi on How to be an Antiracist

Laverne Cox on Transgender Representation, Advocacy and the Power of Love

Documentaries and Movies

Netflix

Disclosure

The 13th

American Son

Hello Privilege, It’s me Chelsea

Twitter Chats

#leadupchat

#EduGladiators

#Satchat

Why Cultural Intelligence? My story

I used to think…..

I was a well prepared and culturally competent leader.

I learned….

August 4th, 2017 I boarded a plane for Beijing, China. I decided to take a leap of faith and to leave the comfort of the Ontario educational system and accept a job in Beijing, China as an international school principal. I thought my experience, training, and education prepared me to apply the leadership skills I had acquired throughout my 24 year educational career. I had what I thought was a great deal of leadership experience, diversity and inclusion training and cultural understanding. I was more than ready to take on the role of Preschool/Elementary Principal at the Canadian International School of Beijing. I knew that I had a to learn about the culture of the country and the school but I would be alright with my strong leadership skills. WOW! Not only was I arrogant. I was wrong.

I struggled to figure out why my leadership skills were not working. Why was I upsetting parents? Why wouldn’t my Chinese teachers openly engage in dialogue when invited to give their opinion? Why was I being told yes by support staff only to be told a few days later it was not possible? What was I doing wrong? Failure after failure, frustration after frustration I continued.

What I discovered through leadership failures, humility, self-reflection and the cultural expectations of stakeholder groups was that I could use and apply some my acquired leadership skills but that I needed to develop or enhance new leadership skills to fit my current context.

It was not until our leadership team began the IB Leadership certification process during my first year, specifically the Culture and Context module, that I realized the missing links. Much, if not all, of the leadership training, literature, and information I had received was written from the perspective of a white middle aged male. None of this information or training ever referenced the need for cultural intelligence or cultural competency. We talked about building a school culture but not about understanding culture in the truest sense of the word and certainly not its impact on leadership.

Connected to this new understanding about the complexity of culture and the role it played in leadership I was beginning to realize that there was flexibility required in leadership style and approach with different stakeholder groups. Working with my Chinese teachers using Western leadership approach that believes in interdependence in which staff members and leaders to consult and share information openly was not effective as the Chinese culture believes that all individuals in society do not hold equal value and that there is a distinctive subordinate-superior relationship which must be accepted and respected (Hofstede, 2019). The Western approach of distributive leadership would not work in a culture that believed in in a more directive leadership approach.

Figure 1: Country Comparison Canada and China (Hofstede, 2019)

This AHA moment helped shift my thinking and approach interactions with staff, parents and students with a different lens. I began thinking more deeply about my own cultural intelligence and its impact on my leadership. I researched, asked questions and reflected on my practice. I learned from my mistakes and tried approaches that were more appropriate for the cultural context. There were still failures but at least I was learning. I learned about core and flex values and when and how to use and apply them. What I discovered is this journey towards cultural competence is difficult. It requires motivation, knowledge, reflection and changes in behaviour. This is what has led me to my research on cultural intelligence, a deep desire to change my leadership practice to lead more effectively in different cultural contexts.

I am not sure that this journey will ever end as we are living in a time of unprecedented change and uncertainty and we must continue to learn from and with each other. For now I will continue my journey hoping that I can find some wisdom along the way to make a difference.

What are you learning?

Resources

Ang, S., Dyne, L. V., Koh, C., Ng, K. Y., Templer, K. J., Tay, C., & Chandrasekar, N. A. (2007). Cultural intelligence: its measurement and effects on cultural judgment and decision making, cultural adaptation and task performance. Management and Organization Review, 3(3), 335–371. doi: 10.1111/j.1740-8784.2007.00082.x

Ang, S., Rockstuhl, T., & Tan, M. L. (2015). Cultural intelligence and competencies. International Encyclopedia of the Social & Behavioral Sciences, 433–439. doi: 10.1016/b978-0-08-097086-8.25050-2

Ang, S., & Van Dyne, L. (2015). Conceptualization of cultural intelligence definition, distinctiveness, and nomological network. In Handbook of cultural intelligence (pp. 23–42). New York, NY: Routledge.

Ang, S., & Van Dyne, L. (2015). Cultural intelligence scale (CQS) self-report. In Handbook of cultural intelligence (pp. 566–567). New York, NY: Routledge Appendix A

Ang, S., & Van Dyne, L. (2015). Cultural intelligence scale (CQS) observer report. In Handbook of cultural intelligence (pp. 568–570). New York, NY: Routledge Appendix B

https://www.hofstede-insights.com

Country Comparison. (n.d.). Retrieved September 13, 2019, from https://www.hofstede-insights.com/country-comparison/.

Middleton, Julia, Cultural intelligence: the competitive edge for leaders https://youtu.be/izeiRjUMau4

Cultural Intelligence

I used to think…..

Inclusion, multiculturalism, knowledge of other cultures and cultural competence were the same as cultural intelligence.

I am learning…..

Cultural intelligence is:

“a person’s capacity to adapt to new cultural settings.” (Earley, 2002)

“a seemingly natural ability to interpret someone’s unfamiliar and ambiguous gestures in just the way that person’s compatriots ad colleagues would even to mirror them.” (Earley and Mosakowski, 2004)

“a specific form of intelligence focused on capabilities to grasp, reason and behave effectively in situations characterized by cultural diversity.” (Ang et al., 2007)

“one’s capablity to effectively understand and adapt to a myriad of cultural contexts as an essential skill set needed to lead effectively across cultures.” (Van Dyne, Ang and Livermore, 2010)

“being skilled and flexible about understanding a culture, learning increasingly more about it, and gradually shaping one’s thinking to be more sympathetic to the culture and one’s behaviour to be more fine-tuned and appropriate when interacting with others from the culture.” (Thomas and Inkson, 2005)

“a set of skills, from basic to advanced that allow an individual to become effective at eventually transferring social skills from one cultural context to another.” (Brislin, Worthley and MacNabb, 2006)

“the ability to engage in a set of behaviours that uses skills (i.e. language or interpersonal skills) and qualities (e.g. tolerance for ambiguity, flexibility) that are tuned appropriately to the culture-based values and attitudes of the people with whom one interacts.” (Peterson, 2004)

The difference is in the context. Individuals build their cultural intelligence when they are embedded in the culture.

Cultural intelligence incorporates 4 different components:

1. Motivational CQ: interest and drive

2. Cognitive CQ: knowledge of the cultural

3. Metacogntive CQ: Reflecting on your beliefs, values
and behaviours in order to understand and adapt.

4. Behavioural CQ: the ability to change and adapt
behaviour to meet the norms of the culture to improve cross-cultural
interactions.

Individuals who are working on their cultural intelligence need to focus on developing all four of these components.

What are you learning?

References

Ang, S., Dyne, L. V., & Koh, C. (2006). Personality correlates of the four-factor model of cultural intelligence. Group & Organization Management, 31(1), 100–123. doi: 10.1177/1059601105275267

Ang, S., Rockstuhl, T., & Tan, M. L. (2015). Cultural intelligence and competencies. International Encyclopedia of the Social & Behavioral Sciences, 433–439. doi: 10.1016/b978-0-08-097086-8.25050-2

Ang, S., & Van Dyne, L. (2015). Conceptualization of cultural intelligence definition, distinctiveness, and nomological network. In Handbook of cultural intelligence (pp. 23–42). New York, NY: Routledge.

Earley, P. C., & Ang, S. (2007). Cultural intelligence: individual interactions across cultures. Stanford: Stanford University Press.

Livermore, D. (2015). Leading with cultural intelligence: the real secret to success. New York: Amacom.

Solomon, A. & Steyn, R. (2017). Cultural intelligence: concepts and definition statements. South African Journal of Business Management,
48(2), 67-74.

Thomas, D. C. (2006). Domain and development of cultural intelligence. Group & Organization Management, 31(1), 78–99. doi: 10.1177/1059601105275266

Cultural Competence

I used to think…..

Cultural competence and cultural intelligence were the same.

What I learned….

Cross defines cultural competence as:

“(A) set of congruent behaviors, attitudes, and policies that come together in a system, agency, or among professionals and enable that system, agency, or those professionals to work effectively in cross-cultural situations. The word ‘culture’ is used because it implies the integrated pattern of human behavior that includes thoughts, communications, actions, customs, beliefs, values, and institutions of a racial, ethnic, religious, or social group. The word competence is used because it implies having the capacity to function effectively.” (Washington,2020)

Hernandez and Rose (2012) believe that cultural competence impacts an individual’s capacity for awareness and engagement in intercultural relations.

Individuals and organizations can engage in auditing and assessing the elements of a cultural competence by examining the following:

* Valuing diversity: Although an environment believes it values diversity are they truly inclusive? Are there micro or macro aggressions, bias or discrimination? Is there an awareness of the factor that make the environment diverse?

* Cultural Awareness: Does my (our) behaviour match my(our) stated beliefs?

* Consciousness of Dynamics: Am I aware of my biases and how they impact my interactions with others?

* Cultural knowledge: What do I know about other cultures, races, religions, identities? Have I taken the time to educate myself? How, what and where can I learn?

* Adaptations to Diversity
: How can I build my skills to approach diversity in a more effective way? What things so we need to assess or change within the organization? (Washington,2020)

This model allows individuals and organizations to assess where they are on the continuum of cultural competence.

The goal is for individuals and organizations to get to the cultural proficiency stage. This requires awareness, transparency and a commitment for change. There must be an honest attempt to examine at biases and behaviours to make the changes required.

Note. From “When Twice as Good Isn’t Enough: The Case for Cultural Competence in Computing,” by Washington, A.,2020, SIGCSE ’20, March 11–14 (pg. 215).

What have you learned?

References:

Hernandez, F., & Kose, B. W. (2011). The developmental model of intercultural sensitivity. Education and Urban Society, 44(4), 512–530. doi: 10.1177/0013124510393336

Washington, A. N. (2020). When Twice as Good Isn’t Enough The Case for Cultural Competence in Computing (pp. 213-219, Conference Paper). Portland, OR: SIGCSE ’20.

Culture


I used to think……

Culture was:
Ethnicity
Race
Language
Differences
Travel
Individualism

I am learning….

Culture is a complex. Erin Meyer (2014) in her book The Culture Map examines culture using 8 areas (communicating, evaluating, persuading, leading, deciding, trusting, disagreeing and scheduling) on a scale from Low to High Context. By examining a culture using this scale an individual gains insight and information to guide their behaviour, challenge assumptions, compare beliefs and values in order to better understand. This exercise allows leaders to identify blindspots, challenges and strengths. Having a deeper understanding of culture allows us to develop stronger relationships with staff, students, parents and our community.

“Leaders have always needed to understand human nature and personality differences to be successful in business-that’s nothing new. What’s new is the requirement for twenty-first century leaders to be prepared to understand a wider, richer array of work styles than ever before and to be able to determine what aspects of an interaction are simply the result of personality and which are a result of differences in cultural perspective” (Meyer, 2014, p.252).

What are you learning?

#oneword 2020

I looked back and it has been six months since I wrote my last blog. I have missed blogging but found there was little time or head space to create as I have been working to balance both my personal and professional life. I had to take a few things of the plate in order to be successful at both.

A friend asked me about a post she had created about the last decade, her reflection, growth and direction moving forward. At the time I had little to say because I had not had the time or space to process my own thinking. It has been a whirlwind of a two week break with my family. Since my transition back to Beijing I have intentionally taken moments to reflect and evaluate my last few years and where it is I want to go over the next year.

Looking back last year was a year of exploration. I have enjoyed and immersed myself more in the Chinese culture and have planned a trip around China in the spring. I traveled to Hong Kong, Malaysia, Singapore and Cambodia this year. My plan for 2020 is Myanmar and Sri Lanka as I continue to want to explore the beauty and complexity of Asia. I am beginning to work on developing a network of others outside of campus but that still proves to be difficult for me as an extroverted introvert in a city the size of Beijing. I have completed all of the IB Leadership courses and continue to expand my knowledge of the IB through future courses in both the MYP and DP. I applied for and interviewed for several jobs this year but was not the successful candidate. Although it is difficult I learned a great deal about the process and myself along the way. I have accepted a new position at CISB as the Director of Academics and Professional Learning and will be working whole school and at times with our other International Schools within the company. I am VERY excited about the possibilities of this new role.

Scott and I have gone back and forth and tried to find a solution and a more permanent home base as Harrison has just completed his Masters and Griffin will be graduating in June. We think we have finalized a plan for the next year and will be moving in that direction over the next few weeks.

Finally, not only did I explore but I started my Educational Doctorate at Gonzaga University in Spokane, Washington. It has been a process for me that required more time, focus, discipline and sacrifice then I initially thought. It has frustrated me and pushed me to my limits. There have been tears, anger, self-doubt and pride every step along the way. I have had the unwavering support of my biggest champions Scott, Harrison, Griffin and Catherine cheering me on from the sidelines, kicking me in the ass when I need it and picking me up when I have fallen. I have gone all in not wanting to disappoint myself or others who are making great sacrifices for me to complete this work.

I have continued to live and to reflect on these words over the last 4 years. My leadership team has heard me use the word intentional a thousand times in our work together and knows the value I place on it in decision making. As a leader I continue to build on others strengths and to inspire them to take risks and look at the multitude of possibilities out there for them. Three years ago I took a leap of faith to see what new possibilities there were for me and I embraced an opportunity that presented itself in Beijing, China. Although it can be difficult at times to be away from my family and friends I have used this experience to grow and learn both personally and professionally. Over the last 4 years I have explored new countries, opportunities and experiences.

So what about 2020?

This year is going to be filled with transition and change. Harrison will be moving out on his own and working to find a job in the field he has studied over the last 6 years. Griffin is graduating from the University of Michigan and will continue to pursue his dream of playing professional hockey. I am taking on a new role and will need to focus time and energy in expanding my understanding and knowledge of how the MYP and DP program work and how we can create greater alignment across the school and our other international schools. Several of my colleagues and friends will be leaving Beijing this year and virtually everyone I started with here will be gone and off on new adventures. I will be continuing my work on my EdD and will begin the research and action part of the program which is both exciting and terrifying at the same time! Scott and I have decided to make a move and relocate in the US so now we have to find a place that will accommodate the changing nature of our family.

While I feel that I am good at managing change and have had more than my share to manage over the last decade there are pivotal transition times in your life. This year is one of those times for me. So for 2020 my one word is ACCEPTANCE.

I am going to accept…

* the highs and lows that this year brings.
* I will be uncomfortable, emotional and challenged.
* pushing my limitations.
* the love and support of my family and friends.
* done is better than perfect sometimes. (Thank you Jenny Sabin)
* failure and the lessons it provides.
* the opportunities and choices that a I have.
* positive intentions.

For me #oneword is about setting an intention for the year and working to live it in all aspects of my life. This for me it is about acceptance. I will do my best to accept and manage the change and transition that is coming knowing I cannot control everything and that with hope, faith and hardwork everything will be just the way it is supposed to be!

Finding the Right Message

This last 2 weeks have been full of graduations, promotion ceremonies and awards. It is the end of the year after all! As leaders we are often called upon to give graduation addresses and opening and closing remarks. I am sure that some administrators can just stand up and speak off the cuff but I am not one of those people. I choose my words carefully and try to come up with a message for the chosen audience. I want to leave them with something to really think about.

For example for our Kindergarten graduation I wanted parents to walk away with the message that they needed to give their child the gift of time, their presence and play. For the grade 3 and 4 awards I wanted those students who did not receive awards to reflect and take time to celebrate and be proud of their growth over the year.

Grade 5 graduation was one I pondered for a long time. I wanted to find a way to give a message to the graduates but also to honour the grade 5 team who would be leaving CISB at the end of the year. I wanted it to be personal and really special! I asked the teachers to provide me with a photo of themselves at 11 years old and then a little bio of themselves. I tried to use what I knew about the staff and the information they shared as well as points and ideas found within the IB PYP program to craft the following message……

Dear 11 year old me:

Being 11 is so hard! All of those thoughts and feelings, so many that you cannot even think straight! Wanting to be more like an adult but still being a child and needing the love, support, guidance and of course financial support of your parents. How will you ever get through this difficult time? I know what you are thinking. Middle school is terrifying. Will I have any friends? Will there be a lot of homework? Will I get lost? Will I be able to play sports, be in the choir or join the Stage Cats? Well 11 year old me slow down…..there are a few things that adult me has to say!

Change is always hard! That can be changing grades, schools, countries or careers. But change is also a way to learn new things about yourself and others. It makes you resilient, self-reliant, and shows your adaptability and flexibility. Hey when I was your age I had no idea I would leave my small town of Carlisle, Ontario and move to Nova Scotia. And I certainly did not think I would leave Nova Scotia for Korea and then Beijing but here I am! I have made the best of it and in the process, I have grown and changed so much. I even had the courage to start my own business! With change comes risk but also reward!

Follow your passions and interests! Middle school has a whole new group of activities, teams, clubs and groups that you can join. Keep an open mind and be willing to try new things. You never know what you might discover you love! I have always loved sports: soccer, hockey, and cycling. I have tried to be active all of my life. Now that I am older and heading towards semi-retirement I am going to try new things and find new passions. Yoga, Huff and Puff hockey, BBQ master and who knows maybe I will even start my own brewery! It is never too late to discover new interests and passions

Be resilient! Life has a habit of putting obstacles in your way. You need to be ready and look deep within yourself to find ways of overcoming them. I have lost people in my life that I have loved grandparents, parents, friends and family and it was sooooo hard but I had to go on! I honor these people by living my life in a way that would make them proud! You will have failures: tests, classes, relationships and jobs but do not view them as failure try and find the lessons from these experiences that will teach you more about yourself. These experiences will help you to grow and give you the strength and courage to face anything. You will want to stop trying but never ever give up even when it is hard!

Find a Balance! Studying or working all of the time is not healthy! You must find time to do the things that you love. Travel, play video games, read, cook, socialize with your friends and exercise. For many years I struggled to find a balance but what I found is that I am a happier and healthier me when I can get to the gym, eat well, play football, schedule regular vacations, create and visit with my closest friends. There are periods of time in your life when you will have to put that stuff aside and really focus on your studies or your work but you have to find time for those things that re-energize your soul. Balance is different for everybody but you must strive to find yours!

Finally……Be authentic! Yep that is one big word! But what I mean is be your true self! Let others see who you really are! The greatness that you possess! Speak your truth, stand up for what you believe, love who you choose, express your individuality, and culture, be kind, be honest, be brave and just be you! Whoever or whatever that may be! Time and experience will change you! You will evolve as a person but do not be afraid to be you! The world will be a better place for it!

Well 11 year old me…almost time to walk across that stage and into a new phase of your life. Do it with courage, passion and excitement! You never know where you will end up!

As administrators when we have been provided with opportunities to speak and deliver a message it is important that we choose our words carefully. We need to carefully craft messages that align with our philosophy and the mission, vision and values of our school. Not everyone will understand what we are trying to convey but even if one student, parent or staff member walks away with a question, idea or action then we will have done our job!