I guess I create a large block of time 1st thing in the morning. I choose this time because no other staff members are present. I realize this is not during the so called 8 hr. day but is works better for me at 6:30 am.

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I like the idea of using mentors for training purposes. I feel that most of what I know about running a school has come from following footsteps of successful principal. Just because one is certified doesn't necessarily mean that one is qualified.

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My reaction to the four highlighted measures of success (quality of teachers, climate among teachers and administrators, quality of candidates for teacher openings, and parent satisfaction) is that parent satisfaction is guaranteed if you have the first three. That is the tricky part.

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I agree with the three major responsibilities of "the job" as suggested by the research except that it leaves out personal interaction with the students. That should be included as well.

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My general reaction to the findings the research presented in this article is that it really hits home. This being my first year as principal, with two first year assistants, I find it difficult to find enough time in the day to accomplish everything.

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Great article. Probably one of the most informative one yet. I really like the concept of preventive maintenance on your orfganization. We are constantly doing preventive maintance on issues that arise daily. I feel rthat some of the problems is that we do not continue with certain programs allowing them to be successful. We face other issues with a new group of students and have to adjust to the problems that tthey bring.

I really enjoy the part on how to bring people over to your side. The problem still is the older staff members. How do you bring these people over to your side. Passion for a cause does not always win these people over? They are set in there beliefs and have given all the extra that they are going to give. They feel that the younger teachers need to step up. The problem is if you can't get them to by in then what recourse do you have. A letter of reprimand, an improveement plan? Its 2 years in trying to remove an incomp. employee. And with that you better have all your I's dotted and T's crossed.

Sometimes passion for your cause is not met with the same desire. Giving some the power to make decision can cause you more work than you doing it yourself. Teachers do not know the law and are nt the ones answering the phone when the upset parent calls. We made a drastic change last year. To many students were being tardy to class. A problem that I inherited and a problem that needed fixed. A solution was presented and falculty senate was allowed to tweek. The only statement that I made is that this was going to be a school wide decision and that everyone needed to back each other. Administration would take the heat but when parents coplained we wanted the teachers to back us. The tardy problem was resolved. Teachers loved it. But still I have teachers that try to circumvent this policy. This article gaver some insight in trying to win these people over. I need to empower more, but all stakeholders need to part in doing more.

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THis article touches base on the cocept of what leaders need to move their school toward change. I always try to make decissions that are in the best interest for the student and school. We have so many factors to consider, but the student is the common denominator that is found in everequation.

Always be informative to your staff and community. This year I started a distribution list with parents to help keep them informed. Mailing is so exspensive and sending newsletters home through higgh school students is cause for a janitorial mutiny. This has worked out great. I receive several emails a day from parents asking to be placed on the distribution list. This has happened through word of mouth from other parents.

Probly the hardest concept again is ditribution of leadership. At this time I have only a few whom are willing to accept more. Older staff equals "I put my time in let someone else do it." We need to realize that we are in a flux of constant change. We must be willing to change and adapt or will will not evolve. Everyone needs to be a part of the change. Everyone needs to lookat each child as if they are their own. Everyone needs to want and do whats best for each child.

It was the second time watching Mr. Hollands Opus with my daughter that I realized that this is the type of teacher I expect for my child. The love, passion, hope and care that he showed each child that he encountered. THis ios the type of person I strive to be. Do I make mistakes? Everyday. But I always try to aire on the students side.

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The skill "Evolving and Reflective" is a top priority for me. I regularly read a wide variety of materials to help me better understand leadership, education trends, and technology. While I encourage my assistants in the same behavior, they both have small children and handle short articles with specfic foci, rather than books. I encourage continuous growth and reinvention in my faculty by supporting their efforts to try "new things" in the classroom and by copying articles that deal with their subject area or interest areas.

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Visability is a key issue for us at RHS. Students and faculty continually talk about how much we are in the classroom. Our visibility not only affords us the opportunity to suggest areas for focused improvement but also gives us a great opportunity to offer praise on a regular basis. The one area that I could improve upon is closing my door to get some things done. I rarely close my door and believe it could be a measure to help get some jobs done more efficiently.

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Steve, I could not get the summary topics to open.

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