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Validation as Productive Accountability

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Adopting validation practices as a form of accountability helps us know if we are doing what we said we would do. In this video, a school district leader describes her team's validation practices and how they support accountability across the organization.
  • How do you validate what you said you were going to do? 
  • How do you validate what your team said they would do?
  • What, if any, practices could you incorporate to improve accountability and validate actions? 

 

00:01
so validation by definition is really
00:07
the act of confirming something
00:10
documenting tracking it’s in essence
00:13
saying yep we’re really doing what we
00:16
said that we are going to do one example
00:19
of how we use validation in our district
00:24
is by tracking what we say that we’re
00:28
gonna do I don’t know if your districts
00:31
utilize the 30-60-90 new staff process
00:37
if you don’t I recommend it because I
00:40
think it’s one of the most powerful
00:41
tools that we can use we have a system
00:45
in our district to help keep us on track
00:48
where every time that we have a new
00:53
staff that is hired at any point during
00:55
the year part of that checklist process
00:58
for the onboarding of the new staff is
01:01
to have a shared spreadsheet between all
01:04
the buildings updated and then we’re
01:06
given opportunities during leadership
01:08
team meetings to check in and validate
01:11
that we’re actually doing what we said
01:13
that we are going to do another part of
01:19
that process to help ensure that the
01:23
30-60-90 day routing happens is someone
01:28
schedules reminder calendar appointments
01:31
for principals so I did some support
01:33
staff hiring this summer and I already
01:36
have reminder invitations in my Google
01:38
Calendar to make sure that I remember to
01:41
get that introductory rounding on the
01:45
books we also do regular rounding we’ve
01:52
been talking about that a lot and I
01:54
think one of the most powerful tools for
01:57
us to make sure that that stays a
02:00
hardwired practice is the fact that we
02:03
check in we check in on our progress
02:06
every 60 days so validation is very much
02:11
accountability but I also think that
02:14
it’s an
02:14
horton to stress that we have created as
02:17
a leadership team culture the fact that
02:22
if you’re not on track
02:25
that’s not seen as a judgment and it’s
02:28
okay we validate together we validate
02:32
visibly it’s extremely transparent and
02:37
so for example going from staffs of 40
02:43
people 65 people to a hundred and five
02:48
it was a big shift for me and doing this
02:53
process of validation at multiple points
02:57
during the year really helped keep it
02:59
real for me but it also helped me be
03:04
able to be super transparent when I
03:05
wasn’t meeting my goal and it gave me
03:10
the opportunity to reach out to my peers
03:13
and say hey you’re on track what are you
03:17
doing how do you manage a building of
03:21
your size and stay on track and I
03:25
honestly believe that if we weren’t so
03:27
transparent about valantine validating
03:30
our tactics I might not have the courage
03:33
to be that vulnerable and pick up the
03:35
phone and call and say hey it’s not
03:39
happening for me
03:49
you

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