Facilitators: Michael Iannini
Date: Please see below for the dates for each Module, which begin June 1, 2019
Venue: Cyberport, Hong Kong
Target Group: Teacher Leaders, Coordinators and Heads of Department
Teacher leaders, Coordinators, Department Heads, Vice-Principals and non-academic team leaders are the heart of the school. They are the true change agents and will be the most effective tool in ensuring transformative and sustained change. This program will instruct participants how to foster greater interdependency among team members and develop a sustainable collaborative team culture. Teacher lead teams that communicate effectively, stayed focused on a shared purposed and work interdependently improve student learning!
Participants in this program will:
The Middle Leaders Development Program supports leaders to adapt their leadership skills and strengths to the unique obstacles they’ll face throughout the school year. This is an exciting opportunity to have staff at all levels of experience work together to improve their teams’ performance.
"Firstly I wanted to reiterate my thanks for facilitating a course that has had probably the most significant impact on my professional development of any PD I have ever taken part. in. When we revisited the overall vision/strategy/outputs and discussed how we were essentially developing transformational leadership skills to enable us to to work with any team, going through a process of alignment, developing buy in and facilitating a sense of purpose it all clicked." ~ Alex Hughes, program participant.
Survey plays an important role in this program to ensure program content and engagement can be differentiated to meet the needs of each participant. The survey and assessment process includes:
Michael’s journey in education began 20 years ago as a research assistant at the Arizona State University Child Development Laboratory, where he studied mixed age playgroups and conducted studies of how children retain and recall information. Before moving to Asia in 1999, Michael consulted with the Children’s Action Alliance and the Arizona State Government on how to best serve children with special learning requirements. During these years Michael developed an appreciation for and honed essential skills to ensure the best interests of students were being met. Collaboration, consensus building and navigating complicated organizational hierarchies were the skills Michael developed during this period and the experience that he reflects on when consulting with schools that want to improve collaboration across the school and focus all staff, academic and non-academic, on serving the best interests of their students.
Since moving to China in 1999, Michael was first a teacher and then left the education field to start up, grow and sell two successful information technology businesses, which provided services to schools but predominantly serviced Fortune 1000 Companies. One of Michael’s startups was in India, which helped him to learn to reflect on his successes in China and adapt them in India. During these years Michael learned how to satisfy the needs of a diverse group of stakeholders, develop cross-cultural leadership and communication skills, as well as continue his studies in Building Effective Teams and Strategic Planning.
Michael returned to the education field in 2008 and began to work with a number of Not-for-Profit Organizations, International and Chinese Bilingual schools to develop curriculum, train teachers, devise parent engagement strategies and consult leadership on staff capacity building strategies, which has included a long and mutually beneficial relationship with ACAMIS and its network of schools. This period of Michael’s life allowed him to gain greater insight into Adult Learning Pedagogies and he began consulting schools on Board Governance.
Michael’s facilitation experience is a result of his evaluating and training the teams in each organization he has served as well as his passion for education and continual learning. He currently resides in Hong Kong with his wife, an international school teacher, and their daughter and son, all of whom continue to challenge and stretch his understanding of leadership and communication. Michael is an Affiliated CIS Consultant and is contracted by ACAMIS to coordinate and facilitate Professional Development opportunities for its members.
In order to motivate and influence our teams, we need to understand ourselves and how our priorities affect others. Influence is not about being pushy. Influence is about looking at the problem from the other person’s perspective and then explaining your own views in order to influence their decisions.
If you want to be influential you need to be able to understand yourself and your reactions as well as understand other people’s perceptions. The DISC model groups four common behavioral patterns found universally in all people on earth. This simple four quadrant model is used to articulate the common ways that all human beings tend to act and communicate.
This program is divided into four (4) workshops. The first workshop is a full day and will introduce Middle Leaders to everything they must achieve within the first 30-days of the school year. This includes:
The next 3 half-day workshops focus on Collaborative Communication, Goal Setting, Mitigating Conflict and Communicating Team Performance. The learning objectives for these workshops are:
Modules 1-4*: 6000 HKD / participant
DISC Assessment: 700 HKD / participant
* A 10% discount will be given for 3 or more registrations from the same school and a 20% discount will be given for 6 or more registrations from the same school.
If a participant is unable to attend a workshop or meet a milestone deadline, the facilitator will schedule a 1-hour coaching session with the participant to ensure they are able activate the learning from the missed workshop and that they can be active contributors in the next workshop.
The first workshop is a full day on a Saturday and the remaining 3 half-day workshops will be facilitated on Tuesdays, start at 1pm and finish at 5pm.
May 2019 Participants are surveyed to understand their familiarity with the content and given readings and an assignment to prepare them for the first workshop.
June 1, 2019 Module 1 – Defining Leadership and Team Formation
August 2019 Participants take the DiSC Everything Workplace Profile Survey
September 10, 2019 Module 2 – Collaborative Communication (DiSC) and Setting Goals
October 22, 2019 Module 3 – Managing Difficult Behaviors
November 26, 2019 Module 4 – Performance Feedback
June 1, 2019
Group norms are formed in the first meeting, whether you intend them to be or not, and once formed can be incredibly difficult to address in later stages of team development. This workshop will help you define your role as a leader, facilitate effective team meetings and provide you the tools necessary to ensure your team is clear about its purpose and buys into the processes that will govern the team.
Essential Question: What do I need to know and be able to do to lead a collaborative team?
September 10, 2019
To be influential and capable of motivating disparate team members, team leaders must understand how to adapt their leadership style to accommodate the beliefs and behavioral patterns of team members. Participants will use their DiSC results to learn to adapt communication for different team members and use communication strategies to mitigate barriers to communication. Participants will next learn how to establish effective goals, in the form of an inquiry, that addresses the needs of the team members, the team and the school.
Essential Questions: How can I adapt my communication and leadership style to improve my influence and effectiveness as a team leader? How do I align individual, team and school objectives?
October 22, 2019
2-3 months into the school year group norms begin to get tested and members will begin to question their role on the team. The team leaders role at this stage should be more focused on reinforcing the purpose of the team, the role that each member plays and how to foster greater interdependency between each team member. Effective meeting management at this stage of the team’s development is crucial.
Essential Question: How can I mitigate conflict in meetings, and amongst team members, to ensure we are focused on our team purpose and goals?
November 26, 2019
Transformational change is empowering and sets the stage for continuous improvement across the school, but sustaining the systems that enable change requires consolidating successes, understanding set backs, continuous feedback and continued investments in process and people.
Essential Question: How do I effectively communicate about team performance and ensure a safe environment to communicate with team members?