Stretch and Challenge | CLF Conference

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It is probably true… that consistently, deliberately and purposefully pitching learning just beyond a child’s present ability, that point between confusion and boredom, is perhaps the hardest part of teaching. This requires a depth of awareness of where each child is and specifically what each individual needs to do next to learn and make progress.

It is also probably true… that good lessons have the ability to stretch and challenge 80+% of children, whereas a great set of lessons stretches and challenges a different 80% each lesson. This requires teachers to become expert coaches who have a depth of subject and age-related knowledge, formatively assesses and use effective feedback to know where each child is with their learning, has the ability to use this to plan for progress, has an in-built ethic of excellence and the in-lesson awareness to intervene with effective questioning, explanation and modelling. Effective coaching happens when there is a consistent application of these elements over time, so that…

“…success is not a random act. It arises out of a predictable and powerful set of circumstances and opportunities (provided by teachers and others).” (Malcolm Gladwell)

The following reflects some of the best practices across the Federation and identifies the key aspects for securing stretch and challenge in all classrooms…


What if… Ofsted are right? that the stretch and challenge of all children should be based on having consistently high standards of what each pupil can achieve, including the most able and disadvantaged…and assessment that informs planning for pupils who are falling behind in their learning or who need additional support enabling pupils to make good progress and achieve well?

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…and that when looking at books… there is the level of challenge and evidence that pupils have to grapple appropriately with content, not necessarily “getting it right” first time the work is not too easy?

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What if… the ability to plan for and to challenge and stretch children is impossible without a depth of knowledge that encompasses…

  • subject/age-related understanding of standards and expectations – that enables appropriate pitch as well as igniting an interest and passion around specific and well-ordered content?
  • a deep understanding of the key concepts and importantly the key mis-conceptions that are built into the progression of a subject or area of learning?
  • knowledge of exam and age-related expectations to provide precise planning, task setting that ensure that children are stretched and challenged around the appropriate content?
  • Knowledge of pedagogy – how to plan to pitch learning, plan lessons, activities and other elements of pedagogy to secure progress.

What if.. one of the key levers in stretching and challenging children is the subject passion from teachers who inspire young people to achieve more. Teachers have huge influence – and with that opportunity comes great responsibility:

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What if… this passion is particularly portrayed through the language we use? It is language that motivates and perhaps more importantly inspires interests that enhance young peoples lives. What if… we analysed our own use of language and identified phrases and approaches that automatically set limits (often unknowingly) on what children can achieve or indicate limits to what we believe is possible?

What if… planning to stretch and challenge requires:

  • lesson objectives that genuinely stretch children based on where they are in their learning.
  • feedback and previous progress is the basis for the planning of each lesson – teachers show the flexibility required to respond and pitch lessons by child.
  • flexibility within lessons enable learning, tasks, questioning to be altered to maintain challenge and pitch.
  • peer-to-peer learning is used to support and accelerate progress.
  • different tasks are required to stretch children who are at different points in their progression.
  • lessons and content need to increase in depth rather than breadth to support increased challenge and stretch.
  • absolute clarity around what the age-related or exam-expectations are to direct learning appropriately and stretch in the right areas.
  • have high expectations of what is possible and what children can achieve.
  • Build resilience in pupils who develop GRIT and a growth mindset to spend more time outside of their comfort zone.

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What if… children do not produce their best work often enough and tread water in the mediocre? It might be that we rarely stretch and challenge students to produce their very best work and that much of the work produced falls in the bottom quartile of what what they are capable of?

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What if… children were stretched and challenged to produce work that is skewed to the right, toward excellence and not left where it probably sits at present?

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What if… there is an ongoing and accessible record of a child’s best pieces of work so that there is an immediate benchmark to build from (perhaps at the front of each book).

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What if… children can fly if they truly believe they can? 

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The moment you doubt whether you can fly, you cease for ever to be able to do it.” (from, Peter Pan)

What if… teachers always started from the position that all children can achieve their potential? and What if… this was portrayed in the manner, language, optimism and challenge that teachers have for their classes/children?

What if… we understood that a child’s beliefs can limit what they believe to be possible and worse still that as teachers and educators our beliefs can also limit what others believe that can achieve?

“Tread carefully on the dreams of children; they are fragile”

“…and release them to achieve their podium position…”

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What if… to stretch and challenge individuals practise needs to be …intentional, aimed at improving performance, designed for (their) current skill level, combined with immediate feedback and repetitious.”  (Malcolm Gladwell) … enabling children to  over-perform.

What if… creating these conditions and the opportunity to stretch and challenge children requires teachers to be expert coaches who…

  1. Opportunity – creating the opportunity for children to learn and work just beyond their present ability.
  2. Competition from like-minded individuals – create a ethos and atmosphere of sharing and feedback that balances competition and co-operation.
  3. develop GRIT – supporting children to focus on long term goals, ignoring short-term distractions. Often re-doing and re-drafting for example.
  4. seek Deliberative practise – based on precise feedback support children to practise and apply understanding.

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What if… this seeks to…

“replace the patchwork of lucky breaks, context and arbitrary advantages that determine success…with a system (learning) that provides opportunities and the conditions for all to feel success.” (Malcolm Gladwell, adapted)

What if… planning, tasks and activities are informed by Blooms and SOLO taxonomy? That these frameworks support children to be appropriately stretched and challenged.

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What if… we sought more often to escalate lessons and tasks from closed to open and (more often) to challenge children to apply, analyse, synthesis and evaluate their developing understanding. What if… too often children spend time doing what they can already do?

What if… we pitch lessons in the proximal zone? and that the real challenge is to plan learning so that as many children are kept in their proximal zone for as long as possible, just beyond what the child is capable of, supported by a peer) … or in a state of FLOW (that area between boredom and anxiety)?

What if… good lessons stretch and challenge 80% of students, but that in great lessons this is a different 80% each lesson? seeking to pitch and stretch all children over time… an ability that should not be under-estimated.

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What if… stretch and challenge also came from teaching to depth and seeking mastery around the key ideas and concepts.

More generally, in top performing education systems the curriculum is not mile-wide and inch-deep, but tends to be rigorous, with a few things taught well and in great depth.

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What if… we stretched and challenged children based on a development of a growth mindset (Dweck) – where an anything is possible. What if… it was the absolute expectation that children had to meet the standards. …ensuring, of course, that we do not set the bar too low.

What if… we are prone to underestimating what children are capable of and that this can be highlighted through modest lesson objectives. What if… by setting the bar high and seeking marginal gains we can expect more from children.

“People with Growth Mindsets and who show GRIT achieve more when they engage in deliberative practice … it is this practice that achieve marginal gains (Steve Peters), inching toward excellence.”

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What if… teaching focused more on the journey; on stretching and challenging children to seek “near wins” (Sarah Evans)

“The pursuit of mastery is an ever onward almost.” … “Grit is not just simple elbow-grease term for rugged persistence. It is an often invisible display of endurance that lets you stay in an uncomfortable place, work hard to improve upon a given interest, and do it again and again.”(Sarah Evans)


Maybe then…  children will spend more time in their proximal zone thanks to the expertise and pedagogical understanding of the teacher. A teacher who consistently, deliberately and purposefully pitches learning just beyond a child’s present ability, that point between confusion and boredom, so that children are kept in flow more often. Teachers, as expert coaches, use assessment and formative feedback, strong subject and conceptual knowledge to use elements of pedagogy that stretch and challenge all children over time.

…and maybe then, as teachers, we can be the spark of numerous ignition stories that are born out of an unswerving desire to stretch and challenge pupils; increasing the chances of individuals to be inspired and fall helplessly in love with a future passion…

“Beneath every big talent lies an ignition story – the famously potent moment when a young person falls helplessly in love with their future passion.” Dan Coyle

Dan Nicholls

October 2015

Great Leaders create movements that stick | Amazing is what spreads

“The Tipping Point is that magic moment when an idea, trend, or social behaviour crosses a threshold, tips, and spreads like wildfire.  Just as a single sick person can start an epidemic of the flu, so too can a small but precisely targeted push cause a fashion trend, the popularity of a new product, or a drop in the crime rate” (Gladwell, 2002).


It is probably true… that understanding how to “start a movement” is a key leadership quality at all levels within organisations. Why is it that somethings tip and others do not; why some approaches are adopted and become habitual and others not? It is also probably true that movements start when the conditions are right and you emotionally connect, tell stories, ignite action, reach the tipping point and propagate the conditions for contagion, so that ideas spread, are well adopted and become typical. 

Indeed it might be… that those organisations who create movements by seeking small but precisely targeted pushes turn the Flywheel (Collins), so that the organisation becomes and stays great. This is focused, deliberate change and improvement, based on an understanding of how to start and propagate movements and trigger change that sticks. Great organisations take bets where the odds suggest that change will be well adopted, aligned to core purpose, impactful and importantly … irreversible. Great organisations deliberately stay close to their flywheel and make a few well-placed bets on a few key irreversible strategies that matter and make the difference … it is around these that great leaders create, trigger, propagate and sustain movements.

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However…it is probably true that education is riddled with dead-end initiatives and unsustained changes – the consequence is either a wasteland of innovation or multiple initiatives; where a thousand flowers are allowed to bloom and wither often in rapid succession; all of which has a damaging impact on the credibility of the organisation’s leadership.


 Which beg the questions…  What are the conditions required for a movement to start? AND how, as leaders, can we start, propagate and embed a movement/change based on key leveraging strategies that stick and accelerate improvement?


The importance of the firsts followers, the lone nut and creating conditions for movements to thrive

What if… we understood how movements start and remind ourselves of this great clip and piece of observation from Derek Sivers … how to start a movementhqdefault

Derek Sivers: Blog: https://sivers.org/ff

“…remember the importance of nurturing your first few followers as equals, making everything clearly about the movement, not you. … be public. … be easy to follow! …remember leadership is over-glorified. … It was the first follower that transforms a lone nut into a leader. … there is no movement without the first follower. …the best way to make a movement, if you really care, is to courageously follow and show others how to follow. … so when you find a lone nut doing something great, have the guts to be the first person to stand up and join in.” (Derek Sivers)

What if…, as leaders, we…

“…take responsibility for enabling others to achieve a shared purpose.” (Sinek)

…understanding that by enabling others to achieve and by creating conditions for connection and collaboration we provide the opportunity for movements to start.

“What happens when you build an organisation that is flat and open? what happens when you expect a lot and trust the people you work with?” (Seth Godin)

What if… we were aware that great leadership is about creating a climate where movements happen; that these need to be well focused, but trust that it is amazing that spreads.f163eaa3b112c76e1f850c9a4ba57189 What if… we recognised that change and movements do not take hold where there is disorganisation; where an organisation is…

  • Passive
  • Divided
  • Drifting
  • Reactive
  • and prone to inaction

What if… sustained change and the conditions for movements to grow occur where an organisation is…

  • Motivated
  • United
  • Purposeful
  • Values initiative
  • Moves to action?

“The role of the leader is to enable, facilitate, and cause peers to interact in a focused manner…but still only a minority of systems employ the power of collective capacity.” (Fullan, 2010)


Igniting and propagating a movement that sticks…

What if… we understood that the spread of a new idea, strategy or approach is determined by the adoption patterns of this small group of ‘socially infectious’ early adopters and connectors in an organisation that enable the reaching of a tipping point (Malcolm Gladwell). Who are the Connectors in your organisation? or the sneezers…

What if… we knew who our “sneezers” are? After all it is the sneezers who “unleash the idea virus” (Seth Godin) These are the people who are listened to, who are respected and admired. If you can build up a core of evangelizers among these sneezers, Godin says, your idea is much more likely to spread. What if… we understood how ideas become adopted by a population…perhaps then we would be more successful at starting and creating movements…

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What if… it is about 16%?

Maloney’s 16% Rule:  Once you have reached 16% adoption of any innovation, you must change your messaging and media strategy from one based on scarcity, to one based on social proof, in order to accelerate through the chasm to the tipping point.

How many organisations fail to switch approach for new strategies and simply decide to re-invent or scrap it? Do we invest enough time in ‘social proof’ a demonstration of the effectiveness of the new strategy – measuring and communicating the impact? What if we understood that 16% is a significant tipping point; that point where the early adopters become interested – we then have a movement (if we seek and communicate ‘social proof’)

BUT…

What if… as senior leaders within organisations the actual tipping point is far beyond 16% – perhaps >80% after which the movement is embedded, change is sustained and habits become irreversible.

AND…

What if… we re-set our movements to ensure that there is on-going improvement that is fit for the time and focused on maximum effectiveness. An evolving, well positioned and aligned movement may require re-birth to maintain momentum of improvement and avoid plateauing:

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Diagram credit: Innovation-Management.org


Create the time, space and opportunity to connect and collaborate; creating the conditions for movement to trigger, propagate and become habitual.

What if … we understood the power of connection; actually the power of purposeful connection and collaboration. Remembering that connection means nothing without a commitment to move to action. Slide1 What if… we understood that an organisation cannot remain agile and innovative with a purely hierarchical structure (right side of diagram). That great organisations maintain a connected structure that supports innovation, grows its individuals and ensures that there is collective ownership and opportunity to drive the organisation forward (left side of diagram) (John Kotter). It is within this structure that your, connectors, sneezers, early adopters have the opportunity to follow and create a movement…remembering that it is the first followers that transform a lone nut into a leader and a fad into a movement.

What if… this also recognised that decision making is better done nearer to the action; that this is what empowers individuals to commit and convert into habit those things that make the greatest difference. (David Marquet) Slide1 What if… we understood that through connection and collaboration we grow resources and opportunity; we gain insight, ideas and innovation. This challenges that traditional assumption that change just costs time and money.


Getting out of the cave and inviting peers into our cave provides perspective and enables more deliberate focused innovation; we increase our odds of instigating the right movements around the things that matter…

What if… we get out of our cave and connect so that we create opportunity and increase our view of what is going to have the most impact; increasing our odds of success. What if this also involves inviting others into our cave to provide peer review.Deer_Cave_Mulu_National_Park_Borneo_Malaysia

Image Credit: wallpaperweb


Tell stories that connect emotionally and tell of a bright future, trigger movements and compel people to action?

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What if… we shared stories that motivate: Stories that are about SELF, are about NOW, are about US and are about the FUTURE. People respond to stories; how often do leaders use stories to  make an emotional connection? We are pre-disposed to responding to stories; we understand our world through story and strong leaders understand this; and will passionately link stories to the WHY and the moral purpose.

“The Story is everything.” (Spacey)

What makes a good story?… Kevin Spacey highlights the need for… CONFLICT, AUTHENTICITY and AUDIENCE. kevin-spacy-cmi Stories create emotional connection:

“People change what they do less because they are given analysis that shifts their thinking, than because they are shown a truth that influences their feelings.” (Kotter)

John West-Burnham highlights the importance of describing a preferred future.

“Successful and credible leaders are able to tell compelling and credible stories about the future – they are leaders to the extent that people accept and value the future they describe.” (John West-Burnham, 2012)

Stories bind movements together they give reasons to start movements, they tell of a worthwhile future and they connect emotionally; it is the story that moves people to action.

Inspired leaders, organisations and teams find their deepest purpose – their ‘why?’ – and attract followers through shared values, vision and belief.” “this has the ability to transform the fortunes of a group or enterprise – activating individuals, providing a cultural glue, guiding behaviours and creating an overall sense of purpose and personal connection.” (James Kerr, Legacy, 2013)


Movements are more likely to take hold and become habitual if we KISS and avoid complexity – Complexity unravels good ideas, diminishes adopters and stops ideas sticking.

What if… we understood that we needed to  “Keep it simple, stupid?” The KISS principle states that most systems work best if they are kept simple rather than made complicated. Complexity is the enemy to creating a movement or implementing change. Where strategies mis-fire, or change is not adopted, or where there is limited consistency and low habit development, complexity is likely to be the cause. What of we… also recognised that:

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 What if.. we also understood that when a thousand flowers bloom we are not deliberate or focused enough on propagating and developing those ideas that really matter that really make a difference. Innovation and movements need to be few, deliberate, leveraging, focused, contagious, simple and compelling. 


Wide held and owned set of beliefs in what is possible maintain movements and make them stick. Great organisations have deep, clear and simple beliefs, that are widely held and applied. These underpin the success of any movement or change. Where change or a movement mis-aligns with the underlying belief it will mis-fire.

What if… there is a wide-held and embedded belief in the organisation that we can do things that are amazing? The type of belief that enables and levers success from deep within the organisation – a belief that lives and breaths –  it is felt, insidious and ubiquitous; it is in the air.

“To accomplish great things, we must not only act, but also dream; not only plan, but also believe.” (Anatole France)

What if… we build this belief into great ambition, purpose and drive? Quotation-George-Akomas-Jr-decision-promise-belief-success-commitment-Meetville-Quotes-66977

“Whether you think that you can, or that you can’t, you are usually right.” (Henry Ford)


 Making movements stick. “Fire bullets then cannonballs” (Collins)

What if… we sought stickability of change and movements? Not only does change or movement need to be compelling, it also needs to stick around. Creating a movement or instigating change should consider if it will stick, a year, two years, three years… if not, don’t launch or invest energy and time, it is futile. The stickiness and sustainability of change is key; it needs to have legs! Education is a wasteland of terminated, washed-up initiatives. This is a real problem, because where organisation are initiative rich and these rarely take hold, the leadership reputation is eroded and damaged; further innovation becomes less likely to stick.

What if… we fired bullets first to test the water and then fully back those ideas that have the potential to be sticky, by firing cannonballs.

““the stickiness factor”, is a unique quality that compels a phenomenon to “stick” in the minds of people and influences their future behaviour.”

What if… we understood how to make ideas stick? and we considered the six principles of sticky ideas (“Made to Stick”, Chip and Dan Heath).

  1. Simple
  2. Unexpected
  3. Concrete
  4. Credible
  5. Emotional
  6. Stories

Maybe then…

  • we would understand the dynamics of how to start, propagate and sustain a movement (change) around the few things that matter; the few things that make the difference.
  • we would better understand that it is more about the followers than the lone nut leader. That moving from 16% to 80% is the measure of success as well as understanding that re-invigorating change is required to avoid plateauing and sustain a trajectory of improvement.
  • we would create the connection and conditions for movements to start, ensuring the checks and balances are in place so that we back those movements that are deliberate, effective and well targeted… avoiding a thousand flowers blooming and then wilting.
  • We would use story to emotionally connect and move people to action.
  • We would take bets on a few ideas and strategies that have a high chance of success. where success is measured in sustainability, adoption, impact and whether the change will become irreversible (or evolvable in the same direction) Will this be in place – consistently applied in 3 years time?
  • We understood the key components for making change stick; the stickability factor.
  • We would KISS and avoid complexity; because complexity kills movements.
  • We would get out of the cave and invite peers into our cave more to get perspective and better understand the movements we need to create; having that wider view.
  • we would align belief about what is possible .. about what the future could be .. and that this aligned to a deeply held moral purpose .. that recognise that everything is possible .. so long as we are willing to do whatever it takes.

“Great leadership is the ability to place bets on the few things that matter; that have impact – great leaders use a wide-view to create and propagate movements that reach tipping points, achieve irreversible change and lasting impact. This enables a metronomic and efficient turning of the flywheel.”

May 2015

Disadvantaged children | think low attainment not low ability

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“What if… we view disadvantaged children as low attaining and not as low ability, instil a deep and widely held belief in what is possible and then set eye-watering targets that underline our ambition to overcome the inertia of context.”

It is probably true that… Primary and Secondary schools need to do more to close the gap in attainment between disadvantaged and advantaged children; perhaps seeing it more as low attainment and not low ability or delayed progress and not that there is a limit to a child’s potential. We know that gaps appear early (ages 0-4) and widen through a child’s education. All of which has a deep impact on the child’s life chance and success that ultimately leads to generational cycles of poverty and disadvantage.

Which begs the question… what does it take to close these gaps and disrupt the loop of unequal opportunity and outcomes?

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What if… education reinforces early advantage and accumulated advantage for advantaged students and inadvertently creates conditions where early attainment gaps widen?… do we disadvantage the disadvantaged?

Malcolm Gladwell identifies in Outliers that we often perpetuate early advantage. He exemplifies through the Canadian Ice Hockey League where those children selected at 4 and 5 years old, are generally the oldest and largest children; having their birthdays in Jan, Feb and March. These children enter the hockey Academies, experience great coaching, many hours of practise (largely deliberate in nature) and of course they thrive, out-strip their slightly younger peers and go on to be professionals. Not because they are more gifted or talented than those children born later in the year, but because they were a quarter to fifth older and larger than their peers when selected…what happened next just served to prove the selectors and scouts right.

“Autumn born students showed higher attainment and made more academic progress over KS3.” (DfE, 2012)

What if… as educators and teachers we are complicit in the widening of gaps and perpetuating the early advantage of students from advantaged backgrounds?

“Within the complex landscape of differential attainment, socio- economic disadvantage appears to be the most consistent predictor of attainment, particularly for children and young people from white ethnic groups.” (Ofsted)

What if… we recognise that low attaining disadvantaged children on entry to Primary and Secondary school are actually low attaining and not low ability. What if we are actually see “delayed progress” and not fixed ability or limit our belief in what disadvantaged children can achieve.

What if… there is a wide-held and embedded belief in the ability of all disadvantaged to achieve and attain – life enhancing qualifications and skills that will break the generational cycle of poverty? What if… we did not assume that this belief exists? The type of belief that enables and levers success for disadvantaged students needs to be to depth and has to live and breath in the organisation – it has to be felt and ubiquitous in all that happens.

What if… we build in greater ambition for disadvantaged students? At the start of secondary why do we not set low attaining disadvantaged children a full level of progress each year?

What if… we understand that this higher ambition and action seeks to close early gaps in literacy and numeracy for example – because these gaps disenfranchise children from their education and maintain the loop of poor outcomes, with each generation.

What if… we understood that disadvantaged students are prone to “self de-selection”. They are more likely to see an opportunity, chance or activity as not for them and de-select themselves. What if we had a policy of “meeting them there” – to ensure that disadvantaged children attend extra-curricular events and attend trips etc. … and to deliberately plan lift the cultural capital for each child.

What if… we understand that disadvantaged students are more likely to have an external locus of control and more likely to assume that their experiences and opportunities in life are determined by others and that they are not in control of their own destiny (internal locus of control). All of which links to the self-esteem and self-confidence that is more prevalent in advantaged households, where there is an assumed progression and a greater internal locus that expects individuals to take control of their future; making things happen.

What if… we understood that not all disadvantaged students are disadvantaged and that there are many advantaged students who are disadvantaged? Do we use our own understanding and soft intelligence to identify our actual disadvantaged cohort?

What if… we sense-checked our pupil premium spending to ensure that the strategies we are using are not in fact enabling advantaged students to flourish further,(obviously no bad thing) but that they targeted at enabling disadvantaged to close the gap and achieve. This can only be born out of a deep understanding of what being disadvantaged really means.

What if… we realise that pupils premium spending should be proportionate to the numbers of disadvantaged and that only by measuring impact can we truly understand what and how we close the attainment gaps?

What if… we gained a deeper understanding of what it means to be disadvantaged – not because we intend to mis-understand the complexity of socio-economic disadvantage by creating unhelpful generalisations, but so we can find a language, approaches, strategies and teaching that unlocks and reverses the disadvantaged inertia that slows/delays progress.

Key factors can include: worklessness, low parental education, lower ambition, less well informed choices, poor home study routines, poor diet, overcrowding, alcoholism, violence, chaotic homes, lower access to books, tables, further resources, reduced cultural capital, visits, newspapers, discussion, debate… (obviously these are generalisations – there are many disadvantaged backgrounds that support and provide conditions for children to thrive and achieve beyond that achieved in advantaged households.)

“Students’ academic attainment and progress are strongly influenced by the education level of their parents. Influence of Fathers’ qualification levels only half as strong as mothers. Positive parenting experiences, especially the early years Home Learning Environment (HLE) helps to promote better longer term outcomes.” (DfE, 2012)

By understanding context we can inform the quality of provision that enables all children to exploit their one chance.

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What if… we understood that gaps in attainment happen early ages 0-4 and that these gaps typically widen through Primary and Secondary education. “Success is what sociologist would call accumulative advantage.” (Gladwell, 2008)

“Overall, attainment gaps are present from the early stages of education and progressively worsen during transition and through each phase.” (Ofsted)

What if… we understood that these gaps widen because of the Matthew Effect: “it is those who are successful, in other words, who are most likely to be given the kinds of special opportunities that lead to further success.” (Gladwell, 2008)

Differences in academic attainment and social-behavioural development related to background emerged early (at age 3) and remained fairly stable to age 14. (DfE, 2012)

What if…  the quality of Nursery education is a key determining factor. It is not uncommon for gaps to be significant at Reception and that this often directly relates to whether the child has attended Nursery and then whether this is of good quality.

What if… we understood that the summer holiday break (in this instance in the US) has a greater impact on disadvantaged children than advantaged children exemplify the home-advantage of advantaged children…

“The wealthiest kids come back in September and their reading scores have jumped more than 15 points. The poorest kids come back from their holidays and their reading scores have dropped almost four points. Poor kids may out-learn rich kids during the school year. But during the summer, they fall far behind.” … “Virtually all of the advantage that wealthy students have over poor students is the result of differences in the way that privileged kids learn while they are not in school.” (Gladwell, Outliers, 2008)

What if… we took seriously our collective system leadership responsibility for supporting families and by extension all children to make strong progress between 0 and 4. Fully exploiting the potential offered by all-through Academies. This connects the dots and works to remove/improve damaging transitions.

What if… all leaders and teachers are leaders of learning? And that this is never divorced from an on-going and deep dialogue about how we best-teach and support all children to close gaps. Indeed we have a moral obligation as leaders to close these gaps, because only then do we enhance life chances, break the generational cycle of poverty and leave a legacy that we can be proud of.

“Disrupt the loop of unequal outcomes.” (Ofsted)

What if… targets for disadvantaged students were set to close gaps (not to maintain them)? Too often we set targets that simply maintain the gap (for example 4 levels progress for all). And in this moment we limit what is possible and set our ambition for disadvantaged students – we are confirming previous disadvantage – we are seeing disadvantaged students attainment as their potential and limiting our ambition for them. Disadvantaged students need the opposite of this … to be offered a deep belief in them and their ability and that with the appropriate provision delayed progress can be reversed – not least because we should see low attainment not ability and that progress is delayed not a reflection on the child’s ability or potential.

What if… we understand that quality first teaching is what matters for exploiting potential and enabling accelerated progress of disadvantaged students? Indeed quality teaching has a disproportionate impact on disadvantaged children (and in contrast to summer holiday progress, above)…

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…underlining that disadvantaged students make greater progress than advantaged students when they receive quality teaching – perhaps highlighting the appetite of disadvantaged children to learn, again reflecting delayed progress not innate ability.

“The effects of high-quality teaching are especially significant for pupils from disadvantaged backgrounds: over a school year, such pupils gain 1.5 years’ worth of learning with very effective teachers, compared with 0.5 years with poorly performing teachers … For poor pupils the difference between a good teacher and a bad teacher can result in a deficit of a whole year’s learning.” (Ofsted)

What if… we realised that where Academies only go as far as identifying disadvantaged students on seating plans (or similar) that this could be limiting potential of disadvantaged students; as teachers make unhelpful assumptions about the child’s potential and become content that this child is keeping pace (or slightly behind the progress of advantaged children!)? Quite the opposite is required; disadvantaged children need to outstrip the progress of advantaged children – targets need to reflect greater gains in progress.

What if… we enabled a continuous discussion and strategy-sharing between teachers and pastoral staff to identify strategies and approaches that specifically support disadvantaged children – and that these are made explicit and employed to support students to make accelerated progress.

What if… we recognised that it is the quality of feedback (built-in, not after the event – that is particularly important for disadvantaged children) and what is done with it as well as the quality of differentiation that has the strongest opportunity to accelerate the progress of disadvantaged students.

“To build a better world we need to replace the patchwork of lucky breaks and arbitrary advantages today that determine success–the fortunate birth dates and the happy accidents of history–with a society that provides opportunities for all.” (Malcolm Gladwell)

What if… we considered the language that we use in lessons and across the Academy when talking about children with low attainment or delayed progress? How often do we talk about ability as if it is fixed or imply that there are limits and ceilings for some children. How far do we employ a growth mindset approach and a language of effort and opportunity?

What if… we remember that effort and opportunity are the greatest determinant on success in almost every area of life? Dweck, Coyle and Gladwell provide compelling evidence that learning and progress is achieved through effort, deliberate practice and the development of myelin within the brain. Disadvantaged students are not wired differently or born less clever…all of which demonstrates that (almost) all gaps can be closed and rates of progress increased. (Accepting that extreme neglect in early childhood can create physical changes in the brain).

Perhaps all of this will help to disrupt the loop of unequal opportunity that hold disadvantaged children back; reversing the cycle of poverty.

“Children experiencing poverty face multiple disadvantages that often continue throughout their lives and all too often continue on to the next generation.” (Child Poverty Strategy 2014-17)


Maybe then…

  • There would be a deep and wide-held belief in the possibility of closing all gaps. That there is eye-watering ambition for all students.
  • We would not equate low attainment as low ability. Such that our targets should reflect an acknowledgement that this is delayed progress.
  • We would develop  a greater understanding of what it means to be disadvantaged.
  • We understand that the educational system actually reinforces and perpetuates gaps, because cultural capital and early advantage enables advantaged students flourish.
  • We use system leadership and connections to equalise access to early advantage when children are 0-4 and through Primary into Secondary.
  • We no longer set targets for disadvantaged that simply maintain or worse open gaps wider for disadvantaged students.
  • We would realise that we often put into place strategies and approaches (perhaps through pupil premium funding) that simply enable advantaged students to continue their “accumulated advantage.”
  • We continue to invest in quality first teaching (particularly feedback and differentiation) so that disadvantaged children are freed and supported to make progress.
  • We remind and promote that ability is not fixed and that through effort and deliberate practise everything is possible.

“Education and organisations should be judged by how well it supports its most vulnerable and disadvantaged to achieve and feel success.”

May 2015

To grade or not to grade… is probably not the question?

obs in time

“Whether we grade observations or not, we need to ensure teaching is increasingly progress-orientated and outcome-orientated – concentrating the strategies that provoke progress and secure outcomes for students.”

It is probably true that we should not determine the quality of teaching based on short lesson observations, but use a triangulation of evidence that identifies the typical quality of teaching; evaluating the effectiveness of teaching for securing progress-over-time and its success in securing strong outcomes for students. (outcomes in a broad sense as well as”attainment”) 

It is also true that we need to ensure and support teachers to find their way to great progress/outcome-orientated teaching that has a deep impact on students life chances. It is this autonomy that secures the motivation and ownership to reflect and stretch toward mastery.


We should, however, explore the assumption that grading teaching denies formative development; understanding that it perhaps provides the framework for improvement. Without a descriptive continuum of effective practices there is a danger of mediocrity. Particularly as…

“Not all approaches aimed at securing progress over time are equally effective or equally well delivered”

So this begs the question how do we develop a deep understanding of what secures progress, how do we measure the quality of teaching and how do we ensure that feedback to teachers is precise, owned and liberating, such that it sparks deliberate improvement, debate and improvement? It is difficult to see how we do this without a  descriptive continuum of what matters. We can rename the continuum, but when we consider progress-over-time and outcome-orientated teaching not everything is equal…or equally well delivered. Slide1


What if we fully understood how we move from this…Slide8To this… (where teaching is progress and outcome-orientated?… and that it is this that is rewarded and developed?)

Slide16

What if we understood that measuring quality of teaching through observation alone only measures a teacher’s ability to perform a lesson by tumbling and jumping between different teaching and learning strategies to tick enough of the criteria to get them over the Good line? What if we understand the limited sample that a lesson observation provides?…(shown as the vertical line below)

jumpy progress What if we firmly framed any episode of learning or scrutiny in the context of student progress, in the past and into to the future as the measure of the typicality of teaching?… such that it becomes a measure of how:

  1. Progress-orientated the teaching has been, such that students have made good progress over time.
  2. Outcome-orientated the teaching is, such that students achieve in the future.

What if we viewed the window of observation as an opportunity to measure progress over time and future progress?… obs in time


What if we examine, reward and measure the conditions, teaching habits and approaches in lessons that give us evidence that students are making progress over time and are aimed at achieving worthwhile outcomes?

What if this involved us recognising and identifying poor proxies for learning and being smarter at evaluating what we see? (from Robert Coe)… Slide21

“every child a powerful learner” (Steve Mundy, 2015)

So given that not all approaches/strategies are equally able to leverage progress over time and that some proxies are compelling, even blinding, what should be valued to ensure that every child is a powerful learner? What if progress-orientated and outcome-orientated teaching was revealed in…

  • The quality of teacher subject knowledge, concept (and misconception) understanding as well as pedagogy understanding.
  • and that this was revealed in the quality of direct instruction and the ability to impart knowledge and to understand how students learn and make progress in their subject
  • and that this was expertly revealed in the quality of questioning that accelerates learning and unlocks understanding (perhaps the most efficacious part of the learning for progress?)
  • and that this has had the impact of increasing the quality of students answers and oracy that is beyond age-related expectation and directly improving writing.
  • and that through embedded formative assessment (within not after) – teaching plans, differentiates and intervenes to enable all abilities to make progress.
  • and that there is real clarity on the end point – students are well set to perform unusually well in assessment or exams as a result of outcome-orientated teaching.
  • and that teaching shows ambition, warmth and drive to secure progress for all; setting ambitious expectations for all students.
  • and that this is also revealed in the quality of work in books.
  • and that these highlight an appropriate amount and depth of learning as a consequence of time spent in lessons focused on writing and demonstrating learning.
  • and that teaching dwells and goes to depth at the expense of skimming content.
  • and that is informed by on-going feedback that is within and not bolt-on in lessons. And that time is committed in lessons to respond to feedback and make progress. What if we rewarded and looked for actual improvement in books from the front to back as evidence of ongoing feedback … and much less impressed by regularity of feedback sheet or dialogue that does little to improve the work?

Slide2

  • and that there is clear evidence of an ethic of excellence where students re-do and redraft work, so that they produce their very best work that they have ever done more often – something that diminishes as they progress from 3-19. Primary children often produce their best ever piece of work.

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  • and that leads to students attitudes and approaches that demonstrate a thirst for knowledge, enquiring and knowledgeable questions.
  • …and because teaching has imparted inspiring knowledge and achieved progress over time – learning takes on its own momentum.

What if we also realised that the greatest teachers have these as habits…consistent approaches and abilities to teach with purpose, precision and consistency.

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What if the importance of progress over time and having the end in mind was rewarded and that observation is seen as just one part of evaluating whether the conditions are present to secure progress? What if we triangulated with data, outcomes, planning, student voice, books and other evidence? Perhaps then we would measure the quality of teaching in this way…(apologies for the grading – but not everything is equal or equally well delivered)

Slide2 …by ignoring observed performance, we reward teaching habits and approaches that have created and secured the conditions for progress and outcomes. if there is no evidence of progress over time, historic good outcomes and/or evidence of outcome-orientated teaching then teaching cannot be typically good.

What if this meant that evidence over time led to a view of the typicality of teaching and that this is stickier than when judgements are based on one-off observations? Any observed episode then simply adds to what is already known about the typical quality of teaching to secure progress and outcomes.


What if we ensured that ownership for improvement was located with individual teachers – understanding that there is also an element of earned autonomy to this freedom… Not least because you…

“Prescribe adequacy, (but) unleash greatness…”

What if this empowered teachers who then have greater freedom to explore progress-orientated and outcome-orientated approaches to teaching…

  • Purpose (secure student progress to give them a better chance in life)
  • Autonomy (you decide how you secure student progress)
  • Mastery (it is a craft not a science, be creative and innovative – seek mastery in teaching to drive progress and secure outcomes) (Dan Pink)
“We know we are in a good school when the four following things happen: Teachers talk about teaching and learning; Teachers observe each other’s practice; Teachers plan, organise, deliver, monitor and evaluate their work together; Teachers teach each other” Judith Warren, Little The Power of Organisational Setting (1981)
What if we applied our understanding of deliberate practice to support teachers to improve…deliberate practice occurs when teachers…

1. …are motivated and exert effort to improve their performance.

2. …engage in tasks that take into account their pre-existing knowledge.

3. …receive immediate informative feedback and knowledge of the results of their performance.

4. …repeatedly perform the same or similar tasks.

So that…

practice (is) intentional, aimed at improving performance, designed for (a student’s) current skill level, (aimed at excellence), combined with immediate feedback and repetitious.” (Malcolm Gladwell)

What if observers engaged with teachers in real time, so that observers support improvement, reflection and learning during lessons?


Maybe then we would…

  • …ensure that teaching is progress-orientated and outcome-orientated.
  • ….not use short observations alone to assess quality of teaching and instead triangulate observation that evaluates progress over time and the effectiveness of the teaching to deliver outcomes.
  • …tread carefully when considering removing grades as this may reduce our ability to understand what makes the difference and to show direction of travel for teaching improvement…even without grading a descriptive continuum is required – probably divided four ways… (beginning, embedding, effective, transferrable)(or 4,3,2,1)
  • …understand that not all strategies and approaches are equal or equally well delivered.
  • …understand that the efficiency and efficacy of teaching for progress and outcomes is what matters.
  • ..release teachers to own their improvement and to consider what we know about deliberate practice as a framework/continuum to enable teachers to receive immediate feedback that informs focused, repetitious improvement.
  • …realise that what maybe considered as traditional teaching is often the most effective at securing progress over time.

March, 2015

A culture of continuous improvement…

“Seek marginal gains to outperform – small steps that create a contagious environment, where a philosophy of continuous improvement engages everyone.” (adapted from Sir David Brailsford, 2015)

Sir David Brailsford eloquently and concisely outlines the key characteristics of high performing teams in this great 2 minute video…click the photo belowIt is probably true that there are some key principles that are at the heart of high performing teams that enable outperformance .. all of which are highly applicable and relevant to education.

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Sir David Brailsford identifies a number of key principles that allow teams and organisations to over-perform or out-perform others. These are explored below…

1. “Recruit the best people that you can find”. What if we are really fussy over recruitment; ensuring that we recruit the very best to the team? What if we were also focused on this being a good behavioural fit … given that attitude is the key aspect in creating an over-performing culture?  There are a number of organisation who largely recruit based on attitude – often gaps in core skills can be closed. What if we started with First Who Then What?…

g2g-first-who“Good to great companies first got the right people on the bus (and in the right seats) –and the wrong people off the bus –and then figured out where to drive it.”

(Jim Collins)

What if these were the superheroes, linchpins, mavericks or Freds whose connectivity and altruistic collaboration enabled the organisation to fly?


2. Seek out the “Podium people – ask, who is the best in the world?” What if organisations identified the best in the world? What if we then understood where they were, how and what they achieve? What if we then work out precisely where we are and then plot to close the gap? By setting direction for the “Podium People” in our field we set the expectation high. What if we habitually faced the brutal truths of our own performance?…

“have the discipline to confront the most brutal facts of your current reality, whatever they might be.” (Collins)

podium

By aspiring to reach and exceed Podium People we commit to do “whatever it takes” and embark on a journey, an accumulation of steps…

“What we can do and what the best schools do already – is ask where they would like to be in five years time (aiming for the podium) and what steps they will take to get there” … ” the best schools accumulate these small steps and describe themselves as being on a journey.” (Tim Brighouse)

What if we time limit the drive for improvement?…

“To achieve great things, two things are needed; a plan, and not quite enough-time.” (Leonard Bernstein)


3. Seek Marginal Gains, because small improvements in a number of aspects that we do can have a huge impact to the overall performance of the team.

marginal-gains

What if we realised that impact, stickability and the effectiveness of any change is in the detail and that where change is planned, simple and purposeful big change and impact can follow? … often with unexpected benefits…

“We need to prepare ourselves for the possibility that sometimes big changes follow from small events, and that sometimes these changes can happen very quickly!” (Malcolm Gladwell)

Jobs-quote

What if we understood greatness was about the choices we make and the discipline to see them through?…

“Greatness is not a function of circumstance. Greatness, it turns out, is largely a matter of conscious choice and discipline.” (Jim Collins)


“Leaders are only truly in charge when they inspire others to take charge.” (Simon Sinek, 2012)

4. Give Ownership, because with ownership comes motivation. What if we trusted that because we have set the destination … on exceeding our podium people/organisations and  that we have the right people on the bus … then these people are best placed to lead and make decisions? That by giving ownership we increase autonomy and this drives-up motivation and performance that is widely owned and more likely to be sustained. – “pushing decision making to the action” (David Marquett)

What if this ownership was allied to responsibility and accountability – a measuring stick and evaluation that rewards and supports motivation? … so that individuals know they are doing a remarkable job.

What if we connected individuals to collaborate? … Seth Godin reminds that groups/teams need a clarity of destination and an ability to connect and communicate … collaboration and improvement follows…

“…groups of people connected to one another, connected to a leader, and connected to an idea. For millions of years, human beings have been part of one tribe or another. A group only needs two things to become a tribe: a shared interest (vision) and a way to connect and communicate.” (Seth Godin)

What if, as John Kotter identifies, we create and facilitate connection and collaboration (right hand side) alongside hierarchy that challenges, supports and delivers accountability (the left hand side)? It is balancing these that create a successful, agile team/organisation.

Slide1


5. Absolute clarity of role – People need to own and absolutely accept the role they have, but importantly they need to believe it is the right thing to do. What if we understood that Individuals perform well when there is absolute clarity on what is expected of them? Too often leaders complain of poor performance only to realises that they have never been clear in the first place as to what was expected.

What if we also identify the standards and insisted on the highest of expectations – in all that you do? What if we create a positive, risk-embracing environment and culture so that we face the brutal truths and seek feedback and understanding to maintain continuous improvement?


Maybe then we would build teams in education from middle to senior to executive leadership that understand outperformance, borrow from other professions, sports and organisations to realise the leadership potential that exists.

Maybe then by asking…

  • …do we have the right people on the bus and in the right seats?
  • …do we know who the podium organisations are? – and how we close the gap?
  • …do we find marginal gains for continuous improvement?
  • …do we give and facilitate ownership for improvement and balance with accountability?
  • …do we have absolute clarity on roles and responsibilities and ensure that the standards and expectations are set high … within a feedback and risk-taking culture?

we would would better understand our organisation and how we create the conditions for great teams to grow, succeed and out-perform. After all, in academies/schools leadership and the extent that leadership creates high performing teams directly relates to the success or otherwise of the organisation.

“Delivery never sleeps.” (Barber)

March 2015

Connected collaboration and deliberate altruism… growing great organisations and systems

Connected collaboration and deliberate altruism… how great organisations grow and coherent education systems improve…

del alt 3


slide-5-638It is probably true that…for organisations to excel and become great the internal climate needs to support individuals to connect, collaborate and be deliberately altruistic. These indispensable individuals (mavericks, superheroes, connectors, change agents, linchpins, Freds etc.) draw maps, bring Art to work and accelerate organisations toward greatness.

slide-2-638

It is also probably true that this scales to a system leadership level such that great systems grow where deliberate altruism within collaborative networks/multi academy trusts enable clusters of schools to be remarkable; to bring Art to education – lifting-up communities.


Which begs the question: How do we enable change leaders and linchpins across the system (within academies and across clusters of Academies) to connect, collaborate and be deliberately altruistic to deliver world class education?

Perhaps Seth Godin expresses it best: “What happens when you build an organisation (or system) that is flat and open? what happens when you expect a lot and trust the people you work with?” …and what if we create the climate/platform for connection, collaboration and deliberate altruism? … maybe then system leadership has a chance to raise the bar and make education remarkable.

“(when) Schools pull together and share their best ideas, while simultaneously employing peer pressure to achieve more for the sake of all students (and the whole community).” (Hargreaves et al. 2014)


What if there are superheroes in our midsts?… What if we set them free to bring Art to work, to be remarkable, to be heroes who seek connection, who collaborate, who are deliberate, innovative and who altruistically spread ideas that work, because they are close to the action and they are infectious with enthusiasm. Tumblr_mnh27a7WA31rir6lho1_1280 Who are the superheroes?… What if we had more Freds in organisations and across systems? The story goes that Fred was the postman of Mark Sanborn. Fred cared; he cared a lot about providing a service – he did not have to, but he did – he went beyond the call of duty to add real value. Not because he had to, because he wanted to…he was extraordinary and he made Mark Sanborn consider the Fred factor; for which he identifies four principles…

  1. Everyone makes a differencedo we exploit opportunities to make a difference?
  2. Everything is built on relationshipsdo we always invest in relationship building?
  3. You must continually create value for othersdo we lift others up & create value?
  4. You can reinvent yourself regularlydo we take a fresh look and reinvent ourselves?

How many Freds do you know? Organisations that have Freds, add value and are likely to thrive. It is for leaders to create an oasis of Freds within their organisation – and even better if they inspire others to take charge…

“Leaders are only truly in charge when they inspire others to take charge.” (Simon Sinek, 2012)

What if we had more linchpins in organisations and across the system? Those that say…Linchpin_TTb What if we actively recognised, grew and recruited linchpins, These are positive deviants, who engage in “positive deviant practices.” (Heaths) Seth Godin in his Tribes and Linchpin books identifies that these individuals bring Art to work, are creative and are linchpins that link and connect widely. Gladwell would describe them as Connectors. (Tipping Point). 499b343267ee2a7181a9913c4f593c48 What if we allow linchpins to bring Art to work and drive improvement from within? What if we also devolve and push decision making and innovation closer to the action (David Marquet), so that Linchpins and connectors influence others, lead change and release potential to secure improvement? Maybe then change and improvement will have greater stickability, be more effective and more consistently delivered. It is exactly these individuals who “Don’t settle” (Steve Jobs) and consistently reflect and innovate deliberately around the few things that matter. See: Strategic Leadership | fanatical discipline and deliberate delivery. Jobs


What if we enabled and created a platform for these change agents, innovators, linchpins and Freds to do their work…to be given the time and space to energise and accelerate improvement where it matters … near to the action.

“The role of the leader is to enable, facilitate, and cause peers to interact in a focused manner…but still only a minority of systems employ the power of collective capacity.” (Fullan, 2010)

What if leadership within an organisation and across the system created a climate for individuals to thrive, to lead…what if it offered discretion to be creative and innovative? And what if it was less about the leaders at the top and more about enabling and freeing linchpins and Freds to go about making remarkable things happen?

“There are conditions under which people thrive and conditions under which people do not. The culture of an (Academy) is essential…it is organic. If the conditions are right – you give people a different sense of possibilities, a new set of expectations and offer discretion to be creative and innovative…things spring to life…real leaders know that.” Ken Robinson 

And What if leaders sought not to command and control, but to create a climate of possibility that enabled people to rise up, influence and do remarkable things?

“The real role of leadership in education…is not and should not be command and control the real role of leadership is climate control, creating a climate of possibility…people will rise to it and do things that you did not anticipate and could not have expected.” (Ken Robinson) 

Quotation-Seth-Godin-giving-leadership-work-ideas-people-Meetville-Quotes-228804 What if we developed tribes…

“…groups of people connected to one another, connected to a leader, and connected to an idea. For millions of years, human beings have been part of one tribe or another. A group only needs two things to become a tribe: a shared interest (vision) and a way to connect and communicate.” (Seth Godin)

After all, given freedom we should trust that… f163eaa3b112c76e1f850c9a4ba57189


What if the mode of operation was deliberate altruism. As Adam Grant considers, there are givers, matchers and takers. The takers hold what they have, steal ideas and focus on self-interest. The matchers only give if they receive something of equal value. The givers who give strategically/deliberately, make things happen, they gain far more and they contribute to improvement. We all know takers, matchers and givers. It is interesting that whilst this works on an individual level it is also true at an Academy level. Where Academies give they make a contribution to the system…everyone benefits…in fact more comes back… a-few-quotes-from-its-not-how-good-you-areits-how-good-you-want-to-be-3-728

“There is a crucial difference between the wisdom of openness and the folly of unguarded innocence. (Givers can be the most and the least successful)” (Hargreaves and (Grant))

What if every organisation created the space and supported connected collaboration for individuals to bring art and what if system leaders understood the power of networks…John Kotter provides an excellent diagram of how a great organisation maintains a hierarchical structure with all the necessary line management and accountability whilst enabling connected networks to exploit the linchpins and Freds in the organisation to connect and enabling the organisation to be agile and innovative. If we place a number of hierarchies (academies) around a central network, a network that connected linchpins and Freds across the system, we have the model that connects. If this connection and collaboration is built on deliberate altruism we have the basis for enhancing system leadership and a chance to reshape education. Slide1

Uplifting leadership entails engaging a talented team that values risk and creativity, acknowledges and tolerates honest mistakes, and has members that participate and “play” in interchangeable roles. They inspire each other as leadership emerges throughout the group.” (Hargreaves, 2014)


What if organisations/academies deeply connected and collaborated across networks/clusters of schools and altruistically shared everything such that there was a wide responsibility for system improvement? What if all Principals/Headteachers were system leaders or change agents?

“If as a principal you go it alone, you can only go so far…although it is possible to become a great school despite the system you are in, it is not possible to stay effective if the system is not cultivating greatness in all of its schools…the system matters a great deal.’ (Fullan, 2014)

The best system leaders look out to improve within whilst contributing to the wider system. What if we did not see local schools as competitors? what if there was a greater recognition that the success of other schools increases system success and this is better for everyone? Hargreaves et al.(2014) identifies three powerful combinations of collaboration and competition:

  • Co-opetition: the alliance of opponents achieve greater value together than they can achieve alone.
  • Uplifting federations: that include competitors increase social value for the wider community as well as for each individual organisation.
  • Being on the collaborative edge: enhances motivational value; pushing up performance in the comradely quest to keep innovating and outdo others – in a way that moves everyone up to a higher level.

“There are many strategic benefits…from aligning joint effort, and for combining collective investment for competitive gain. Uplifting leaders know that these (collaboration and competition) are the yin and yang of enduring success.” (Hargreaves, 2014)


Maybe then…Academies will develop greater opportunities and platforms to support individuals to be linchpins, connectors, Freds and change agents. Maybe where the connection and collaboration of these individuals is deep and deliberate altruism dominates, great ideas and approaches will grow from within the organisation.

and Maybe this will…push decision making, innovation, research, development and delivery to the people closest to the action. Perhaps this greater ownership and drive increases consistency and take-up and importantly is better attuned to the needs of students and the Academy. Perhaps this will also allow Academies to be agile enough to stay on the cutting edge … ever closer to creating remarkable approaches that deliver unusual outcomes for students and families.

…and Maybe if we take these ideas and apply them at an Academy level and to Principals as system (uplifting) leaders across networks of schools and multi academy trusts we could transform education. Creating deep connections and collaboration based on deliberate altruism would better allow clusters, trusts and networks to lift up communities and regions….making education remarkable.

Perhaps it is at this level that we require our system leaders (our uplifting leaders) to be superheroes, Freds, connectors and linchpins to take on the responsibility for taking a deliberately altruistic approach to collaboration, creating a remarkable education system…that has a wide and deep impact on communities/regions.

and perhaps there should be greater focus and measure of these qualities and approaches …such approaches are poorly incentivised at present…and yet it offers a remarkable opportunity to grasp and shape education.

Maybe then we will have a coherent system and shift into the top right quadrant where connected collaboration and deliberate altruism dominates… del alt 3 February 2015 | @DrDanNicholls https://twitter.com/DrDanNicholls

Creating the conditions for over-performance

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“The truth is that only a tiny fraction of people get lucky.” (Gove, 2013)

Simon Cowell said: “I didn’t work hard when I was at school. I left at 16 and I didn’t have any qualifications. I was useless. The secret is to be useless at school and then get lucky.” Gove responded: “This is an irresponsible and stupid thing to say. Teachers strive every day to ensure children understand the importance of learning, hard work and discipline. Simon Cowell’s comments undermine their efforts. The truth is that only a tiny fraction of people get lucky.”

In Malcolm Gladwell’s book ‘Outliers’ he describes the importance of opportunity and circumstance in becoming successful, “Success is not a random act. It arises out of a predictable and powerful set of circumstances and opportunities.” (Gladwell)  – the contrast with Cowell is that opportunity is one part of the success equation. Opportunity is nothing without Grit or the “persistence, doggedness and the willingness to work hard for twenty-two minutes to make sense of something that most people would give up on after thirty seconds.” (Gadwell)

A short insight into outliers, 10,000 hours and what makes people successful is provided in this interview of Gladwell: http://www.youtube.com/watch?v=Hz4hPbHIZ6Y – it ends with Gladwell urging, “society to build institutions that provide opportunities to work hard.” …it is opportunity that is seized that creates success not chance or luck or talent alone.

David Beckham provides an excellent example. Whilst at Man Utd Under 15 Academy, he spent every school holiday in Manchester. Like many other successful individuals Beckham had four things, opportunity, competition from like-minded individuals, GRIT and deliberate practice…he writes:

The incredible thing about that generation of lads, who came into the youth team (1. opportunity) with me in 1991, is that they were committed to hard training, as I ever was. We couldn’t get enough of it. Gary and Phil Neville had a Dad whose basic motto was ‘give everything and you will reap the rewards.’ At the end of practice, while most of the older lads were sitting in the canteen with their feet up, Gary was still pounding the ball against the wall… I already had a strong work ethic because of my family background (rise review – background counts four times more than school attended)Practice was like second nature. But with these guys (the Nevilles, Giggsy, Nicky Butt, Scholsey) (2. competition from like-minded individuals) I knew I had to take it to another level, to put in the extra shifts, to leave nothing to chance. We had to show commitment like never before…and that is exactly what we did. (3. GRIT)”…The more we practiced the better we became. Soon we were overtaking the older boys who were realising, a little to late, that they had taken things to easy…It wasn’t just the quantity of practice, it was the incredible focus on quality. (4. deliberative practice)” (David Beckham, 2013)

Even with opportunity, only effort and commitment over time (GRIT) combined with practice that is …”intentional, aimed at improving performance, designed for your current skill level, combined with immediate feedback and repetitious.”  (Malcolm Gladwell) … will allow individuals to succeed, to become over-performers based on their context and background and to be outliers.

Creating these conditions will allow individuals (and groups) to over-perform and become Outliers;

  1. Opportunity (getting teaching and learning right – teaching that is… intentional, aimed at improving performance, designed for your current skill level, combined with immediate feedback and repetitious?
  2. Competition from like-minded individuals (Peer groups, ethos, language, aspiration, pastoral support, House system?) – growing an epidemic of strong work ethic.
  3. GRIT (an ethos of possibility for all through effort) Outliers focus on long term goals, ignoring short-term distractions. – they are unswervingly future-focused.
  4. Deliberative practise approach… learn-revise-test-feedback-learn…marginal gains increasingly creating outliers compared to starting points.

bell curve

Whilst in the world of celebrity the role of luck maybe high; we live in a world that requires a series of conditions to exist and an attitude and approach that enables individuals to succeed. Education and schools are increasingly providing, supporting and developing these enabling conditions and opportunity … indeed we cannot afford not to secure over-performance, to buck-the-trend and to create the conditions that increase the occurrence  of OUTLIERS.

“To build a better education system we need to replace the patchwork of lucky breaks, context and arbitrary advantages that determine success…with a system that provides opportunities and the conditions for all to feel success.” (Malcolm Gladwell, adapted)