Summer Leadership Academy

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• Summer Leadership Academy
• 2009-2010

Office of Leadership Development Sheila
Smith-Anderson, Executive Director
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Overview

• The Summer Leadership Academy
• Provided building principals with the training
  necessary to have overall school improvement with
  increased student achievement.
• Aligned its course of study with CSIP Performance
  Goal 1 Academic Performance CLRP Quality
  Standards 3, Strategy 3 Replicate Leader
  Behaviors MSIP 9.1 Academic Performance, 9.6 -
  Attendance, and 9.7 Subgroup Achievement.
• Included differentiated sessions for leaders to
  strengthen leadership behaviors within a cohort
  atmosphere.

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THE SUMMER LEADERSHIP ACADEMY

• Executive Coach Academy
• School Environment
• and Culture
• School Level Academic Initiative
• School Processes and
• Procedures
• Staff Development
• Marketing and Public
• Relations

• Autonomy Principal Academy
• Staffing
• ? Budget
• Curriculum
• Business Acumen
• Scheduling
• Governance
• Continuous Cycle of
• Improvement

• Principals in Action Academy
• Data Analysis
• Curriculum, Instruction and Assessment
• Relationship Development
• Organizational and
  Process Improvement
• School Improvement

• Phoenix Academy
• Learning-Focused
• School Improvement
• Resource Allocation
• Continuous Cycle of Improvement
• Staffing

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Partners and Presenters

• Regional Business Council
• John Cook School of Business at St. Louis
  University
• Olin School of Business at Washington University
• AAA Busch Middle School
• Carnahan High School Staff and Students
• Roosevelt High School Staff
• SLPS Academic Office
• SLPS Assessment and Accountability Office
• SLPS Curriculum and Instruction Division
• Regional Professional Development Center
• Missouri Charter School Association
• Expert Consultants

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Metrics of Accountability The Deliverables

• Measurable outcomes for the sessions were
  created, articulated, and communicated to the
  principals.
• All materials used during the Summer Leadership
  Academy are accessible to principals through the
  SLPS Leadership Portal and were available for use
  for professional development with staffs prior to
  the start of school.
• All principals are to create specific processes
  within the school that are systematic within the
  school and across the District.

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What Should We See in Schools?

• School and district-wide use of the Black Board
  Configuration
• Students being greeted by staff upon entry
• Teachers who have a communicated classroom
  management plan
• Evidence of how students transition in the
  hallways that is orderly
• Relationship builders through Morning Meetings,
  Town Halls, or Class Meetings
• Data rooms where the data leadership teams
  analyze data
• From an email sent to a principal
• By the way, I have also heard from my daughter,
  her friends and even many parents, how much they
  like having you greet them every morning. It's a
  great way to start their day.

11/22/2009
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St. Louis Public Schools
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What Did Principals Say?

• Every session was evaluated with an average of
  4.7 on 5-point scale
• Comments
• This portion forced me to reflect on my
  leadership style information was valuable and
  thought provoking I know the changes that I am
  going to make.
• Was an eye opener it was great to try this out
  in real life this was a valuable experience I
  was able to enhance my new learning.
• I had goose pimples loved his energy and love
  the passion great team spirit the best sessions
  ever!
• Very engaging received a wealth of information
  great protocols to help us operationalize the
  processes follow up session is needed in order
  to create the type of transition plans we need
  text visual seminar was great!
• My staff and students will have shiny eyes!

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Summation