The Principals Role as Leader of Service

___________
Critical Element Paper #3
Presented to the Department of Educational Leadership
and Postsecondary Education
University of Northern Iowa
__________
In Partial Fulfillment
of the Requirements for the
Master of Arts in Education or Advanced Studies Certificate
__________
By
Lori C. Reschly
North Bend Elementary
North Liberty, IA
July 2015
__________
Dr. Nick Pace

June 16, 2015

Mike Weiglein, Piazza Dining Manager
As I reflect upon Mikes presentation today, the Law of the Lid stands out. Many of my
experiences align with this analogy. Typically, the level of a leaders lid determines where an
organization and everyone under the lid is capable of moving. Thinking about my current role as
a teacher leader and my future role as an administrator, I recognize the importance of being
intentional as it pertains to the continuous process of increasing my lid through personal and
professional growth and development. How I spend my time reflects what I deem important and
should align with my core values. As a result, creating a stop doing list resonated with me.
There is great wisdom to knowing what to say yes to and asking: What am I saying no to by
saying yes?
June 17, 2015
Lt. Martin Beckner, Cedar Falls Police Dept.
Roark Horn, Executive Director of SAI
Lt. Beckner shared practical and effective de-escalation strategies. Much of what he
spoke I was already aware of. I do believe, however, it takes intentionally to grow as an
individual and to perfect skills needed in these types of situations. The part of his presentation
standing out revolved around non-verbal communication. I recognize the significance of nonverbal communication, and Lt. Beckners presentation served as a great reminder.
When I think about my future role as an administrator, I know it will be important to
apply these techniques and to intentionally reflect on my behavior verbal and non-verbal. I
know I cannot control how others respond. I am, however, responsible for my behavior and
desire my response to be reflective of my values and beliefs. A core value of mine is recognizing
the worth and value of each individual. If I act in accordance, I will establish positive rapport

with others by monitoring my non-verbal communication, listening well, asking thoughtful

questions, speaking with an appropriate tone of voice, and using assertive communication.
My biggest take-away from Roark Horns presentation, which aligned well with Lt.
Beckners presentation, was the importance of valuing relationships and thinking in terms of
legacy. I love the word legacy and have often thought about it. What do I want my legacy to be?
What does it look like to have tenacity and longevity on the journey? Reflecting upon this, as an
administrator, it will be essential to maintain life balance and to invest in the lives of my
family/friends. It will also be critical to do what I can to empower teachers and students to reach
their full potential.
June 18, 2015
A Day in the Office
Leading up to a Day in the Office, I was nervous. This wasnt due to the fact I would be
role-playing. Rather, it was the fact my peers would be watching the interaction. The day turned
out to be very enjoyable! As a future administrator, there are many things I learned and will
apply. 1) The demeanor and body language of the administrator communicates much. It is
critical to remain calm. 2) Many parents, teachers, and community members simply want to be
heard. There is great value in listening. 3) Creating, maintaining, and valuing relationships
changes everything. Individuals feeling valued are quicker to cooperate and engage in the
process of problem solving. 4) I will never be able to fully predict all of the conversations
parents, staff, and community members will bring to my attention. However, I can learn and
grow in my ability to effectively communicate.
The situation I role-played was a challenge to handle during a 5-7 minute window of
time. The parent I was working with was extremely upset, and I could barely get a word in. If I
were to change how I handled this situation, I would have simply let the parent rant and would

have listened until the parent was done which most-likely would have taken much longer than
the 5-7 minute window of time I was given. I recognize the parent did not feel valued during the
time I spent with him. He felt like I pushed him out the door. Never do I want a parent, staff
member, or community member to feel this way. As a result, in the future as an administrator
and teacher leader I know it will be extremely critical to be an active listener before I attempt
to problem solve.
June 23, 2015
PLC Conference/Institute
I was unable to attend class today, because I traveled with district administration and
teachers leaders to a PLC Conference/Institute in Minneapolis. This 3-day training provided a
solid overview of professional learning communities. In addition to a keynote speaker each day, I
attended two breakout sessions. Breakout sessions offered opportunity for individuals to hear
about specific aspects of PLC work of their interest. Overall, I found this conference extremely
beneficial. I am excited to see how the content presented will be applied within my district and
how it will enhance the work we are currently doing.
As I reflect upon my current leadership role as instructional coach and my future role as a
building principal, there are three major take-aways. First, during the opening session, Rebecca
DuFour spoke about the foundation the Mission, Vision, Values, and Goals supporting all
PLC work. As I think about our current state, this is something CCA needs to spend more time
defining and embedding into the work we do. We have a mission and vision but have not
identified our values or goals as an organization. Strengthening our foundation will have huge
benefits and provide a roadmap for where we are headed. In the future, as a building principal, it
will be essential for me to review, communicate, and embed the mission, vision, values, and
goals into everything we do.

5
The second take-away was the bar is the bar. This concept presented by Ken Williams

really stuck out to me. I found myself reflecting upon our current practices at North Bend and
asking myself, Are we truly teaching in a way that reflects our belief that all kids can reach the
bar/benchmark? How can I support the work that is currently happening and also challenge
teachers to implement highly effective and innovative strategies to truly target skill deficits?
Finally, as a future administrator, high priority needs to be placed on creating a healthy
culture and climate. This leads to the development of an effective professional learning
community, where learning can be maximized. Acceptable behaviors need to be identified and
individuals need to be intentional about acting accordingly. In addition, accountability measures
should be in place to ensure behavior aligns with the values of the community.
June 24, 2015
Tracey Godon, SR Assistant Director, UNI Career Services
Dr. Dewitt Jones, UNI COE Senate Chair
Tracey Godon and Dr. Jones shared valuable information regarding the application and
interview processes. First, Godon spoke about our cover letter, resume, and references. She
highlighted the cover letter and how important it is to write specific to the district we are
applying. When restructuring my resume, Godon suggested focusing on leadership experiences
and including details to support the position I am applying for. The page of references should
only include contact information for individuals I have asked to write a letter of
recommendation. Letters should be written within the last 5-7 years and should emphasize
leadership.
Dr. Jones discussed the importance of writing and sharing an effective entry plan during
an initial interview. An entry plan sets an individual apart and provides an overview of the first
three months following the acceptance of an administrative position. When writing an entry plan,

an individual spends considerable time learning about the school and district which will have
huge dividends during an interview and during the first few months after accepting a position.
As I reflect upon the role of principal as a leader of service, researching, identifying, and
articulating ways I will immediately start serving the community upon hire will be critical when
applying for an administrative position. This is why I love the idea of an entry plan! An entry
plan clearly scripts the specific actions I plan to take and the intentionally I will have when
building relationships within the community I will be serving.
June 24, 2015
Dr. Denise Schares, UNI Ed Leadership
Dr. Bev Smith, Associate Superintendent of HR and Equity, Waterloo CSD
Dr. Schares and Dr. Smith presented information about the culturally competent
administrator. They shared their personal journeys, defined culture, and provided the Top 10 for
Becoming a Culturally Competent Leader. The top 10 included the following big ideas: 1)
Culture Competency is a journey, not a destination. 2) Cultural Competency and The Golden
Rule: Treat others as they would like to be treated. 3) Differences are not deficits. 4) There is as
much difference within a group as between. 5) Culture transcends gender and race. 6) The
concept of privilege is critical to the conversation. 7) The right data will tell your Cultural
Competency story. 8) We must embrace all students and their ability to learn. 9) Becoming a
Culturally Competent Leader requires the right Heart Condition. 10) Reflection: What actions
might you take in order to address the needs you see and become a more Culturally Competent
Leader?
As I listened to their presentation, I was challenged to reflect upon my personal views of
culture, the culture in which I was raised, and the impact my culture has on my worldview. To
truly make a lasting impact and difference in the lives of others, it is important for me to know

those I am serving and intentionally build and maintain healthy relationships with those I am
serving.
June 29, 2015
Dr. Tammy Gregerson, UNI Dept. of Languages of Literature
Dr. Gregersons presentation was insightful, and the true/false questionnaire she shared
was powerful. I was aware of many of the facts she shared. However, it was a great reminder
that, as a leader, I have a responsibility to serve and meet the needs of all children including the
ELL population.
My biggest take-away was honest reflection. As I listened to the information Dr.
Gregerson shared, I could not help but reflect up the practices of the district I work for. In my
opinion, CCA has much room to develop when meeting the needs of our ELL population. We are
growing at an extremely rapid rate, which makes it difficult to keep up. As a result, I wonder
what our program would look like if the parents of ELL children were more of a force.
Typically, these parents do not question the practices of the school and do not have a strong
voice, advocating for their children. How might our practices change if parents were more
informed of current research and the services their children receive? As an instructional coach
and future administrator, how can I better support classroom teachers as they meet the needs of
all learners?
June 30, 2015
Principal and Spouse Panel
Dr. Tom Davis, Dept. of Health, Physical Education and Leisure Services, UNI
I really enjoyed hearing from Josh, Amy, and Jeremy three principals and their
spouses today. In addition to personal experiences, they shared words of wisdom and
encouragement. I was not surprised by what they shared; rather, I was reminded of how critical it
is to have balance, to be present, to take care of myself, and to not loose sight of things that are

most important to me. The demands of the job are great, and there will always be things to do.
As a result, there were powerful suggestions I can apply when caring for my relationships and
myself. These include, but are not limited to: 1) I will make time each day to exercise. 2) I will
reserve time each evening for family and friends. 3) I will place high priority on maintaining
connection with those I love and will be intentional about communicating my needs.
Dr. Davis shared about stress management. This is an ongoing battle for me. I am very
aware of effective strategies for managing and reducing stress/anxiety. The struggle exists when
my schedule gets full. My initial response is to break my regular sleeping patterns, to remove the
time I spend exercising, and to place low priority on rest/personal time. Today was a great
reminder of the importance of being intentional about practicing effective stress management
techniques. This will be especially true in the future, as the demands of my position become
greater.
July 1, 2015
Service Learning Project Presentations/Ignite Sessions
During the first part of class, I had the opportunity to see and hear from my UEN
classmates. Each person created a project to communicate his or her understanding of a leader of
service. I was extremely impressed by the vast array of projects and by the creativity of these
leaders, and I enjoyed learning more about these individuals by engaging in powerful
conversations related to service. One particular project standing out was the concept of growing
a plant/flower. As we serve, we empower, equip, and encourage members of our learning
community to grow, to bloom, to reach their full potential.
Reflecting upon my experiences during the past three weeks, I have come to the
conclusion the principals role as a leader of service truly touches every aspect of the position.
This was reflected in my project and the reason I selected a ships wheel to communicate my

understanding. A leader of service places high priority on building and maintaining relationships
with all stakeholders (teachers, support staff, parents, community members, school board,
administration, and legislators). They are loyal, trustworthy, and patient individuals that
empower, encourage, and collaborate with others. Leaders of service are transparent and
reflective visionaries full of courage, passion, and compassion. Serving others truly prepares an
individual to lead!