NZ Catholic Primary Principal's Association (NZCPPA) Conference: Principal Health and Wellbeing 22.06.17 - Prof Philip Riley
(NZEI funded study) 20% return rate - primary principals only - good cross section of community
http://www.nzei.org.nz/documents/Principals%20Health%20and%20Well-Being%20Report_20170120SM.pdf
Anxiety levels in schols rising - world a very dangerous place at the moment
Wellbeing not a 'bolt-on' - integral
Mental Health the biggest risk - 1:2 teachers will experience burnout during their career - need to be proactive
Environment - ergonical design, open and inclusive
Good line management - effective people management, traoning, sickness absence anagemet
work demands - job design
autonomy
change management
pay and reward
Vaalues and Principals
Collective a/ social
Personal growth -
High stakes testing = corrupt what you seek to measure
Centrally imposed expectations + local accountability
Constraining of our working life = biggest causes of exit
If you do something about it, you save a lot of money (see pic)
Gender inequity
Hours of work (see pic)
48 hours of work seen as maximum healthy amount - in NZ and Aus = 53hour average
Little productive work happens beyond 50 hours
Authorities know that you will back-fill if necessary (work more than one job)
Self-efficacy high = Coping, Coping, Coping...dead
Dualistic Model of Passion (pic)
'Trust Matters' second edition book Leadership for Successful Schools. Megan Tschannen-Moran
Job demands very high -
Job Resources - job satisfaction, influence, etc (Pic)
Admit to ourselves and others that there are good things and bad things.
Don't accept what you can change: (see pic)
Will to change? (pic) - I have to change something when I go back to school on Monday.
Prioritize! 2-3 maximum (pic)
Common clusters of Factors (pic)
Supportive Leadership - the perception of people, rather than the reality. Maybe protecting teachers, butif they don't think you are, you are not a supportive leader. Principals often do lots things invisibly. Need to show what you are doing to support them - get a healthier workplace.
Employee Engagement - how much control do you have and they have? How much say you have back to the ADW / MOE / Board? How much can you give to others - otherwise people think "What's the point?". Problem of exodus of good teachers - at the top of their game, plenty of experience - leaving because the job isn't what it used to be. Alignment between personal and organisational view. (cartoon)
Role Clarity - Understand work objectives. understand link between individual and orgnisational objectes.
Learning, development and Growth Opportunities - continuous growth. "One year's experience twenty times". Access to appropriate professional learning. expand skills, kowledge and abilities.
Appraisal and Recognition - appropriate rewards. Recognition for achievement and personal milestones. Quality of performance assessment and feedback (we always want to give people another chance - don't tell whether doing really well or really badly - do nothing). Formative, and ongoing performance assessment - has to be real. I noticed what you did...that went really well
Work-Life Balance - acknowledge life outside of school. Recognising can give huge paybacks.
Stress vs Burnout diagram
left hand side = brand new teacher who doesn't know how to manage themselves - left to itself can change to the right.
(Causes of Burnout visual)
Combatting Burnout
Develop realistic attitudes and expectations
acceopt that burnout is normal
Recognise - watch for signs
Reverse - undo damage by managing stress and seeking support
Resilience - take care of phsyical and emotional health
Sleep (8 hours ideal) - physical and mental repair (deep sleep). Brain not able to learn / cope with complex tasks if tired. Emiotional functioning far worse when tired (the words you wish you hadn't said in the staffroom). NZ - second most sleep deprived country in the world for children, after the US (50 countries)
Step 1: Deal with the issues of the day
Step 2: Set an alarm one hour before bedtime - night time ritual, warm milk, post temperature lull, etc
Step 3: Ensure bedroom is conducive to sleep
Develop a Growth Mindset
Mindfulness
http://www.nzei.org.nz/documents/Principals%20Health%20and%20Well-Being%20Report_20170120SM.pdf
Anxiety levels in schols rising - world a very dangerous place at the moment
Wellbeing not a 'bolt-on' - integral
Mental Health the biggest risk - 1:2 teachers will experience burnout during their career - need to be proactive
Environment - ergonical design, open and inclusive
Good line management - effective people management, traoning, sickness absence anagemet
work demands - job design
autonomy
change management
pay and reward
Vaalues and Principals
Collective a/ social
Personal growth -
High stakes testing = corrupt what you seek to measure
Centrally imposed expectations + local accountability
Constraining of our working life = biggest causes of exit
If you do something about it, you save a lot of money (see pic)
Gender inequity
Hours of work (see pic)
48 hours of work seen as maximum healthy amount - in NZ and Aus = 53hour average
Little productive work happens beyond 50 hours
Authorities know that you will back-fill if necessary (work more than one job)
Self-efficacy high = Coping, Coping, Coping...dead
Dualistic Model of Passion (pic)
'Trust Matters' second edition book Leadership for Successful Schools. Megan Tschannen-Moran
Job demands very high -
Job Resources - job satisfaction, influence, etc (Pic)
Admit to ourselves and others that there are good things and bad things.
Don't accept what you can change: (see pic)
Will to change? (pic) - I have to change something when I go back to school on Monday.
Prioritize! 2-3 maximum (pic)
Common clusters of Factors (pic)
- low influence, high ...
- high emotional demands, low role clarity, high roles con
- high work-family conflicts,
- (see pic)
Supportive Leadership - the perception of people, rather than the reality. Maybe protecting teachers, butif they don't think you are, you are not a supportive leader. Principals often do lots things invisibly. Need to show what you are doing to support them - get a healthier workplace.
- Recognise 'above and beyond' - but balance with need not to micromanage, 'Social Intelligence' - empathy is the key. Understanding self at the same time as working in someone else's shoes. Role modelling / delegation. Dealing with the difficult staff member, while holding up their dignity. (cartoon)
Employee Engagement - how much control do you have and they have? How much say you have back to the ADW / MOE / Board? How much can you give to others - otherwise people think "What's the point?". Problem of exodus of good teachers - at the top of their game, plenty of experience - leaving because the job isn't what it used to be. Alignment between personal and organisational view. (cartoon)
Role Clarity - Understand work objectives. understand link between individual and orgnisational objectes.
Learning, development and Growth Opportunities - continuous growth. "One year's experience twenty times". Access to appropriate professional learning. expand skills, kowledge and abilities.
Appraisal and Recognition - appropriate rewards. Recognition for achievement and personal milestones. Quality of performance assessment and feedback (we always want to give people another chance - don't tell whether doing really well or really badly - do nothing). Formative, and ongoing performance assessment - has to be real. I noticed what you did...that went really well
Work-Life Balance - acknowledge life outside of school. Recognising can give huge paybacks.
Stress vs Burnout diagram
left hand side = brand new teacher who doesn't know how to manage themselves - left to itself can change to the right.
(Causes of Burnout visual)
Combatting Burnout
Develop realistic attitudes and expectations
acceopt that burnout is normal
Recognise - watch for signs
Reverse - undo damage by managing stress and seeking support
Resilience - take care of phsyical and emotional health
Strategies:
Sleep (8 hours ideal) - physical and mental repair (deep sleep). Brain not able to learn / cope with complex tasks if tired. Emiotional functioning far worse when tired (the words you wish you hadn't said in the staffroom). NZ - second most sleep deprived country in the world for children, after the US (50 countries)
- Manage the light
- get up at the same time every day
- exercise for at least 20 mins every day (lunch time walk is good)
- don't have caffeine after midday
- no alcohol
- no sleep during the day (20 min nap OK)
Step 1: Deal with the issues of the day
Step 2: Set an alarm one hour before bedtime - night time ritual, warm milk, post temperature lull, etc
Step 3: Ensure bedroom is conducive to sleep
Develop a Growth Mindset
Mindfulness
- watch carefully, be fully present, observe everything https://www.youtube.com/watch?v=ubNF9QNEQLA
- just noticing - not thinking about anything
- monotasking
- opposite to flight / flight response = the relaxation response
- rasises pain threshold
- Formal:
- Expanding awareness
- body scan
- mindful movement
- Informal:
- any task done with full attention
- one thing at a time
- leads to a greater pleasure and less worrying
- 1 minute mindfulness - do one thing at a time, stop between activities and take a breath, use email pings, texts as mindfulness bell - can do throughout the day
- Improve with age
- increase gratitude
- forgivenss & humour
- becoming a lifelong learner
- do things you love and love the things you do
- get excited about something
- cultivate healthy relationships (find the right person and marry them)
- forgiveness
- boosts immune system
- blood pressure lowered
- less anxiety / less depression
- humour
- laughter has an analgesic effect (esp chronic pain)
- release endorphines
- relives muscle tension
- suppresses cortesol
- breath more deeply
- GFH - Gratitude, forgiveness, humour
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