Bending the Rod

Fly fishing combines artistry, athleticism, persistence and luck, as Brad Pitt and Craig Sheffer so artfully demonstrated in the movie “A River Runs Through It.” I recently took up fly fishing on the Brule River as a recreational pastime. However, I realize I have been applying some of the basics of fly fishing in the workplace for many years. In a recent meeting of only a few teachers participating in a project with our college partner, one teacher “joked” that she was there because she could be reeled in pretty easily.  This comment compelled me to think about who takes advantage of professional growth opportunities as well as who participates in meetings, projects, and extracurricular activities. I have since begun examining the extent to which staff members participate in extracurriculars and what role I have in ensuring professional growth for all. In other words, I need to take a good look at who gets reeled in and who gets off the hook. In most cases, those who get reeled in are the key teacher leaders who are catalysts in the change process; those who emit the positive vibes throughout the building. They are the ones most likely to be team leaders, facilitators, and committee chairs. Then there are those who participate only when it is expected of them, and those who truly do as little as possible beyond the bells.

As anglers try to catch many different species of fish, principals should attempt to “catch” the different species of staff in order to keep ideas fresh and refrain from overburdening the same staff with the additional obligations. It’s a fact that some are easy to reel in and some take a lot of work, and I realize that I tend to reel in the “fish” that don’t put up much resistance and avoid the confrontation of the staff members who really bend the rod. It takes a lot of effort to reel in those reluctant “fish” and why be dragged downstream stumbling over all those rocks when some “fish” can be reeled in so easily? Although these reluctant staff members may feel they have put in their time between the bells, may feel they don’t have anything to contribute, or lack the confidence to participate, I still need to find the right fly to reel them in.

Having experienced the thrill of catching the big one on the Brule, I realize that it is equally as important to bend the rod in the workplace so as not to perpetuate the notion of the doers and the do-nothings and, more importantly, to motivate the more reluctant staff to push the envelope and escape their comfort zones. This concept of participation has forced me to think about how to best motivate and engage the reluctant staff members.

Finding just the right fly takes patience and experimentation. People don’t change over night and trying to force change usually backfires. Therefore it is best to walk gingerly downstream with the rod so as not to lose your footing or risk getting whisked away in the current. After reading up on what school and business leaders have written on the subject, and reflecting on some common sense practice, I am armed with a menagerie of flies to try out over the course of the year.  The fly box includes:

1.    Actively seeking their advice
Make a point to talk to the person individually and solicit ideas. As an idea unfolds, encourage the person to help see the idea become reality.
2.    Holding small group info sessions to hear those less likely to voice opinions in large groups
Arrange focus groups so that at least one group is composed of minor voices so that their ideas are not drowned out by those who love to hear themselves talk. Small groups are also beneficial for those who may need additional time to process ideas. Some of the best ideas may come from the least likely to speak up in large groups.
3.    Praising their willingness to participate and offer advice and opinions
Whatever the person is willing to give is an improvement over nothing, so praise it.
4.    Having each teacher prepare their own teachable point of view and share it with other staff, acknowledging individuality
This is a concept developed by Noel Tichy of the University of Michigan business school. It involves having each teacher develop and articulate their ideas, values, goals, and positive emotional energy that motivates them to get things done.
5.    Offering incentives such as making it a breakfast or a dinner meeting off campus
This makes it seem extra special - it’s not just another meeting in the conference room. Of course budget matters, so make sure participants know whether or not they are responsible for contributing to the bill.
6.    Offering individual, unconditional, continuous support
Tell them that as long as they are willing to participate, facilitate, or chair, they can ask anything.
7.    Making sure they know they are valued for any effort they do put forth
Even if it’s minimal, it’s the first step.

So armed with a little persistence, experimentation, and luck, hopefully from now on, the only ones I’ll be guilty of letting off the hook are the fish I catch in the river.

Comments

[Chris Hitch]

Great analogy, Nancy. I spend more time fishing than catching when I am on the water-some lessons I've learned that might "tie in" (I know a VERY bad pun, but I have no sense of humor).

A-Patience-just because the fly doesn't "catch" the fish in the first 3 casts, don't simply bite off the fly and try to tie another one on the end of the line (or leader).

B-Practice Catch and Release-when you have a person who is interested in change (being caught), don't kill them in all the many ways that we can kill new ideas or new behaviors that haven't taken hold. Let them catch their breath and go back in the water to live to play another day.

[Jim Moll]

Another problem is overfishing the same stream. While it's easiest, at times, to revisit the same waters due to previous success, the danger lies in depleting the stock through overuse. The responsibility of conservation of our volunteer base lies with leaders - creatively finding ways to draw others in to widen the pool is the challenge.

[char W.]

It is difficult to bring staff on board when prepsenting a new idea. I learned about "Languages of Love" and found that when I filled their tanks with the staff member's language he/she was more willing to accept my new innovative thoughts/ideas.