Creating a Destination District: How to Attract and Retain Top Educators

💡 Key Takeaways

• Building a culture of teamwork and community is crucial in a small district where every employee counts.

• Streamlining processes and policies can help alleviate the burden on educators and prevent burnout.

• Providing mentoring and coaching support is essential for retaining early career educators and helping them thrive.

• Involving the community and parents in the school creates a sense of belonging and pride, attracting and retaining talent.

• Creating opportunities for connection and collaboration, both during the school year and in the off-season, helps combat isolation and fosters a positive work environment.

Building a Culture of Teamwork, Community, and Coaching in Small School Districts

Building a strong culture of teamwork, community, and coaching is crucial in small school districts, where every employee wears multiple hats and faces unique constraints. In this article, we will explore the insights shared by Dani Mikula, the superintendent of the South Shore School District in Wisconsin, on how to overcome these challenges and create a stable workforce and staff. By streamlining policies, involving the community, providing mentoring and coaching support, and fostering a sense of belonging and pride, small districts can attract and retain talented educators. Additionally, utilizing the summer months for professional development and community engagement can further enhance the district's success.

 

Streamlining Policies and Fostering Support

In small school districts, where resources are limited and employees have multiple responsibilities, it is crucial to streamline policies and procedures to prevent burnout. Dani Mikula emphasizes the importance of making the organization more efficient and removing unnecessary burdens from teachers. For example, she mentions eliminating the requirement for teachers to find substitutes when they are sick, as this added stress should not be on their plates. By implementing such changes, the district can alleviate the workload and create a more supportive environment for its employees.

Furthermore, fostering a culture of support and collaboration is essential in small districts. Mikula highlights the importance of creating a safe space where teachers can lean on each other for help without judgment. This can be achieved by building relationships and trust among staff members. 

Mikula shares an example of noticing a teacher who seemed off and offering to cover her responsibilities, demonstrating the willingness to support one another. By encouraging teamwork and providing support, small districts can mitigate the risk of burnout and create a positive work environment.

 

"We try to build a culture within our staff where we feel safe to lean on each other if we need a little help and there's not judgment."

 

Overcoming Geographic Constraints

Small districts located in remote areas face unique challenges in attracting and retaining talent. Mikula's district is situated in a rural area near Lake Superior, making it less appealing for educators in their working years. To overcome this constraint, Mikula emphasizes the importance of projecting a positive image and building a strong reputation for the district. By showcasing the district's close-knit community, supportive environment, and unique opportunities for educators, small districts can become a destination for talented teachers.

Involving the community is another crucial aspect of overcoming geographic constraints. Mikula highlights the active role parents and community members play in the district. From participating in strategic planning to volunteering in classrooms, the community's involvement creates a sense of belonging and pride. Mikula also mentions organizing community events, such as the Harvest Dinner, where families and teachers come together to raise funds and support one another. By involving the community and showcasing the district's strengths, small districts can attract and retain educators who value a supportive and close-knit environment.

 

Mentoring and Coaching Support

In small districts, where resources are limited, providing mentoring and coaching support can be challenging. However, Mikula emphasizes the importance of investing in these areas to support early-career educators and prevent high turnover rates. The district utilizes grants to fund external coaching support for new educators, providing a confidential space for them to seek guidance and support. Additionally, the district allocates a portion of its budget to provide instructional coaching focused on specific areas, such as mathematics or literacy instruction, for all teachers.

Internal mentors also play a crucial role in supporting educators. Mikula mentions assigning experienced staff members as mentors to new teachers, ensuring they have someone to turn to for guidance and support. Furthermore, the principal takes an active role in coaching teachers, attending collaborative team meetings and facilitating support. By providing multiple layers of coaching and support, small districts can create a culture of continuous learning and growth, which contributes to the retention and development of educators.

 

"We know from the research that new teachers leave the field at alarming levels. And so one of the most impactful things we can do from a leadership perspective is support those newer early career teachers and make sure they stay."

 

Summer Months: A Time for Learning and Engagement

While the summer months may seem like a time for rest in small districts, Mikula emphasizes the importance of utilizing this time for professional development and community engagement. The district invests in the development of its teachers, paying them to participate in intensive training programs during the summer. This ensures that educators are equipped with the necessary skills and knowledge to excel in their roles.

Additionally, the district organizes summer learning programs and events to engage the community and provide opportunities for togetherness. Mikula mentions open gym sessions and community plays as examples of events that bring families and community members together. By creating these opportunities for connection and fun, small districts can foster a sense of belonging and strengthen relationships within the community.

 

Conclusion

Building a culture of teamwork, community, and coaching is crucial in small school districts. By streamlining policies, fostering support, involving the community, providing mentoring and coaching support, and utilizing the summer months for learning and engagement, small districts can attract and retain talented educators. The key is to create a positive work environment where employees feel supported and valued, and where the community is actively involved in the success of the district. By implementing these strategies, small districts can build a stable workforce and staff, ultimately leading to better outcomes for students and the community as a whole.

 

"Making sure that all of our employees have that sense of purpose in what they're doing, that you are focused with your strategic plan, you're monitoring what is important to you and that everybody within the district can say in a couple sentences, what the biggest goals are and what your collective purpose is as a staff."