Solution Saturday: How do I Express Concerns without Losing My Job
Dear Dan,
I work in education. I’m an older union worker, near retirement.
Education is funded, the administrators don’t have to sweat sales. Administrators are not skilled in fiscal responsibility… don’t feel accountable
People hired here usually have some relationship connection – nepotism/cronyism. If you speak to the issues, you are throw literally under the SCHOOL BUS. But administration is sensitive to OUTSIDE criticism.
How can I bring my concerns for ethics, best practices, and leadership without losing my job/benefits/retirement?
I will watch your column for more inspiration.
Dear Watching,
Congratulations on your desire to make a positive difference in your educational organization. You mentioned that you are close to retirement. You could simply drift along.
Let’s start with the bad news.
Entrenched behaviors require some form of crisis to change. Significant change will be painful. Having said that, I have a few ideas for you to consider.
Think pull, not push:
Never begin a journey until you have a picture of where you want to go. Anyone can point out the bad that exists. Leaders paint a picture of the good that could exist.
What is the win for you, others, your organization? What future might be appealing enough to create pull. You can’t antagonize and influence – in positive ways – at the same time.
You can’t push people into long-term change. They must want it.
Start with your circle:
Watch the movie “Hidden Figures.” I’m so impressed with the way a group of talented black women impacted culture.
- Connect with a small group of colleagues who share your concerns. You won’t change much until you convince a few people to make a difference with you.
- Make things better where you are. Bring as much value to others as possible, even though others are disappointing. Don’t use the faults of others as an excuse to turn negative.
- Identify and embrace two or three behaviors that reflect the type of leadership you aspire to see. Don’t underestimate the power of simple actionable behaviors to make a big difference. Leaders ask questions, for example. Create a whisper campaign where you propagate, encourage, and honor the behaviors that make a difference.
Choose influence over control:
Frustration is often the result of trying to control things – like people – who are outside our control. Forget about things you can’t control. Focus on things within your control. We all become manipulators when we try to control others.
Your health, happiness, and power to influence depend on letting go of things you can’t control.
Be a learner, not a knower:
Leaders are learners. Critics and complainers believe they know more and know better than others. Leaders stay open. Knowing is the end of thought and growth.
Learn all you can about yourself, others, and leading. Reflect on your passions, frustrations, hopes, and desires.
Make yourself proud:
“Do what you can, with what you have, where you are.” Theodore Roosevelt
You may not be able to produce the changes you would like, but you can make a difference. Do things that will make you feel proud when you retire.
Above all, stay positive. Find ways to describe your passion with forward-looking language, rather than backward-facing complaint.
This response is inadequate at best. My hope is that you might find something useful.
You have my best,
Dan
What suggestions do you have for ‘Watching for Encouragement’?
“How can I bring my concerns for ethics, best practices, and leadership without losing my job/benefits/retirement?”
Sadly, my experience of situations like this is that you can’t. The only thing I’ve seen that has worked is to find some person outside the direct hierarchy of the organisation (oversight committees, external accreditation bodies, inspectorates) who might take it up. One other thing I would warn you about if you go down this route is that a great many people will not thank you or think well of you for doing the right thing.
Thanks Mitch. I’m glad you added your voice to this conversation. I can’t disagree with anything you wrote.
My first inclination when replying to this question was to say that I didn’t think there was much hope he could make a difference. I just couldn’t bring myself to write it. I thought about people who stood against the odds. One of the challenges is the writer doesn’t want to risk his retirement.
Dan, it’s a sad observation to have to make. In the UK there are independent oversight bodies that you could bring your findings to (in education you might go to OFSTED, (Office for Standards in Education, Children’s Services and Skills), but in doing so you would probably make a great many enemies, not merely among those who are perpetrating the issue, but also those who just want a “quiet life”.
#2 speaks volume and #3. The circle might start small when we do positive in a unionized environment working in public sector such as education. Administrators are teachers that step into the plate outside teaching. I too work in education. We learn in teaching the administrators in doing their job by supporting them, communication, transparency and work on a common goal. Congratulations in your retirement. P.S. be a steward for the union.
Thanks Pilgrim. Like I wrote above to Mitch, it feels pretty bleak. That’s when I thought about just do something where you are. When we think about changing everything we feel powerless. Maybe some small changes will make a difference.
I don’t know about you, but sometimes it’s easier and safer to think about changing everything because there is less personal responsibility.
Thank you, Dan, when the power and the prime directive is coming from the government, it is bleak. There is always hope. We the people can advocate to change a better education system. It will take time. Blessings.
I was surprised to hear you say that people in your school were not accountable. In my opinion everyone in a school is accountable – to their students. As teachers ultimately what we do is in service to our students, not in service to management.
Would student voice help you to move forward (I agree with Dan here – in a collective group of like minded teachers)? What do students say that affirms your position?
How can you use research to further your thinking? John Hattie’s Teacher Effectiveness and Visible Learning draw from a massive statistical sample to outline what good teaching practice is. I think that if you could get a groundswell of support behind a best practice initiative that would serve your students really well.
Thanks Michael. Love how you included ‘customers’ in the conversation. I think this is a powerful idea. The down side is involving students by creating dissatisfaction. It seems important to always keep a positive outcome as the focus, not a complaint.
“Administration is sensitive to OUTSIDE criticism.” When I read this statement there is a point of weakness on the administration side which may open a door? Although as it is stated you may be signing your release prematurely if you upset the apple cart. There is a fine line to tread between Unions and employers who sign the paychecks.
I regret to say as we get older your choice dwindle when starting over may not be an option. I feel the pain you suffer knowing you feel helpless, based on the scenario, your choices are limited. Having been represented by a union for 18 years left me vulnerable in the sense the company makes the decisions to “keep us employed or eliminate our positions, the union per say did not sign the paycheck, yet they were our bargaining unit at contract time and your support if matters required protection in cases of contract disputes or other union matters.
I still feel to this day “we came here looking for a job and we will be leaving looking for a job”, there is live after your present employment! the paths we chose are not always correct, the journey is yours to complete. If you truly believe you have a case then seek “a higher Authority having jurisdiction”, it comes down to ethical and moral issues you may have to live with the rest of you life.
The teaching of students is all about the students, you surely have a tough decision to make! If the system your in fails them, what have we done wrong? How do we make it right?
Thanks Tim. Your compassion is powerful. Have a great week.
I’ve never heard of administrators who “don’t have to sweat,” “not skilled in fiscal responsibility,” and “don’t feel accountable.” A hostile attitude seems to be a part of this person’s problem – looking at administration as the enemy. I’m sure older, unionized worker close to retirement embrace change, show a ‘can do’ attitude, and willingly take on new tasks. Hostile attitudes go both ways.
Maybe that’s why administration is bringing in people they are familiar with – they will embrace what they are trying to achieve. I agree with all you say, Tim. However, I would add – work on your attitude, try to work with administration, not against. Maybe by working on clearer communication, you might have a better understanding of certain actions. Maybe not, but at least you’re working proactively towards a better workplace, not challenging management in a hostile way.
C.C,
I can assure hostility would not be my intentions, I’m a firm believer in working with all parties for the good of all. Based on the scenario described that may not be possible based on “If you speak to the issues, you are thrown literally under the SCHOOL BUS”. statement.
Certainly all issues need addressed from all sides and all views, when your part of “the good old boys network” don’t bite the hand that feeds you can develop and often overrides the decisions!
Kudos to you, Watching, for moving to make things better! I would add to Dan’s list “Keep the Goal in Sight.” Since you are in the education field, I imagine any improvements are sure to add (whether directly or indirectly) positive results that will benefit the students and their education. Ultimately, that is the goal.
Also, I would highly suggest offering improvements with dated, written requests. Documenting your efforts will have multiple benefits in the end. Draft the requests to clearly outline the benefits of the suggested changes, rather than point out only the negative consequences. (Sad as it may be…) People tend to move faster when they see “What’s in it for me.”
Best of luck! The students thank you!!
I have found that new people are good resources to ask for changes. Their eyes are not calloused with the “that’s the way it is” mentality.
In addition, new people are good candidates to help with change or the small group you mentioned earlier.