In words, we say that every student is different. Lessons and instruction should be individualized and personalized to increase engagement and motivation. And yet, in schools and classrooms across the world, teachers are handed a set of textbooks, a menu of approved tech programs, and a fixed curriculum to cover in a defined set of time.
Company values declare beliefs in diversity, growth mindset, respect, curiosity, and accountability. And yet when employees speak up or challenge thinking or explore other solutions, they are often shut down by managers or leaders. Worse yet, their ideas may be stolen and redeployed as a leader’s idea with no credit given. If an employee does it too many times, they may be dismissed.
Isn’t it ironic? It would seem that human nature is to espouse ideals and yet in application very few people will hold true to them. I’m an optimistic realist. I often take “theories” and ideals with a grain of salt. I know that in application the outcomes are often so very different; there are just too many variables. But, I will also carry that little nugget of hopefulness and belief in the ideal.
So, how do we move from a mentality of “do what I say and not what I do”?
The answer lies in fostering environments that not only preach ideals but embody them through clear policies, open communication, and a culture that not only accepts but celebrates questioning and innovation. It begins with leadership – leaders who not only set the example but who also recognize and reward those who dare to think differently. It's about creating systems that are flexible, adaptive, and genuinely supportive of individuality and creativity.
Commit to being the change so often talk about. Let's be the ones who don't just carry that nugget of hope but who also plant it, water it, and nurture it to grow. This is how we ensure that the gap between our words and our actions narrows, and our proclaimed values become the living, breathing ethos of our classrooms and workplaces.
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