Teacher leaders, instructional coaches, and principals constantly face disruptions—from shifting curriculum expectations, to advancements in technology, student needs, and political pressures. While these challenges can be seen as roadblocks, we can also consider them as opportunities to strengthen our teams and build a culture of resilience. A recent Forbes article on leadership strategies for overcoming disruption by Julie Kratz suggested that leaders focus on making people feel seen, connected, supported, and proud. How might that focus apply to your school?
Seen
“Feeling seen means the people around you understand you, what makes you tick and your core motivations. Feeling seen goes beyond just being noticed. It’s about having your true self acknowledged and understood—your quirks, your passions, your unique perspective. When you feel seen, it means the people around you “get” you. They recognize your strengths, appreciate your vulnerabilities and understand what truly motivates you. This deep level of understanding fosters trust, acceptance, and a sense of belonging, creating fertile ground for genuine connection and meaningful relationships.” (Kratz)
Disruptions can make teachers feel isolated, uncertain, or undervalued. A leader’s ability to listen deeply and acknowledge their staff’s experiences ensures that educators feel seen—a fundamental need in fostering trust and engagement. Leadership listening is important. Not just hearing concerns but responding in ways that validate and empower educators. Radical listening, the practice of deeply engaging with a speaker’s words, intentions, and underlying values by setting aside one’s own biases and judgments to fully understand the speaker’s perspective, is required. It fosters genuine connection, empathy, and mutual learning. (Active Listening May Be Insufficient)
Connected
“Promote opportunities for shared experiences, whether it’s team projects, social events or collaborative brainstorming sessions. Recognize and celebrate individual contributions to reinforce each person’s value within the group. When people feel appreciated and understood, they’re more likely to form authentic bonds and contribute more fully.” (Kratz)
One of the biggest threats of disruption is fragmentation and isolation. It is important for leaders to be observant as its common for educators who feel threatened by disruption to pull back, increasing isolation at a time that they should be reaching out for increased connection. Connection helps educators feel less overwhelmed and more empowered. Shared experiences—like peer coaching, collaborative lesson planning, and team teaching—enhance teamwork and provide a sense of belonging. In a blog, Leadership Imperative: Encouraging and Supporting Team Teaching, I discuss how educators working together not only improve instruction but also support each other emotionally and professionally. Teams that are built and supported in an ongoing culture of collaboration can face disruption more easily.
Supported
“Feeling supported at work is a game-changer. It’s about more than just having your back; it’s about empowering growth. When employers provide opportunities to learn new skills and tackle fresh challenges, it ignites a sense of purpose and progress. This continuous learning not only boosts confidence and competence but also transforms the work experience. This shift in mindset fosters a deeper connection to the work itself and the people you collaborate with, making every day a chance to evolve and contribute in new ways.” (Kratz)
Feeling supported is essential for educators to take risks, try new strategies, and embrace change. Leaders must provide both emotional and professional support to help teachers navigate disruptions confidently. Team members need a clear map of what the team is trying to accomplish. Accountability for those goals becomes everyone’s job. Team members share mutual responsibility for achievements, and members are not afraid to acknowledge missteps and explore how to get back on track. So, members of the team should clearly understand the group’s performance expectations. “What does the desired outcome look like?” Each member should contribute high-quality work to achieving the desired goal or outcome. Group members should acknowledge when they’ve made a mistake. Vulnerability is a key requirement for effective teamwork and success. (Traits of Effective Teams and Team Members podcast)
Proud
“Pride in your work comes from a deep sense of alignment. When an organization’s mission, vision, and values resonate with your own, you feel a powerful connection to something bigger than yourself. This shared purpose fuels your passion and drives you to contribute meaningfully. You become an ambassador for the company, proudly championing its goals and embodying its principles. This alignment creates a sense of belonging and ownership, fostering a strong bond between the individual and the organization.” (Kratz)
As leaders we can foster pride by celebrating growth and impact. One of the most overlooked aspects of leading through disruption is ensuring that educators feel proud of their work. Pride fuels motivation, engagement, and perseverance. When educators recognize the impact of their efforts on students, they are more likely to stay committed, even in difficult times.
Here are two possible ideas for building teachers’ individual and corporate pride.
- Teacher-Led Learning Showcases – Instead of traditional professional development, teachers who found creative solutions to challenges lead short sessions for their peers, sharing what worked and what didn’t, building confidence in teachers and reinforcing the message that their expertise and adaptability were valued.
- Student “Thank You” Letters & Videos – Leaders partnering with students can create a “Gratitude Wall” where students can provide notes to teachers who had made an impact. Short video messages of students thanking teachers for specific moments of support could become part of faculty meetings.
The challenges of disruption are inevitable, but their impact can depend on how we respond. By ensuring that educators feel seen, connected, supported, and proud, school leaders can create resilient, high-performing teams that not only withstand change but grow from it. When teams listen actively, collaborate meaningfully, support each other, and celebrate their work, disruptions become steppingstones to greater success.
How will you lead your team through the next challenge?
