It's challenging to speak up when you're in a low position in your organization.
Speaking up doesn't make you popular.
When you see room for positive change and you take the time to speak up or ask questions, your words may be met with a myriad of reactions--reactions from positive acceptance to exclusion.
And if you're like me, you may not know exactly how to speak up or navigate an organization with a big idea. There's no road map to follow, and while you're working with your best understanding and ability to share those ideas, ideas you believe will have a positive impact on your students and organization, you may misstep with your share. This is one reason why I continually advocate for idea systems and research and development efforts in organizations--systems and efforts like these do provide roadmaps, time, and support for new ideas from front line employees, people who work directly with the organization's main focus, product, or service.
I liked Steve Gross's thoughts about this issue. He essentially prompts educators to make the changes that they can make in their own work and then work with others to advocate for bigger, broader change that will positively affect student learning and experiences in school.
As the movement towards teacher leaders grow, organizations may create more paths for educator voice and choice. Already many organizations have Professional Learning Communities (PLCs) in place, and are now working on growing the use of these groups for deeper learning and effect. This is potentially one vehicle for positive idea exchange and development.
The fear factor related to share can serve to impede an organization's growth or potential. If people on the front line are afraid to share or don't have the time or vehicles for share, then their ideas for betterment and good work will be lost, and this results in unmet potential since we know that many case studies show that ideas from the front line have potential to make significant, positive change.
As an educator, I want to know what my colleagues think and believe in. I want to hear their ideas about how they do their work well and what we can do to better our service to children. I know that this kind of share creates dynamic organizations, and I enjoy working in a dynamic organization that promotes positive work and efforts.
In summary, don't let the fear factor prohibit you from sharing your ideas. Share the ideas with strength and care, and as Gross suggests seek a team to work with when it comes to the big ideas.
I'm on the long road of learning more about this, a road that's probably shorter for others who have different experiences than me.
How can you shorten the path of idea share for your colleagues, and how can you strengthen your own ability to walk this road in ways where the fear factor doesn't leave a good idea behind--the kind of idea that might make a difference for the children in your midst.
