The

Challenges
of the
LeadershipChallenge:
JACI COMMONS
Introduction
Whilst there were many successes to my Visible Learning
leadership challenge, this slideshow focuses on the
challenges encountered during the systematic
implementation of Visible Learning pedagogy at St
Alipius - one of the most significant being the intricacies
of working with people. The essence of this challenge is
not just about implementing evidence-based teaching
strategies; it is about fostering a cultural shift within the
educational community and addressing the
complexities of human dynamics. Drawing upon Patrick
Lencioni's (2002) "Five Dysfunctions of Teams" model,
we can identify several key challenges:
My Challenges
Absence of Trust
Building trust within the team was paramount for the
successful adoption of Visible Learning practices. The
challenge lay in overcoming initial skepticism and
apprehension among our staff. Creating an environment
where teachers felt safe to express their concerns, ask
questions, and take risks was crucial. Fostering trust was
foundational to collaboration and innovation, and the
development of a safe, supportive staff culture. This was
particularly important given residual trust issues from
past leadership structures and personalities.
 Fear of Conflict
Healthy debate and constructive conflict are vital for refining ideas
and practices. However, I felt the staff team feared conflict due to
concerns about damaging relationships and job security. This was
particularly evident in the Impact Coach group, which would ‘shut
down’, opposed to engaging in robust conversations. Encouraging
open and respectful disagreements was a challenge but important
to ensure that diverse perspectives were considered and the best
strategies were adopted.
Lack of Commitment
Aligning all team members with a common goal was
challenging. There were certainly varying levels of
commitment across the school. Some educators
hesitated to fully embrace Visible Learning, leading to a
lack of cohesive decision-making. Overcoming this
challenge involved facilitating discussions that clarified
the benefits of the new approach and ensuring
everyone understood their role in its success.
Avoidance of Accountability
Holding individuals accountable for their roles and responsibilities
was probably the most challenging - but necessary - challenge of
the project. For the impact coaches, there seemed to be a
resistance to accountability due to concerns about blame or
criticism. The challenge was to create a culture where
accountability was viewed as an opportunity for growth, and
feedback being viewed as constructive rather than punitive.
Inattention to Results
Ultimately, the goal of the Visible Learning challenge
was to improve student outcomes. However, focusing on
results can be challenging when educators are
preoccupied with other concerns. Encouraging a
shared commitment to tracking and celebrating
progress was essential for maintaining momentum and
ensuring that the desired outcomes were achieved.
 Overcoming the
Challenges
of the Challenge:
Lead by Example
It was really important for school leadership to embody
the values, and demonstrate the behaviours that we
wished to see in the team. This included being trusting,
having open communication, committing to results,
modeling good practices and being vulnerable. It was
important to lead by example so that we could set the
tone for the entire educational community.
Provide training & support
Our partnership with Corwin came with ‘built in’ professional
development for staff. We were able to offer professional
development (PD) opportunities that helped staff to develop the
skills and knowledge required to implement a Visible Learning
pedagogy. Outside of the Corwin provided training, we focused on
the provision of ongoing support and resources that were interest
and needs based. This gave staff an opportunity to select PD that
was relevant, meaningful and interest based - as long as it aligned
with our Visible Learning goals and school priorities.
Foster Collaboration
We were able to encourage
collaboration amongst our educators
through regular meetings, sharing best
practices, and creating a culture of
shared, collective responsibility -
especially around whole school data. By
focusing on healthy relationships, we
were able to promote a culture of
collaboration and growth.
 Celebrate small wins
Acknowledging and celebrating incremental progress and
successes along the way was pivotal to positive momentum in the
challenge. By celebrating small wins, we were able to boost morale
and motivation among educators.
Seek Feedback
IThroughout the process, Emily and I actively, and
continuously, sought feedback from staff, students and
their families. We were able to use the feedback to
identify areas for improvement so that we could adjust
our approach accordingly. By seeking feedback, we
were also able to give everyone a voice in the process
and take on ideas to improve the effectiveness of our
practices.
By addressing these challenges head-on and
leveraging Lencioni's insights, our school leadership
team were able to navigate the complexities of
working with people. In turn, this meant we were able
to successfully implement Visible Learning practices
at St Alipius Parish School, leading to improved
student outcomes and a stronger educational
community.