As a transportation director or executive, you’re used to multitasking and likely have a daily calendar packed with multiple projects. You may even feel like you’re walking a tightrope. But this is an unusual tightrope. It involves the routine business of your job, “plus” – the power is in the plus.
The pluses are the requests from your superintendent, school board or administrative colleagues. It’s everything from meetings, one on ones with reports and follow-up items. Pluses also come from your team, like the supervision of a diverse crew and the day-to-day issues of personnel management. There are pluses from site administrators regarding issues or schedules. Parents’ complaints and requests are another plus, as are immediate accommodations needed from your special ed team, and sports teams and student groups that need to get to competitions or events immediately.
Like most professionals, you use an online or written calendar. You plan your weeks and your work, and every week you start with an expectation of success. Within a few moments, any of the above plus issues can come into play. Suddenly, your tightrope gets more difficult to maneuver. How can you meet everyone needs and expectations?
While I understand that not everyone wants to be in management or assume leadership positions, I do know that being able to make a difference is often tied to leadership and management. When you take on a position as a manager, supervisor, director, or other position, it brings with it authority, responsibility, and opportunity. You can be the kind of leader you always wanted to work for! You right some wrongs. You build the team and the organization. While the tightrope is sometimes more challenging than we expect, the outcomes are extremely rewarding.
Managers impact lives and decisions, and can build units, divisions, and programs. They have an opportunity to solve problems, secure new resources, revise and improve operations, and, most importantly, spot talent!
Hiring, training, retaining and the eventual promotion of staff members is one of the most satisfying and gratifying experiences a leader can have. You have the ability to teach by the way you lead and operate. Watching you in action teaches your staff volumes. Believe in inclusion and diversity? Let me see who you hire and promote! Believe in customer service and positive student management? Show me by your actions and your decisions.
The children’s song, Following the Leader, is spot on. People do follow leaders, but they don’t always differentiate between good ones and poor ones. A manager with a poor work ethic who plays favorites and spins the truth gives staff the idea that these are acceptable behaviors. A manager or leader who models bad behaviors will see those behaviors modeled in their team!
Years ago, I took a job with an organization I really wanted to work for. One of my professional colleagues and mentors was beside himself. He knew the leader and understood his poor reputation and his history. He shared with me the lack of ethics and issues, and encouraged me not to take the position. I was conflicted. I wanted the position, but the integrity of my mentor was indisputable. After much thought, I accepted the position and shared with my mentor that, while I may work for an unethical person, I would retain my integrity.