FlipFlippen

//Back to TSDTLT// = = =July 31, 2009= CASE Conference

Flip Flippen—Leadership Notes
[|The Flippen Group] Book: [|The Flip Side]

Note: Speaking on the importance of building relationships with children and helping them be successful: having children is not the same as raising children

Principle of Leadership: No organization can rise above the constraints of the leadership.

Constraints are those qualities or characteristics that prevent individuals from performing at the highest level.

=5 Defining Behaviors of Top Performers=

 O – ownership D – drive E – empathy S – self-control**
 * CODES**
 * C – confidence


 * C – confidence:** There is a range of being confident. You don’t want to be too confident (a score that exceeds 93) because that can lead to arrogance, overconfidence.—you don’t listen or take counsel from others,

Poor/weak confidence creates individuals who whine and prevents any type of risk-taking.

Note: The type of praise that develops confidence is that which reinforces skill acquisition. Skill acquisition is the foundation of confidence development—reinforces actual performance. Don’t use false praise—it won’t mean anything.

Thinking of the stories he told helps lock in the learning for me. For confidence, he told the “soccer trophy” story. The child received a trophy just for showing up”.


 * O – ownership:** A perceived sense of value—your job is your responsibility. You own your responsibility . . . “own the children . . . their issues and/or problems” and work hard to find success for your students . . . your employees (staff) etc.

Notes: ownership = commitment = responsibility For ownership, the story related to the Southwest Airlines HR person, who hired anyone who walked by the crushed coke can and picked it up, demonstrating ownership.


 * D – drive:** Effort determines outcomes. Your drive scale is mostly set by the time you are age 30—probably won’t move more than 5 points after that. (You want a “drive score” of about 85—not too high)

Drive is connected to attribution theory: work hard, collaboration, honesty—straight forwardness

Celebrate effort. Perseverance improves drive.

The example he used to illustrate drive related to a study done on 5th graders. After taking a test, one group was told, “You did very well. You must have worked very hard.” The other group was told, “You did very well. You must be very smart.” Over the long haul, the group that was told they must have worked very hard demonstrated perseverance, and continued to do well in their school assessments.


 * E – empathy:** This quality is how you care about others. Genuine care, but must be balanced between having little sense of care and over-caring; Also, there is a balance between caring and performance.

Caring too much can cause over nurturance—abusing that creates a sense of entitlement. Note: children DO need to have meaningful relationships with adults. (Corollary: adults probably need to have nurturing relationships too.)

Leaders/teachers need to provide the right amount empathy.


 * S – self-control:** Need to balance: not too high and not too low.

Instead of rigor, relevance, relationships, it should be relationships, relevance (of the relationships), and rigor (task, studies, etc.)

=KEY QUESTIONS:= How do we build “confidence” with our staff? How to develop “ownership” as part of our overriding organizational culture?

Here's a citation for Carol Dweck, author of //Mindset//. Flip credited her with the research around promoting effort over intelligence. It is a fascinating book!

Another great way to get more info is to read this quick article by Carol Dweck - "Brainology"