Staff Development Activity: SUTE and GSTE

"Learning is defined as a change in behavior.
You haven’t learned a thing until you can take action and use it."

"The problem with most leaders today is they don’t stand for anything. Leadership implies movement toward something, and convictions provide that direction. If you don’t stand for something, you’ll fall for anything."

"Success is not forever, and failure isn’t fatal."

I. Introduction
a. Introduce the purpose of the staff development-“change”
b. Allow distric staff to introduce themselves
II. The Supervisor
a. Conduct self-assessment survey about SUTE and GSTE
b. Divide staff into small groups; groups will have varying information on each methodology
c. List areas of concerns when dealing with change as educators
d. Allow each group to post and discuss areas of concerns
III. The Viking
a. Define Viking: “one that explores and stands out for greatness of achievement”
b. Allow groups to discuss, list and present the person(s) that stood out for greatness of achievement for them using information from each methodology
IV. Victory Secrets: C.O.A.C.H. to WIN
a. Conviction-Driven
b. Overlearning
c. Audible-Ready
d. Consistency
e. Honesty Based
V. Coaching difficult people
a. Let’s play supervisor football exercise
b. Process exercise; reveal obstacles as well as ways to deal with obstacles
c. Supervision case studies about the SUTE and GSTE methodologies
VI. Wrap-up:
Tie it all together – relate the GSTE core values to the SUTE conditions for change. Discuss how both methodologies have a similar process for change. All staff members are stakeholders and are instrumental in the changed process.