Tag Archives: School Culture

December 11, 2025 · 5:24 AM

A Reflection for Leaders this Season…the Gift of Being Present!

Denise Ball, Ed.D.

This time of year brings both joy and complexity for teams across all industries. Research consistently shows that workplace stress, emotional fatigue, and decreased attentional capacity tend to rise during the winter months, particularly during the holiday season when competing demands intensify for employees at all levels (American Psychological Association, 2024).

Given this, leaders play a uniquely important role in setting the emotional temperature of their organizations. When leaders intentionally “tune in” …listening deeply, being present in conversations, and noticing subtle shifts in team dynamics, they build trust and psychological safety. These conditions not only support employee well-being but also increase engagement and organizational resilience.

Presence Sets the Tone for Culture

Our words and actions create a cultural ripple effect. Decades of organizational research confirm that when leaders model behaviors such as pausing, unplugging, and expressing gratitude, teams experience boosts in creativity, problem-solving, and productivity (Fritz et al., 2011). A leader’s ability to slow down, notice the good, and encourage moments of reflection signals to employees that rest is not a reward…it is a strategic imperative for sustained excellence.

Encouraging teams to pause, breathe, and “see” the good around them begins at the top.

When leaders embrace presence, the positive emotional contagion can be transformational. It builds cultures where affirmation outpaces anxiety, where collaboration thrives, and where people feel supported, valued, and energized to contribute their best.

Training Our Eyes to See the Good

There is so much good in this world. When we train our eyes to see the good, amazing things happen (Ball, 2025). This simple but profound shift in perspective changes how we lead, how we treat others, and how we interpret the moments unfolding around us.

In seasons where work accelerates and expectations multiply, choosing to notice goodness requires intention. If leaders can tune in and be present, it pays dividends in hope, clarity, and renewed purpose for those they lead.

The Gift and Responsibility of Leadership

It is a gift to lead. It is essential to remember the profound impact we have on those we choose to serve. Leadership is not merely a set of tasks or strategies; it is embodied influence.

People feel our presence before they hear our message.

They notice our pace before they follow our direction.

As we enter this season, may we be reminded that our teams do not need perfection from us, they need presence. They need leaders who model steadiness, gratitude, and attention to what matters.

They need leaders who see the good and call it forth in others.

When leaders are present, cultures strengthen. When leaders slow down, teams rise…and when leaders choose to see the good, amazing things truly happen.

References

American Psychological Association. (2024). Psychological safety in the changing workplace: Work in America 2024 report. https://www.apa.org

Ball, D. (2025). Strengthening schools from within: The impact of leadership and culture on teacher retention [Conference presentation]. Oxford University Educational Research Symposium, Oxford, United Kingdom.

Fritz, C., Lam, C. F., & Spreitzer, G. M. (2011). It’s the little things that matter: An examination of knowledge workers’ recovery experiences. Academy of Management Journal, 54(4), 835–855. https://doi.org/10.5465/amj.2011.0486

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March 20, 2025 · 9:47 AM

Be a Distributor of Joy and Change the Teacher Attrition Rate

Blackaby (2015) reminds us that a positive school culture begins with a service-oriented mindset. Leaders must build a clear vision of the kind of school environment they want to cultivate for teachers, students, and families. Building a strong team and a positive school culture requires shared leadership, collaboration, and a focus on teacher well-being.

School leaders must be present and care enough to listen and enter the difficult conversation(s). Joy must be modeled by the school leader in both word and action…it is synergistic and transformative for a school team and a school campus/community. At the heart of teacher retention lies a simple but profound truth—joy!

As educational leaders, we must be builders and distributors of joy, creating school cultures where educators are not just sustained but inspired. Joy is not just an outcome of a thriving school environment, it is the very foundation upon which leadership, professional learning, culture, and a positive school team interconnect and strengthen one another.

When leaders cultivate environments where teachers feel valued, when professional learning is meaningful and collaborative, when school culture is intentionally shaped with positivity and respect, and when teams work together with a shared purpose, joy emerges.

The discussion on teacher retention was important pre-COVID and is essential post the pandemic when many teachers are still struggling. Teachers need to pause and take the time to reflect and acknowledge the work it took to walk through that period, celebrate the amazing things that occurred due to their hard work and service to others, so they can close the chapter and get back to the joy of education that attracted them to the profession in the first place.

The conversation on teacher retention and the importance of school leadership and a positive school culture continues…

May we continue to seek knowledge in all things,

Denise

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February 6, 2025 · 11:20 PM

Listening, Learning, and Leading: A Conversation on Teacher Retention

 

Teacher retention is not just a policy issue, it is  a deeply personal one. Behind every statistic is a teacher who has dedicated their time, energy, and heart to shaping the next generation. The reasons educators stay or leave are complex, intertwined with school culture, leadership, and professional fulfillment. The most effective way to address teacher retention is simple yet profound: we must listen.

 

As school leaders, we have an obligation to understand the realities our teachers face, to hear their challenges, and to amplify their successes. Listening is not just a courtesy, it is  a leadership strategy. When teachers feel valued, heard, and supported, they are more likely to stay and thrive.

 

It was an incredible honor to be invited to lead a discussion on teacher retention as part of the ADAC Answers series. With over 240 school leaders from 40 states and the District of Columbia, registered and representing public, private, faith-based, and international schools. These leaders represented approximately 34,000 teachers and 370,000 students. This conversation reflects a national and global commitment to addressing one of the most pressing challenges in education today.

 

Bringing together diverse voices across governance models allows us to see the common threads in teacher retention and explore meaningful, research-based solutions. Whether it is mentorship programs, school climate initiatives, or leadership development, the strategies we discussed are not just theories, they are actionable pathways to strengthening our schools from within.

 

I am grateful for the opportunity to engage in this dialogue and to learn from the experiences of so many dedicated leaders. The work of teacher retention is ongoing, but together, through thoughtful leadership and a commitment to listening, we can make a lasting impact.

If you were unable to join yesterday, you can watch the full recording on ADAC’s Video Resources page.

 

https://loom.ly/1yvAmBo

May we continue to seek knowledge in all things,

Denise

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May 30, 2024 · 3:27 PM

Top Five Recommended “Musts” to Ensure Teachers Feel Valued Before the Summer Pause

It is an exciting time, but this season of transition can be chaotic and often stressful for faculty, staff, students, and parents. A little bit of grace this time of year goes a long way.

When I was a school leader, I used to tell my staff that the end of the year was a time for putting on the “red shoes”…making sure to leave home needs at home and embracing each day with purpose; we are called to be the difference. Retention data shows that it is important now more than ever to ensure that all stakeholders end the year on a high note.

A school climate affects teacher satisfaction, morale, and expectations about staying in the profession (Garcia & Weiss, 2019). A high percentage of teachers do not feel appreciated, and this feeling can have an impact on their choice of staying or leaving the classroom. It would be beneficial for society to remember that teaching remains an extraordinarily noble profession with intrinsic rewards that few other disciplines experience (Vocke & Foran, 2017). There are many ways to show teachers support. Below are my five recommended “musts” to finish the school year strong, ensuring teachers feel valued.

Top Five Recommended “Musts” to Ensure Teachers Feel Valued Before the Summer Pause

  1. Handwritten Thank-You Notes: Write personalized notes to each teacher, highlighting specific contributions and expressing sincere gratitude. Encourage faculty and staff to write anonymous notes to one another. Positive energy is synergistic!
  2. Public Acknowledgment: Use school newsletters, social media, and assemblies to publicly recognize and celebrate teachers’ achievements and dedication. Use these last few weeks of school to promote and share the good that has happened on your school campus. Sharing the good can change a school’s culture.
  3. Classroom Resources: Provide teachers with additional resources or gift cards for classroom supplies as a token of appreciation and to ease their financial burden as they begin to plan this summer for the upcoming school year.
  4. Professional Development Stipends: Offer a stipend or provide a gift card for summer professional development courses, or educational reading materials, indicating investment in their continued growth.
  5. End-of-Year Celebration: Host a celebratory event to honor teachers’ hard work and achievements throughout the year. Include awards or small gifts to show appreciation. Have a discussion on the theme for the upcoming school year to help give direction (which will reduce stress) in helping teachers plan over the summer.

Give your team permission to put an “out of office” message on their email for a period of time to spend with family and friends, recharging so they can be all they are called to be for the upcoming school year. Building in a “time to pause” into one’s daily schedule, will allow teachers to come back to campus more creative, energized, and ready to accomplish team initiatives for the new school year.

Photo Credit: Anna Quattrone, Director of Marketing and Enrollment

Ultimately, it is essential to never underestimate the importance on greeting your faculty and staff as they begin the school day, providing an encouraging word or smile, and making sure your team members feel seen and heard. Teachers choose to serve in schools where they feel welcomed and appreciated.

Regardless of the time of year, it is always a good idea to thank a teacher for choosing to teach!

May the last few weeks of school be filled with joy and peace!

Denise

Denise Ball, Ed.D.

Recommended Reading

Carver-Thomas, D., & Darling-Hammond, L. (2019). “The Trouble with Teacher Turnover: How Teacher Attrition Affects Students and Schools.” Education Policy Analysis Archives, 27(36).

Garcia, J. R., & Weiss, N. (2019). Challenging working environments “school climates”,  especially in high-poverty schools, play a role in the teacher shortage. Economic Policy  Institute. Retrieved from https://www.epi.org/publication/school-climate-challenges affect-teachers-morale-more-so-in-high-poverty-schools-the-fourth report-in-the-perfect storm-in-the-teacher-labor-market-series/

Kraft, M. A., Papay, J. P., Charner-Laird, M., Johnson, S. M., Ng, M., & Reinhorn, S. K. (2020). “Educator Work Environments and Teacher Effectiveness: A Two-Year Longitudinal Study of Teaching Assignments.” Educational Evaluation and Policy Analysis, 42(3), 436-460.

Podolsky, A., Kini, T., Bishop, J., & Darling-Hammond, L. (2019). “Strategies for Attracting and Retaining Educators: What Does the Evidence Say?” Education Policy Analysis Archives, 27(38).

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December 12, 2023 · 5:36 PM

The Journey of Earning my Doctorate Degree in Education

The journey of earning my doctorate degree in education has been nothing short of an awe-inspiring experience. The countless hours of research, the rigorous academic challenges, and the camaraderie with fellow scholars have collectively shaped me into a more knowledgeable and resilient individual. The process of delving deep into the intricacies of educational theory and practice has not only expanded my intellectual horizons but has also instilled in me a profound passion for enhancing the educational landscape. I have served in education for the last 26 years, inspired by many teachers and school leaders. This has been a life-long goal and I am so grateful for all the support and words of encouragement along the way.

As I reflect on this transformative journey, I am filled with a sense of accomplishment and anticipation for the next phase of my academic endeavor. Armed with a wealth of knowledge and a heightened understanding of educational methodologies, I am excited to transition into the role of a contributor, researcher, and advocate for improved learning experiences. The prospect of engaging in meaningful research and writing to share innovative ways to enhance the educational journey for both students and teachers fuels my enthusiasm. This next phase represents an opportunity to bridge the gap between theory and practice, translating academic insights into actionable strategies that can positively impact classrooms and educational institutions.

My doctoral journey has equipped me not only with a scholarly mindset but also with a deep sense of responsibility to make a meaningful contribution to the field of education. I am eager to continue to collaborate with like-minded individuals, educators, and institutions to implement evidence-based practices that can foster a more enriching and effective learning environment. As I embark on this new chapter, I am motivated by the belief that education is a powerful catalyst for positive change, and I am committed to playing an active role in shaping a future where learning is an inspiring and transformative experience for all involved. If you are in that phase of discernment about whether to work towards earning a doctorate degree in education, be encouraged that you can make a difference and your voice is needed in education.

A special thank you to Liberty University for having a financially supportive program for veterans, allowing me to embark on this very fulfilling journey.

Improving Teacher Retention Within the Archdiocese of Washington Dissertation-https://digitalcommons.liberty.edu/doctoral/5006/

May we all continue to seek knowledge in all things,

Denise

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February 13, 2021 · 5:47 PM

The Importance of Building a Positive School Culture

It is a joy for me to serve in education and I wanted to share some slides from one of my latest professional development sessions. As educational leaders, it is essential that we are reflective in practices and take the time to enter the difficult conversations and modeling this for our school teams. A positive school culture can not only make a difference in building a strong educational team and retaining teachers, but studies show that a positive school culture has a direct effect on student learning. Exemplary leaders understand how to create a climate of collaboration, they must determine what the group needs to do their work and build the team around a common purpose with mutual respect (Kouzes, 2017).

As we walk through this pandemic, take the time to invest into the discussion of developing or strengthening your school cultures…it will make ALL the difference!

May we continue to seek knowledge in all things~

Denise

Reference

Kouzes, J. & Posner, B (2017). The leadership challenge-how to make extraordinary things happen in organizations.

Hoboken, New Jersey: John Wiley and Sons, Inc.

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