Learn how McKinley Tech successfully launched LiveSchool, focusing on committee formation, values, & teacher buy.
Well…when it comes to implementing a new program or initiative in your school a lot could go wrong. Schools are notoriously tough places to enact change. They are also places where the constituents are very much used to attempts at change.
The running commentary amongst teachers at every school I worked in when it came to new protocols or focal points went something like this: “I’ll just wait until the next big thing comes around.” If you stay long enough, you’ll outlast this trend and the next one.
But from a leadership perspective, that isn’t a very helpful outlook. Your students do need help and your school does need to improve. Right now. So change is necessary. The key to doing it well is building a foundation that lasts.
When the leadership team at McKinley Tech, a high school in Washington, DC, decided to implement LiveSchool as a means of improving behavior and school culture they did so with the intent that it wasn’t going to be a trend. It was built to last.
Their program is going to benefit students for years to come because of the process they used to implement it and recently they were nice enough to share that process with us in a webinar.
Let’s take a look at their secret to success as it was shared by Ryan Sturdivant (Dean of Students), Desiree Caldwell (Secondary English and K-12 ESOL Teacher), and Tony Gross (Biology and Environment Teacher).
Before we discuss the specifics of McKinley’s plan, let’s talk about LiveSchool. LiveSchool is a behavior management platform that helps schools reinforce positive behavior through PBIS points tracking, House points system organization, data insights, parent recaps, and school reward stores.
At McKinley, LiveSchool isn't just another app; it's a catalyst for positive change. Teachers have noticed a marked improvement in classroom dynamics, with students more engaged and on-task.
Beyond academics, LiveSchool has instilled a sense of unity among students, fostering a supportive and inclusive environment. What sets McKinley apart is their commitment to making LiveSchool more than just a tool—it's a shared journey.
For McKinley Tech, LiveSchool isn't just about managing behavior; it's about nurturing a culture of excellence and empowerment that will endure for years to come.
The success at McKinley wasn’t achieved by accident. They had a clear plan that you can replicate in your building, let's talk through the keys to their success.
Creating a dedicated committee can be huge for the implementation process. For McKinley, it facilitated collaboration, allowed for diverse perspectives, and ensured that the rollout aligned with the school's unique needs, goals, and values.
Speaking of values, one of the biggest tasks for the LiveSchool committee was establishing those shared values. They did so by asking themselves three questions:
It’s really important to set some guardrails around on-point expectations for staff. Some teachers will be early adopters and positive reinforcement will come second nature. They’ll award tons of points! Others may not utilize the system as often and may barely award any.
At McKinley, the team decided to award up to 10 points per student per class period. This means that students could earn a maximum of 40 points per school day.
Promoting teacher ownership of the system was a four-part approach that you can duplicate for just about any big change in your building.
This is easy to say and hard to do. Put it on your daily or weekly to-do list so you don’t forget and be constantly on the lookout for staff members who are putting forth great effort.
This can start with a back-to-school PD but it doesn’t need to stop theret. Great training is ongoing and provides opportunities for check-ins and feedback throughout the school year. If you have time constraints, film reminders and tips so your staff can view them asynchronously.
Great work doesn’t happen in silos. Encourage colleagues to share good work and advice as well as to problem-solve together.
Don’t send mixed signals. Be precise and clear. Follow through on what you say and clarify individually as necessary.
Having a tiered rewards system means that students can earn acknowledgment or spend points in a school store as well as in the classroom. This could mean anything from purchasing tickets to a fall festival or obtaining a homework pass in Biology.
McKinley Tech's journey with LiveSchool exemplifies the transformative impact of a well-executed plan. They've built a culture of excellence that extends far beyond behavior management.
If you are looking for further examples of great LiveSchool implementations check out how Vickery Elementary reduced referrals by 25% and how Westdale Middle decreased suspensions by 44%.
Well…when it comes to implementing a new program or initiative in your school a lot could go wrong. Schools are notoriously tough places to enact change. They are also places where the constituents are very much used to attempts at change.
The running commentary amongst teachers at every school I worked in when it came to new protocols or focal points went something like this: “I’ll just wait until the next big thing comes around.” If you stay long enough, you’ll outlast this trend and the next one.
But from a leadership perspective, that isn’t a very helpful outlook. Your students do need help and your school does need to improve. Right now. So change is necessary. The key to doing it well is building a foundation that lasts.
When the leadership team at McKinley Tech, a high school in Washington, DC, decided to implement LiveSchool as a means of improving behavior and school culture they did so with the intent that it wasn’t going to be a trend. It was built to last.
Their program is going to benefit students for years to come because of the process they used to implement it and recently they were nice enough to share that process with us in a webinar.
Let’s take a look at their secret to success as it was shared by Ryan Sturdivant (Dean of Students), Desiree Caldwell (Secondary English and K-12 ESOL Teacher), and Tony Gross (Biology and Environment Teacher).
Before we discuss the specifics of McKinley’s plan, let’s talk about LiveSchool. LiveSchool is a behavior management platform that helps schools reinforce positive behavior through PBIS points tracking, House points system organization, data insights, parent recaps, and school reward stores.
At McKinley, LiveSchool isn't just another app; it's a catalyst for positive change. Teachers have noticed a marked improvement in classroom dynamics, with students more engaged and on-task.
Beyond academics, LiveSchool has instilled a sense of unity among students, fostering a supportive and inclusive environment. What sets McKinley apart is their commitment to making LiveSchool more than just a tool—it's a shared journey.
For McKinley Tech, LiveSchool isn't just about managing behavior; it's about nurturing a culture of excellence and empowerment that will endure for years to come.
The success at McKinley wasn’t achieved by accident. They had a clear plan that you can replicate in your building, let's talk through the keys to their success.
Creating a dedicated committee can be huge for the implementation process. For McKinley, it facilitated collaboration, allowed for diverse perspectives, and ensured that the rollout aligned with the school's unique needs, goals, and values.
Speaking of values, one of the biggest tasks for the LiveSchool committee was establishing those shared values. They did so by asking themselves three questions:
It’s really important to set some guardrails around on-point expectations for staff. Some teachers will be early adopters and positive reinforcement will come second nature. They’ll award tons of points! Others may not utilize the system as often and may barely award any.
At McKinley, the team decided to award up to 10 points per student per class period. This means that students could earn a maximum of 40 points per school day.
Promoting teacher ownership of the system was a four-part approach that you can duplicate for just about any big change in your building.
This is easy to say and hard to do. Put it on your daily or weekly to-do list so you don’t forget and be constantly on the lookout for staff members who are putting forth great effort.
This can start with a back-to-school PD but it doesn’t need to stop theret. Great training is ongoing and provides opportunities for check-ins and feedback throughout the school year. If you have time constraints, film reminders and tips so your staff can view them asynchronously.
Great work doesn’t happen in silos. Encourage colleagues to share good work and advice as well as to problem-solve together.
Don’t send mixed signals. Be precise and clear. Follow through on what you say and clarify individually as necessary.
Having a tiered rewards system means that students can earn acknowledgment or spend points in a school store as well as in the classroom. This could mean anything from purchasing tickets to a fall festival or obtaining a homework pass in Biology.
McKinley Tech's journey with LiveSchool exemplifies the transformative impact of a well-executed plan. They've built a culture of excellence that extends far beyond behavior management.
If you are looking for further examples of great LiveSchool implementations check out how Vickery Elementary reduced referrals by 25% and how Westdale Middle decreased suspensions by 44%.
Well…when it comes to implementing a new program or initiative in your school a lot could go wrong. Schools are notoriously tough places to enact change. They are also places where the constituents are very much used to attempts at change.
The running commentary amongst teachers at every school I worked in when it came to new protocols or focal points went something like this: “I’ll just wait until the next big thing comes around.” If you stay long enough, you’ll outlast this trend and the next one.
But from a leadership perspective, that isn’t a very helpful outlook. Your students do need help and your school does need to improve. Right now. So change is necessary. The key to doing it well is building a foundation that lasts.
When the leadership team at McKinley Tech, a high school in Washington, DC, decided to implement LiveSchool as a means of improving behavior and school culture they did so with the intent that it wasn’t going to be a trend. It was built to last.
Their program is going to benefit students for years to come because of the process they used to implement it and recently they were nice enough to share that process with us in a webinar.
Let’s take a look at their secret to success as it was shared by Ryan Sturdivant (Dean of Students), Desiree Caldwell (Secondary English and K-12 ESOL Teacher), and Tony Gross (Biology and Environment Teacher).
Before we discuss the specifics of McKinley’s plan, let’s talk about LiveSchool. LiveSchool is a behavior management platform that helps schools reinforce positive behavior through PBIS points tracking, House points system organization, data insights, parent recaps, and school reward stores.
At McKinley, LiveSchool isn't just another app; it's a catalyst for positive change. Teachers have noticed a marked improvement in classroom dynamics, with students more engaged and on-task.
Beyond academics, LiveSchool has instilled a sense of unity among students, fostering a supportive and inclusive environment. What sets McKinley apart is their commitment to making LiveSchool more than just a tool—it's a shared journey.
For McKinley Tech, LiveSchool isn't just about managing behavior; it's about nurturing a culture of excellence and empowerment that will endure for years to come.
The success at McKinley wasn’t achieved by accident. They had a clear plan that you can replicate in your building, let's talk through the keys to their success.
Creating a dedicated committee can be huge for the implementation process. For McKinley, it facilitated collaboration, allowed for diverse perspectives, and ensured that the rollout aligned with the school's unique needs, goals, and values.
Speaking of values, one of the biggest tasks for the LiveSchool committee was establishing those shared values. They did so by asking themselves three questions:
It’s really important to set some guardrails around on-point expectations for staff. Some teachers will be early adopters and positive reinforcement will come second nature. They’ll award tons of points! Others may not utilize the system as often and may barely award any.
At McKinley, the team decided to award up to 10 points per student per class period. This means that students could earn a maximum of 40 points per school day.
Promoting teacher ownership of the system was a four-part approach that you can duplicate for just about any big change in your building.
This is easy to say and hard to do. Put it on your daily or weekly to-do list so you don’t forget and be constantly on the lookout for staff members who are putting forth great effort.
This can start with a back-to-school PD but it doesn’t need to stop theret. Great training is ongoing and provides opportunities for check-ins and feedback throughout the school year. If you have time constraints, film reminders and tips so your staff can view them asynchronously.
Great work doesn’t happen in silos. Encourage colleagues to share good work and advice as well as to problem-solve together.
Don’t send mixed signals. Be precise and clear. Follow through on what you say and clarify individually as necessary.
Having a tiered rewards system means that students can earn acknowledgment or spend points in a school store as well as in the classroom. This could mean anything from purchasing tickets to a fall festival or obtaining a homework pass in Biology.
McKinley Tech's journey with LiveSchool exemplifies the transformative impact of a well-executed plan. They've built a culture of excellence that extends far beyond behavior management.
If you are looking for further examples of great LiveSchool implementations check out how Vickery Elementary reduced referrals by 25% and how Westdale Middle decreased suspensions by 44%.
Well…when it comes to implementing a new program or initiative in your school a lot could go wrong. Schools are notoriously tough places to enact change. They are also places where the constituents are very much used to attempts at change.
The running commentary amongst teachers at every school I worked in when it came to new protocols or focal points went something like this: “I’ll just wait until the next big thing comes around.” If you stay long enough, you’ll outlast this trend and the next one.
But from a leadership perspective, that isn’t a very helpful outlook. Your students do need help and your school does need to improve. Right now. So change is necessary. The key to doing it well is building a foundation that lasts.
When the leadership team at McKinley Tech, a high school in Washington, DC, decided to implement LiveSchool as a means of improving behavior and school culture they did so with the intent that it wasn’t going to be a trend. It was built to last.
Their program is going to benefit students for years to come because of the process they used to implement it and recently they were nice enough to share that process with us in a webinar.
Let’s take a look at their secret to success as it was shared by Ryan Sturdivant (Dean of Students), Desiree Caldwell (Secondary English and K-12 ESOL Teacher), and Tony Gross (Biology and Environment Teacher).
Before we discuss the specifics of McKinley’s plan, let’s talk about LiveSchool. LiveSchool is a behavior management platform that helps schools reinforce positive behavior through PBIS points tracking, House points system organization, data insights, parent recaps, and school reward stores.
At McKinley, LiveSchool isn't just another app; it's a catalyst for positive change. Teachers have noticed a marked improvement in classroom dynamics, with students more engaged and on-task.
Beyond academics, LiveSchool has instilled a sense of unity among students, fostering a supportive and inclusive environment. What sets McKinley apart is their commitment to making LiveSchool more than just a tool—it's a shared journey.
For McKinley Tech, LiveSchool isn't just about managing behavior; it's about nurturing a culture of excellence and empowerment that will endure for years to come.
The success at McKinley wasn’t achieved by accident. They had a clear plan that you can replicate in your building, let's talk through the keys to their success.
Creating a dedicated committee can be huge for the implementation process. For McKinley, it facilitated collaboration, allowed for diverse perspectives, and ensured that the rollout aligned with the school's unique needs, goals, and values.
Speaking of values, one of the biggest tasks for the LiveSchool committee was establishing those shared values. They did so by asking themselves three questions:
It’s really important to set some guardrails around on-point expectations for staff. Some teachers will be early adopters and positive reinforcement will come second nature. They’ll award tons of points! Others may not utilize the system as often and may barely award any.
At McKinley, the team decided to award up to 10 points per student per class period. This means that students could earn a maximum of 40 points per school day.
Promoting teacher ownership of the system was a four-part approach that you can duplicate for just about any big change in your building.
This is easy to say and hard to do. Put it on your daily or weekly to-do list so you don’t forget and be constantly on the lookout for staff members who are putting forth great effort.
This can start with a back-to-school PD but it doesn’t need to stop theret. Great training is ongoing and provides opportunities for check-ins and feedback throughout the school year. If you have time constraints, film reminders and tips so your staff can view them asynchronously.
Great work doesn’t happen in silos. Encourage colleagues to share good work and advice as well as to problem-solve together.
Don’t send mixed signals. Be precise and clear. Follow through on what you say and clarify individually as necessary.
Having a tiered rewards system means that students can earn acknowledgment or spend points in a school store as well as in the classroom. This could mean anything from purchasing tickets to a fall festival or obtaining a homework pass in Biology.
McKinley Tech's journey with LiveSchool exemplifies the transformative impact of a well-executed plan. They've built a culture of excellence that extends far beyond behavior management.
If you are looking for further examples of great LiveSchool implementations check out how Vickery Elementary reduced referrals by 25% and how Westdale Middle decreased suspensions by 44%.
Jordan resides in Lexington, Kentucky. He has experience in Public Education as an Administrator, Science Teacher, and as a Coach. He has extensive experience with School Discipline, PBIS, SEL, Restorative Practices, MTSS, and Trauma-Informed Care.
Well…when it comes to implementing a new program or initiative in your school a lot could go wrong. Schools are notoriously tough places to enact change. They are also places where the constituents are very much used to attempts at change.
The running commentary amongst teachers at every school I worked in when it came to new protocols or focal points went something like this: “I’ll just wait until the next big thing comes around.” If you stay long enough, you’ll outlast this trend and the next one.
But from a leadership perspective, that isn’t a very helpful outlook. Your students do need help and your school does need to improve. Right now. So change is necessary. The key to doing it well is building a foundation that lasts.
When the leadership team at McKinley Tech, a high school in Washington, DC, decided to implement LiveSchool as a means of improving behavior and school culture they did so with the intent that it wasn’t going to be a trend. It was built to last.
Their program is going to benefit students for years to come because of the process they used to implement it and recently they were nice enough to share that process with us in a webinar.
Let’s take a look at their secret to success as it was shared by Ryan Sturdivant (Dean of Students), Desiree Caldwell (Secondary English and K-12 ESOL Teacher), and Tony Gross (Biology and Environment Teacher).
Before we discuss the specifics of McKinley’s plan, let’s talk about LiveSchool. LiveSchool is a behavior management platform that helps schools reinforce positive behavior through PBIS points tracking, House points system organization, data insights, parent recaps, and school reward stores.
At McKinley, LiveSchool isn't just another app; it's a catalyst for positive change. Teachers have noticed a marked improvement in classroom dynamics, with students more engaged and on-task.
Beyond academics, LiveSchool has instilled a sense of unity among students, fostering a supportive and inclusive environment. What sets McKinley apart is their commitment to making LiveSchool more than just a tool—it's a shared journey.
For McKinley Tech, LiveSchool isn't just about managing behavior; it's about nurturing a culture of excellence and empowerment that will endure for years to come.
The success at McKinley wasn’t achieved by accident. They had a clear plan that you can replicate in your building, let's talk through the keys to their success.
Creating a dedicated committee can be huge for the implementation process. For McKinley, it facilitated collaboration, allowed for diverse perspectives, and ensured that the rollout aligned with the school's unique needs, goals, and values.
Speaking of values, one of the biggest tasks for the LiveSchool committee was establishing those shared values. They did so by asking themselves three questions:
It’s really important to set some guardrails around on-point expectations for staff. Some teachers will be early adopters and positive reinforcement will come second nature. They’ll award tons of points! Others may not utilize the system as often and may barely award any.
At McKinley, the team decided to award up to 10 points per student per class period. This means that students could earn a maximum of 40 points per school day.
Promoting teacher ownership of the system was a four-part approach that you can duplicate for just about any big change in your building.
This is easy to say and hard to do. Put it on your daily or weekly to-do list so you don’t forget and be constantly on the lookout for staff members who are putting forth great effort.
This can start with a back-to-school PD but it doesn’t need to stop theret. Great training is ongoing and provides opportunities for check-ins and feedback throughout the school year. If you have time constraints, film reminders and tips so your staff can view them asynchronously.
Great work doesn’t happen in silos. Encourage colleagues to share good work and advice as well as to problem-solve together.
Don’t send mixed signals. Be precise and clear. Follow through on what you say and clarify individually as necessary.
Having a tiered rewards system means that students can earn acknowledgment or spend points in a school store as well as in the classroom. This could mean anything from purchasing tickets to a fall festival or obtaining a homework pass in Biology.
McKinley Tech's journey with LiveSchool exemplifies the transformative impact of a well-executed plan. They've built a culture of excellence that extends far beyond behavior management.
If you are looking for further examples of great LiveSchool implementations check out how Vickery Elementary reduced referrals by 25% and how Westdale Middle decreased suspensions by 44%.
You have the funds, you have the vision, you have the plan…what could go wrong?
Well…when it comes to implementing a new program or initiative in your school a lot could go wrong. Schools are notoriously tough places to enact change. They are also places where the constituents are very much used to attempts at change.
The running commentary amongst teachers at every school I worked in when it came to new protocols or focal points went something like this: “I’ll just wait until the next big thing comes around.” If you stay long enough, you’ll outlast this trend and the next one.
But from a leadership perspective, that isn’t a very helpful outlook. Your students do need help and your school does need to improve. Right now. So change is necessary. The key to doing it well is building a foundation that lasts.
When the leadership team at McKinley Tech, a high school in Washington, DC, decided to implement LiveSchool as a means of improving behavior and school culture they did so with the intent that it wasn’t going to be a trend. It was built to last.
Their program is going to benefit students for years to come because of the process they used to implement it and recently they were nice enough to share that process with us in a webinar.
Let’s take a look at their secret to success as it was shared by Ryan Sturdivant (Dean of Students), Desiree Caldwell (Secondary English and K-12 ESOL Teacher), and Tony Gross (Biology and Environment Teacher).
Before we discuss the specifics of McKinley’s plan, let’s talk about LiveSchool. LiveSchool is a behavior management platform that helps schools reinforce positive behavior through PBIS points tracking, House points system organization, data insights, parent recaps, and school reward stores.
At McKinley, LiveSchool isn't just another app; it's a catalyst for positive change. Teachers have noticed a marked improvement in classroom dynamics, with students more engaged and on-task.
Beyond academics, LiveSchool has instilled a sense of unity among students, fostering a supportive and inclusive environment. What sets McKinley apart is their commitment to making LiveSchool more than just a tool—it's a shared journey.
For McKinley Tech, LiveSchool isn't just about managing behavior; it's about nurturing a culture of excellence and empowerment that will endure for years to come.
The success at McKinley wasn’t achieved by accident. They had a clear plan that you can replicate in your building, let's talk through the keys to their success.
Creating a dedicated committee can be huge for the implementation process. For McKinley, it facilitated collaboration, allowed for diverse perspectives, and ensured that the rollout aligned with the school's unique needs, goals, and values.
Speaking of values, one of the biggest tasks for the LiveSchool committee was establishing those shared values. They did so by asking themselves three questions:
It’s really important to set some guardrails around on-point expectations for staff. Some teachers will be early adopters and positive reinforcement will come second nature. They’ll award tons of points! Others may not utilize the system as often and may barely award any.
At McKinley, the team decided to award up to 10 points per student per class period. This means that students could earn a maximum of 40 points per school day.
Promoting teacher ownership of the system was a four-part approach that you can duplicate for just about any big change in your building.
This is easy to say and hard to do. Put it on your daily or weekly to-do list so you don’t forget and be constantly on the lookout for staff members who are putting forth great effort.
This can start with a back-to-school PD but it doesn’t need to stop theret. Great training is ongoing and provides opportunities for check-ins and feedback throughout the school year. If you have time constraints, film reminders and tips so your staff can view them asynchronously.
Great work doesn’t happen in silos. Encourage colleagues to share good work and advice as well as to problem-solve together.
Don’t send mixed signals. Be precise and clear. Follow through on what you say and clarify individually as necessary.
Having a tiered rewards system means that students can earn acknowledgment or spend points in a school store as well as in the classroom. This could mean anything from purchasing tickets to a fall festival or obtaining a homework pass in Biology.
McKinley Tech's journey with LiveSchool exemplifies the transformative impact of a well-executed plan. They've built a culture of excellence that extends far beyond behavior management.
If you are looking for further examples of great LiveSchool implementations check out how Vickery Elementary reduced referrals by 25% and how Westdale Middle decreased suspensions by 44%.
You have the funds, you have the vision, you have the plan…what could go wrong?
Well…when it comes to implementing a new program or initiative in your school a lot could go wrong. Schools are notoriously tough places to enact change. They are also places where the constituents are very much used to attempts at change.
The running commentary amongst teachers at every school I worked in when it came to new protocols or focal points went something like this: “I’ll just wait until the next big thing comes around.” If you stay long enough, you’ll outlast this trend and the next one.
But from a leadership perspective, that isn’t a very helpful outlook. Your students do need help and your school does need to improve. Right now. So change is necessary. The key to doing it well is building a foundation that lasts.
When the leadership team at McKinley Tech, a high school in Washington, DC, decided to implement LiveSchool as a means of improving behavior and school culture they did so with the intent that it wasn’t going to be a trend. It was built to last.
Their program is going to benefit students for years to come because of the process they used to implement it and recently they were nice enough to share that process with us in a webinar.
Let’s take a look at their secret to success as it was shared by Ryan Sturdivant (Dean of Students), Desiree Caldwell (Secondary English and K-12 ESOL Teacher), and Tony Gross (Biology and Environment Teacher).
Before we discuss the specifics of McKinley’s plan, let’s talk about LiveSchool. LiveSchool is a behavior management platform that helps schools reinforce positive behavior through PBIS points tracking, House points system organization, data insights, parent recaps, and school reward stores.
At McKinley, LiveSchool isn't just another app; it's a catalyst for positive change. Teachers have noticed a marked improvement in classroom dynamics, with students more engaged and on-task.
Beyond academics, LiveSchool has instilled a sense of unity among students, fostering a supportive and inclusive environment. What sets McKinley apart is their commitment to making LiveSchool more than just a tool—it's a shared journey.
For McKinley Tech, LiveSchool isn't just about managing behavior; it's about nurturing a culture of excellence and empowerment that will endure for years to come.
The success at McKinley wasn’t achieved by accident. They had a clear plan that you can replicate in your building, let's talk through the keys to their success.
Creating a dedicated committee can be huge for the implementation process. For McKinley, it facilitated collaboration, allowed for diverse perspectives, and ensured that the rollout aligned with the school's unique needs, goals, and values.
Speaking of values, one of the biggest tasks for the LiveSchool committee was establishing those shared values. They did so by asking themselves three questions:
It’s really important to set some guardrails around on-point expectations for staff. Some teachers will be early adopters and positive reinforcement will come second nature. They’ll award tons of points! Others may not utilize the system as often and may barely award any.
At McKinley, the team decided to award up to 10 points per student per class period. This means that students could earn a maximum of 40 points per school day.
Promoting teacher ownership of the system was a four-part approach that you can duplicate for just about any big change in your building.
This is easy to say and hard to do. Put it on your daily or weekly to-do list so you don’t forget and be constantly on the lookout for staff members who are putting forth great effort.
This can start with a back-to-school PD but it doesn’t need to stop theret. Great training is ongoing and provides opportunities for check-ins and feedback throughout the school year. If you have time constraints, film reminders and tips so your staff can view them asynchronously.
Great work doesn’t happen in silos. Encourage colleagues to share good work and advice as well as to problem-solve together.
Don’t send mixed signals. Be precise and clear. Follow through on what you say and clarify individually as necessary.
Having a tiered rewards system means that students can earn acknowledgment or spend points in a school store as well as in the classroom. This could mean anything from purchasing tickets to a fall festival or obtaining a homework pass in Biology.
McKinley Tech's journey with LiveSchool exemplifies the transformative impact of a well-executed plan. They've built a culture of excellence that extends far beyond behavior management.
If you are looking for further examples of great LiveSchool implementations check out how Vickery Elementary reduced referrals by 25% and how Westdale Middle decreased suspensions by 44%.
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