my version of transparent, collaborative leadership...with a Teamann twist

Leadership grows before it shows

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PIc of flat land no pine tress visibleFive years ago, we moved to our little piece of East Texas. Not long after we unpacked (okay, probably WHILE we were still unpacking), my husband and daughter planted 1,100 baby pine trees on our property.

Eleven. Hundred. Trees.

And y’all… calling them “trees” was generous. They were sticks. Scraggly, knee-high sticks that looked less like a future forest and more like something you’d rake up and haul off. For the first couple of years, it didn’t seem like much of anything was happening. We mowed around them. We kept an eye on them. We made sure they had what they needed… and if you drove by our place every single day? You wouldn’t have noticed a difference.

But growth was happening. It just wasn’t obvious yet.

Fast forward five years, and you can’t see our house from the road. Those sad little sticks are a legit FOREST. Tall. Thick. Strong. They changed the entire landscape… and I never actually saw a single one of them do it.

Cue the leadership metaphor. (You knew it was coming.)

So much of what matters most is planted long before anyone can see it. The way you recognize somebody’s effort when they’re running on fumes. Choosing curiosity instead of criticism in that hard conversation… harder than it sounds, right? The culture you intentionally protect on the days it would be easier not to. The trust you build one interaction, one hallway conversation, one kept promise at a time.

Those are seeds. And seeds don’t become forests overnight, no matter how badly we want them to.

Here’s where I’ll step on my own toes a little: too many of us give up because we don’t see immediate results. We launch the initiative, start the new habit, pour into culture for a few months… and then wonder why everything hasn’t magically transformed by fall break. (Ask me how I know.)

But healthy things grow slowly. (AKA as: you can’t rush relationships.)

Those pine trees needed just as much care in year one, when they looked like absolutely nothing, as they do now. We couldn’t plant them and walk away. Somebody had to keep showing up, keep investing, keep believing they were growing even when there was zero visible proof.

Leadership is no different. The appreciation you show somebody today might become the confidence they lead with years from now. The culture you protect today might be the reason your people stay when they could have left. That difficult conversation you didn’t dodge? It might be the turning point somebody remembers for the rest of their career.

Most of the work that changes people isn’t dramatic. It’s daily.

And one day, almost without realizing it, you’ll look around and discover that what once looked like tiny, insignificant investments has completely transformed the landscape.

So keep planting, friends. Keep watering. Keep believing in growth you can’t see…YET.

Forests are built one tree at a time… even in East Texas.

Leadership Lessons from Lyrics: Embracing the Anti-Hero Within

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This is week two of “Leadership Lessons from Lyrics…did you see last week’s post? Loved the comments on Facebook, X, and even on IG of how it resonated with all of my leader peeps. So glad it’s not just me who feels like brutal honesty is NOT how we want to give…or receive feedback!

This week the lesson that has popped up ALL week long is from “AntiHero”, by the TSwift.

It’s me, hi, I’m the problem, it’s meAt tea time, everybody agreesI’ll stare directly at the sun but never in the mirrorIt must be exhausting always rooting for the anti-hero

I’ve been replaying these lyrics in my mind all week…and it baffles me that self-awareness isn’t a cornerstone of every leadership training program out there. Team members and leaders who can openly acknowledge their own shortcomings set the example for a culture of humility and ongoing learning among their teams and colleagues. It builds an environment where it’s okay to fess up to mistakes and learn from them. However, if you’re in a place where no one seems able to admit they’ve dropped the ball, it will impact the culture, eroding trust and fostering resentment. And when things hit the fan, that reluctance to own up could seriously hinder open, honest communication.

If the expectation is that leaders should step back from the spotlight in times of success but step up in challenging times, shouldn’t this principle be practiced consistently?

Is an unwillingness to accept fault based on a lack of confidence or fear of consequence?

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Being able to acknowledge that you don’t know everything and are willing to reset, regroup, and try again is crucial in education. Every situation and student (or staff member!) is different. They are coming to the table with different experiences and therefore, a different lens.

Just because you are in charge doesn’t mean you always get it right.

When a team member consistently refuses to acknowledge their mistakes, it can diminish both trust and respect. People tend to follow leaders who are honest and transparent about their shortcomings, as it makes them more relatable and trustworthy. By openly acknowledging mistakes, you’ll model a growth mindset and resilience. This behavior encourages others to admit and learn from their errors, fostering a culture where learning from failure is not just accepted but encouraged. It demonstrates that making mistakes is a natural part of the learning process, not something to be ashamed of.

Acknowledging mistakes is the first step toward correcting them and preventing similar issues in the future…which your team needs to hear.

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The phrase “I’ll stare directly at the sun but never in the mirror” suggests that while you’ll take on other people’s issues, and be willing to tackle tough challenges with others, but aren’t so willing to do so when you are the one making the mistake. Growth as a leader means you have to be willing to check in with yourself as well. I know that ego plays a part in this, and am willing to acknowledge several times that it’s gotten me tangled up as well. I think transitioning from a position where I felt confident in what I was doing to a completely different “lane” of education has allowed me quite regularly to admit that I need help and support. Balancing that with the confidence of leadership feels awfully antihero.

It’s not just about steering the ship with a steady hand; it’s also about being brave enough to admit when we’ve hit rough waters because of our own doing. This journey of self-reflection and acknowledgment isn’t just for the brave or pop singer—it’s for every leader/team member aspiring to foster an environment of trust, risk-taking, and innovation.

Here’s to embracing our inner anti-heroes, learning from our missteps, and leading with a mix of confidence and humility. Can’t wait to see where next week’s lyrics will take us!

Staring at the mirror &