Following is a conversation among 3 generations of women in my family about parental involvement in Jamaican education. Some background – Grandma is my mother (now a vibrant 88 year old), Carole is my sister and Zahra is my niece who is teaching remedial reading at a technical high school in Jamaica. Please note that Zahra has a Masters in Education from Harvard University, yet has chosen to return to Jamaica and teach.
Both Zahra and I were involved in facilitating the Task Force on Reform of the Education System in Jamaica, and the development of strategic plans using the Balanced Scorecard in 11 schools. With our exposure at the national, institutional and individual student level, we have learned just how bad the education system in Jamaica is (and whatever most Jamaicans have heard - we can tell you, it is a lot, lot worse).
This musing among the 3 generations of Oranes is a discussion that goes on all the time, while we take action in transforming the system wherever we can. We invite you to join - in the discussion and the action!
Zahra wrote:
Aunties,
I sent letters last week to the parents/guardians of my students re: reading classes after school (I won't be teaching during). Unable to do it myself, I asked the school to do distribute the letters. They did so via form teachers. Of the 30 students I had letters sent to, I ran into about 12 early this week. Only about 6 said they'd received letters. I put my phone number in the letters, inviting the addressees to contact me if they have questions.
Three guardians have called me to: 1. Ask me the cost there's none to them, just to the school). 2. Tell me they appreciate the offering of classes and my interest in their child. 3. Say they give the go-ahead for their child to attend.
This is proof, I think, that parents/guardians care (and are willing to pay)! They just need to feel valued too.
(p.s. We have not solved the case of the missing letters, so had to re-send new ones yesterday).
Marguerite wrote:
Agreed. My observation is that the education system sets up parents, and really doesn't want us to participate. The system is built on a foundation of educator-as-expert, (the arrogance of the professional, according to Rae Davis. For this to be maintained the tower must be kept locked and bolted to keep mere mortals like parents out! It is so important for people to pay, as that is the most basic form of participation and gets us started on the road to accountability.
Trust me, as a parent who pays through her TEETH, paying brings HUGE accountability! And there are ways if parents can't pay cash!
Zahra responsded:
Agree, agree and agree! And the more you force parents to not participate, the better off you are, as you can get away with NUFF! The stories I have about these teachers... which I will publish in a book once I leave there.
Grandma chimed in:
Zahra dear:
Carole has been sending me copies of e-mails passing between you and the Aunts re above subject. May I just add my little two bits?
I am not seething nor angry I have learned more positive ways to direct my energy, but I am indeed saddened and concerned that since my own school days (when there were no parent/teachers Associations) and my own PTA days, there is very little (or no change at all) in teachers' attitudes towards parents. In my schooldays parents were not respected (even my father who remember was a teacher also). Decisions were made for us which had to be accepted by us and our parents without any objection even choice of exam subject, otherwise our children stood the chance of being subjected to prejudice. End of story. Consequently my whole school career was messed up by my white headmistress Mary Cowper. This story another time.
Come my children's time. I must say Wolmer's Boys' were far more open to suggestions than the Girls' School where Miss Pinto's Law was supreme (Remember your experiences Marguerite and Carole?). Parents were welcomed if they saw that their children attended school regularly, on time, were clean, tidy, practised good hygiene (even though the Headmistress dressed quite sloppily and even wore flip/flops at times!), and were obedient.
We were also expected to do our part in the PTA in organizing barbecues etc. for fundraising in the "normal way:, even though Carole has proved there are other "normal ways" through her efforts as a parent in raising $300,000 for football training programme by sitting at her computer and making follow up telephone calls.
Well we have continued in that vein and now come along these upstarts, hard thinking women like the Oranes and others who think "outside the box" with long term vision, the teachers are still not prepared to open themselves and acknowledge that the "quick fix" has not been working and will never work. Wonder why most of them are so against performance measured with pay? So please! you bright, beautiful, intelligent young women try to get other women of the same ilk motivated and never rest until you get this iniquitous system changed. You all know already it is geared to keep poor black children as poor black people all their lives so they can be manipulated. The Black Boss in the Great White House.Sndrome at work here!!
So please SAVE YOUR OWN CHILDREN (AND MY GRANDCHILDREN) , THE POOR BLACK CHILDREN and the generations yet unborn that will come through them so they can develop their own potential and discover what truly wonderful human beings they all are.
Thanks for taking the time to share your thoughts. WALK FORTH IN STRENGTH AND KEEP DOING WHAT YOU HAVE TO DO RELENTLESSLY.
Saturday, September 23, 2006
Sunday, September 17, 2006
There is nothing to argue about
I recently met a most delightful couple who have been married for 17 years. The husband mentioned that they had never had an argument during their marriage. Of course, the group of which I was a part, looked at him incredulously – we didn’t believe him – “Huh! Wonder what your wife would say”. So, when his wife turned up a few hours later, we asked her if they had ever had an argument. She looked a little baffled for a moment and then said “It’s true" She paused and then said "There is nothing to argue about”.
I have been musing on this for the entire week. I realize that the “normal” construct for a relationship is that there MUST be arguments. So, the “first fight” of a new couple is a much-heralded milestone; We take it for granted that couples will argue, that it is normal to have disagreements that are so strongly felt that they result in quarrels, withdrawal and even emotional and physical violence. This is our construct for relationships – and in particular for marriage. Of course, whoever we are in one relationship, we tend to be in others. So, arguments are commonplace in our relationships with our children, at work, at church and any other settings in which we are engaged with other people. We live in an argumentative world!
But the wife’s statement got me thinking “What IS there to argue about?”. It struck me that if I stop and ask that question every time I am about to argue, I would likely not argue at all! It only takes one person in a relationship to NOT argue. For if I refuse to argue with you – then there is no argument! Refusing to argue means that I must turn my energy into finding alternative ways of expressing myself. It does NOT mean that I clam up and shut up (although I may do that temporarily while the other person argues with him/herself). What a wonderful thought – to take the enormous energy we put into arguing and place it instead in creative alternatives for positively resolving perceived differences.
There is nothing to argue about. When we realize this, we are on the road to expressing positive and happy ways of being in ALL our relationships.
I have been musing on this for the entire week. I realize that the “normal” construct for a relationship is that there MUST be arguments. So, the “first fight” of a new couple is a much-heralded milestone; We take it for granted that couples will argue, that it is normal to have disagreements that are so strongly felt that they result in quarrels, withdrawal and even emotional and physical violence. This is our construct for relationships – and in particular for marriage. Of course, whoever we are in one relationship, we tend to be in others. So, arguments are commonplace in our relationships with our children, at work, at church and any other settings in which we are engaged with other people. We live in an argumentative world!
But the wife’s statement got me thinking “What IS there to argue about?”. It struck me that if I stop and ask that question every time I am about to argue, I would likely not argue at all! It only takes one person in a relationship to NOT argue. For if I refuse to argue with you – then there is no argument! Refusing to argue means that I must turn my energy into finding alternative ways of expressing myself. It does NOT mean that I clam up and shut up (although I may do that temporarily while the other person argues with him/herself). What a wonderful thought – to take the enormous energy we put into arguing and place it instead in creative alternatives for positively resolving perceived differences.
There is nothing to argue about. When we realize this, we are on the road to expressing positive and happy ways of being in ALL our relationships.
Sunday, September 10, 2006
TRANSFORMATION – WHAT’S REALLY REQUIRED?
The following article was published today in the Jamaican Gleaner. Enjoy - and leave comments!
“Transformation” has become a buzz word in recent times. We hear of “personal transformation”, “organizational transformation”, and most recently “transformation of the education system”. And yet we see so little transformation!
Let’s first understand what transformation means. A dictionary definition tells us that the word is derived from two Latin words: “trans” - across and “formare” – to form. So the word literally means to change form. We can therefore expect that when we speak of transformation there will be a significant change. However, not all change is transformation. Improvements which make a system work better or faster, are not transformation. Transformation means that the very essence of the thing changes. Personal transformation for example, usually means that someone has taken a deliberate decision to make a profound change in their lives – to literally become a new person. Transformation of an organization means that the structure, systems, procedures and people, even the very mandate of the organization, will change form radically. Transformation is about creating a new being.
Why the need for transformation?
Transformation happens when there is severe discomfort with the status quo. In our personal lives we feel the need to transform when there is some severe crisis – when “we can’t take it no more”. The need for transformation of the education system was triggered by the publishing and subsequent outcry of the dismal CSEC scores of Jamaican students. This clearly demonstrated in an unemotional, objective way the fact that the status quo was not working. Undoubtedly, there had been significant discomfort with the status quo over many years. The thousands of students and their parents who were not served by the system would have known that transformation was needed. The good teachers and administrators whose hearts were pained by failing students, knowing that when their students failed they had failed, would also have seen the need for transformation years ago. But it took just one event, in and of itself a small step, to tip the scales and to have the need for transformation of the education system seen as a national priority.
However, listening to the deliberations at the Jamaica Teachers Association Conference, we hear that very little transformation has happened. And a look at the Implementation Plan in the report will reveal that very few activities have taken place. How can this happen when there is no doubt in any Jamaicans mind that it needs to happen?
To answer this, I posit that we need to examine some of our assumptions or myths about transformation.
1. Myth: It must be comfortable and orderly. Reality: the truth is that transformation is very uncomfortable. Think of the caterpillar morphing into a butterfly – there is nothing comfortable about being in the cocoon – it doesn’t know what it is changing into, it’s dark, it’s warm and there is no form – just a powdery mucus-type of stuff. And that’s what transformation is like. Our tendency, if we subscribe to the myth is to get things comfortable, which usually means reverting to the status quo. What’s needed is to ride through the discomfort
2. Myth: People need to be ready for transformation. Reality: It is very rare that the majority of people involved in a system are ready for transformation. The only readiness that is required is the vision, sense of urgency and willingness to act of the leadership
3. Myth: Those who created the status quo can lead the transformation. Reality: I am reminded here of Newton’s First Law of Motion which states: A body remains at rest or in motion with a constant velocity unless an external force acts on the body. An entity will continue going in the same direction unless an external agent acts on it
4. Myth: Transformation is long term, with few visible results in the short term. For many, this means don’t start at all. Reality: In fact, once transformation starts, there is a momentum that builds so that within short order, the transformation accelerates with increasing velocity.
5. Myth: Transformation requires additional effort. Reality: Again, if we look at physics, we are reminded of the laws surrounding energy which states that energy cannot be created or destroyed; it only changes form. There is already significant energy invested in maintaining the status quo. Transformation simply requires a shift of that energy
6. Myth: You have to know exactly what you are doing before you start. Reality: there are no right answers in the future. Whether you are right or wrong emerges in time. One thing is certain – in the face of significant discomfort with a system, doing nothing is definitely wrong!
Having dispelled these myths, we can see that what’s really required for transformation is leadership that is visionary, committed and willing to take risks; leadership that honestly identifies the case for change with no denials; leadership that is willing to do what’s right rather than what’s popular. It’s never about the money – it’s all about the leadership!
“Transformation” has become a buzz word in recent times. We hear of “personal transformation”, “organizational transformation”, and most recently “transformation of the education system”. And yet we see so little transformation!
Let’s first understand what transformation means. A dictionary definition tells us that the word is derived from two Latin words: “trans” - across and “formare” – to form. So the word literally means to change form. We can therefore expect that when we speak of transformation there will be a significant change. However, not all change is transformation. Improvements which make a system work better or faster, are not transformation. Transformation means that the very essence of the thing changes. Personal transformation for example, usually means that someone has taken a deliberate decision to make a profound change in their lives – to literally become a new person. Transformation of an organization means that the structure, systems, procedures and people, even the very mandate of the organization, will change form radically. Transformation is about creating a new being.
Why the need for transformation?
Transformation happens when there is severe discomfort with the status quo. In our personal lives we feel the need to transform when there is some severe crisis – when “we can’t take it no more”. The need for transformation of the education system was triggered by the publishing and subsequent outcry of the dismal CSEC scores of Jamaican students. This clearly demonstrated in an unemotional, objective way the fact that the status quo was not working. Undoubtedly, there had been significant discomfort with the status quo over many years. The thousands of students and their parents who were not served by the system would have known that transformation was needed. The good teachers and administrators whose hearts were pained by failing students, knowing that when their students failed they had failed, would also have seen the need for transformation years ago. But it took just one event, in and of itself a small step, to tip the scales and to have the need for transformation of the education system seen as a national priority.
However, listening to the deliberations at the Jamaica Teachers Association Conference, we hear that very little transformation has happened. And a look at the Implementation Plan in the report will reveal that very few activities have taken place. How can this happen when there is no doubt in any Jamaicans mind that it needs to happen?
To answer this, I posit that we need to examine some of our assumptions or myths about transformation.
1. Myth: It must be comfortable and orderly. Reality: the truth is that transformation is very uncomfortable. Think of the caterpillar morphing into a butterfly – there is nothing comfortable about being in the cocoon – it doesn’t know what it is changing into, it’s dark, it’s warm and there is no form – just a powdery mucus-type of stuff. And that’s what transformation is like. Our tendency, if we subscribe to the myth is to get things comfortable, which usually means reverting to the status quo. What’s needed is to ride through the discomfort
2. Myth: People need to be ready for transformation. Reality: It is very rare that the majority of people involved in a system are ready for transformation. The only readiness that is required is the vision, sense of urgency and willingness to act of the leadership
3. Myth: Those who created the status quo can lead the transformation. Reality: I am reminded here of Newton’s First Law of Motion which states: A body remains at rest or in motion with a constant velocity unless an external force acts on the body. An entity will continue going in the same direction unless an external agent acts on it
4. Myth: Transformation is long term, with few visible results in the short term. For many, this means don’t start at all. Reality: In fact, once transformation starts, there is a momentum that builds so that within short order, the transformation accelerates with increasing velocity.
5. Myth: Transformation requires additional effort. Reality: Again, if we look at physics, we are reminded of the laws surrounding energy which states that energy cannot be created or destroyed; it only changes form. There is already significant energy invested in maintaining the status quo. Transformation simply requires a shift of that energy
6. Myth: You have to know exactly what you are doing before you start. Reality: there are no right answers in the future. Whether you are right or wrong emerges in time. One thing is certain – in the face of significant discomfort with a system, doing nothing is definitely wrong!
Having dispelled these myths, we can see that what’s really required for transformation is leadership that is visionary, committed and willing to take risks; leadership that honestly identifies the case for change with no denials; leadership that is willing to do what’s right rather than what’s popular. It’s never about the money – it’s all about the leadership!
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