How often do we find ourselves in the situation where we are frequently explaining why something must be done over the ear shattering whining? I don't know about you, but it sure gets on my nerves by the end of the day sometimes. I fondly recall the days of my children asking "why" over everything. It was tiresome at times, but it did not rattle my nerves; it was genuine curiosity. They were busy taking in all they could to learn more and more each day. I explained things and it increased their wanting to learn!
The whining at teenage years is something else. My students often pose the question..."why do we have to learn this?", or "when will I ever use this again?". At times it frustrates me to the point where we have to stop and have a discussion about what can come from the lesson or the activity they are engaged in. Often by explaining to them, they eventually get the picture, or at least understand the "why". I see a need to create more hooks... grab their attention and spark curiosity in their wondering brains!
At the work level we still hear "whining" amongst colleagues; I have been guilty of it as well. However, once everyone understands that the "why" is to help work toward something, not just busy work, then the productivity and understanding within the group grows. Providing opportunity to collaborate with co-workers is definitely worthwhile...more conversation will be a product of differing perspectives.
I suppose to provide a better understanding within a group or amongst individuals, it can really depend on the presentation.... we need to motivate people to become engaged; to want to learn, or do activities, so that they will have a clear understanding of the objectives and the whining and whying will be minimized.
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I agree, we almost need the dog and pony show to hook in our students and our colleagues. Often I feel like I am jumping through hoops to get their attention. Making things meaningful will engage students and teachers into the current process. If teachers don't buy into the vision, the whining will not cease and the whying will never find the surface. In my classroom, I have a poster that looks like a "no smoking" sign but actually says "no whining". I can deal with teenagers complaining, but I'm not sure how I would deal with adults continuously whining. I am excited to get into the planning process and see what is causing all the complaining.
ReplyDeleteWhat a great post Sheri. It is hard to imagine that a whine can be diverted if we just explain why, and sometimes that explanation can take soooo much time. I wish that everyone as colleagues would trust when being led and when they are leader truly do things with a purpose. If we knew that everyone had the best intention and a reason for putting us through activities etc., then we may not hear the whine as much. Now kids on the other hand, I don't think it will ever go away. I guess if we remember when the kids ask why, adults do the same. We all want to know that what we are doing is for a reason and not just busy work. I look forward to talking with you tonight.
ReplyDeletekrista
Hi Patty, as an administrator I often forget that I often know the "why" we are doing something or moving in a certain direction, but forget to fully explain the why to staff, hence the "whyning". I wonder if administrators too easily fall into this trap when beginning something new and do not fully explain or prepare a group for change...a step in the change process that is likely the most important if we are to move past the whining stage. Krista makes a good point in that it would be nice if colleagues would trust a leader when they are being led, but until that implicit trust is developed amongst the staff that the leader knows exactly what he or she is doing whining will continue. I also believe that it is important that staff members, once they develop trust or understand the why portion of an initiative, do not forget to continue questioning changes when they first appear so that understanding by the group can be achieved. The change process is an interesting one and the best leaders are able to lead their followers through the process with their support for the change.
ReplyDeleteI meant "Hi Sheri" not "Hi Patty". Oops!
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