In the ever-evolving landscape of education, the role of leadership is pivotal. The notion of educational leadership extends beyond administrative responsibilities; it embodies the vision, direction, and ethos of a learner-centric environment. Building capacity is not just an individual pursuit but a collective journey towards excellence. It is vital because it directly impacts the quality and effectiveness of teaching and learning environments.
Strong leadership fosters a culture of continuous improvement, innovation, and collaboration, which
are essential for adapting to a disruptive world. Influential leaders guide and inspire their teams and play a crucial role in shaping educational policies and practices that meet diverse student needs. By investing in leadership development, educational institutions ensure they are equipped to overcome challenges, maximize student achievement, and prepare learners for success in an increasingly complex world. This
Annual Poll Highlights Importance of Investing, Supporting and Valuing Texas Teachers
In the past year, 78 percent of Texas public school teachers have seriously considered leaving the profession according to findings from the Charles Butt Foundation's fifth annual Texas Teacher Poll. Teachers shared that despite the challenges they face, including a lack of resources and respect, the relationships and connections they have with fellow educators is a key reason they remain in the profession. Feeling valued and supported by their campus and district administrators was also critical for teacher morale and retention.
The lack of school funding, a top concern for teachers, has far reaching effects from exacerbating staff shortages to negatively impacting the ability of teachers
to make a living wage. According to the Charles Butt Foundation report, when adjusted for inflation, the median salary reported by Texas public school teachers in 2023 was $5,000 less than it was in 2020.
To make the greatest difference for Texas teachers, the Charles Butt Foundation urges communities and policymakers to prioritize relationships, resources and respect. Read report highlights and learn more at CharlesButtFdn.org/2024TXTeacherPoll.
Source: Charles Butt Foundation. (2024). The 2024 Texas Teacher Poll: The Value of the Texas Teaching Profession. https://charlesbuttfdn.org/what-were-learning/2024txteacherpoll/
Evidence-Based Writing for Texas
Magnetic Reading for Grades 3–5 provides Texas educators with TEKS-aligned, supplemental instruction and practice, including writing for short and extended constructed responses.
Provide students the opportunity to practice evidence-based writing with authentic reading experiences from the science and social studies TEKS.
Anita Jiles Associate Executive Director for Marketing & Communications
Trae Kendrick Chief Operating Officer
Elizabeth Kernan Membership Services Coordinator
Heather Loomis Events Services Coordinator
Belinda Neal Associate Executive Director for Instruction
Todd Nesloney Director of Culture & Strategic Leadership
Louis Silvas Web Content Specialist
Mark Terry Deputy Executive Director
TEPSA News
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Articles may be reproduced by TEPSA members without written request, provided that duplication is for an educational purpose at a nonprofit institution; copies are available without charge; and each copy includes full citation of the source.
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Howdy TEPSANs, and Happy Holidays!
Many of us are likely looking ahead to the upcoming breaks with anticipation and excitement. As school/district leaders, it’s healthy to embrace these rare opportunities to rest and disconnect from the demands of the job. It’s also a great time to reflect on the fall semester and appreciate the impact you’ve had so far.
What is something you are proud of this year? How is your school or district better because of your leadership? One of the highlights that stands out to me this semester has been the opportunity I have had to mentor and supervise an aspiring administrator. A remarkable teacher of mine is pursuing his principal certification, and I have been able to partner with him this semester to fulfill his internship requirements. This mentorship has likely meant more to me than it has to him because of the personal satisfaction and joy it’s given me to shape (even if just a little) the future leader he may become.
Mentoring and supporting this future principal through his internship has also prompted me to reflect on all the leaders who poured into me over the years. Oftentimes, these mentors saw traits and abilities I didn’t see in myself. They encouraged me to pursue new opportunities, new challenges, and new learning. Bob Proctor described a mentor well when he said it is “someone who sees more talent and ability within you than you see in yourself and helps bring it out of you.”
As we approach the midpoint of our school year, who are you helping to grow? How are you supporting and mentoring those you help lead? It may very well be someone who currently lacks confidence or clarity of their abilities or skills, and YOU may be the one to inspire that next step. As a TEPSAN, be bold in helping grow the next generation of Texas school leaders.
Finally, as election season ends, this is the perfect time to reach out to your elected officials with a congratulatory note. Whether you agree with their positions or not, these officials will be instrumental in shaping education policy in the upcoming Texas legislative session. Start now in building and fostering these relationships.
Remember, YOU are the “Pride of Texas!”
Texas Elementary Principals
Cultivating Leadership: Strategies for Building Capacity
investment in leadership is an investment in the future, as it empowers educators to create positive, lasting changes within their schools and communities.
Understanding the Role
Leadership is about action. It is not confined to principals or central office administrators; it includes anyone who takes on a leadership role within an educational setting. This includes teachers, department heads, and even students. Understanding that leadership can come from various levels within an educational system is crucial in fostering a culture of shared responsibility and empowerment.
“Leadership isn’t telling people what to do. It’s taking people where they need to be by empowering them to want to be part of the solution.”
Developing a Shared Vision
A shared vision is the cornerstone of effective leadership. It provides a clear direction and purpose, aligning the efforts of all stakeholders. Developing this vision involves inclusive dialogue, where the contributions of teachers, students, parents, and community members are valued. Shared visions are the ones that truly resonate and they are formed only when you pay close attention to others, understand their aspirations, and address their requirements. Exceptional leaders successfully lead their teams toward the future by engaging in the most fundamental form of research: observing and understanding human nature. A shared vision guides the institution and fosters a sense of belonging and commitment among its members.
Investing in Professional Learning
Encouraging Collaborative Leadership
Collaborative leadership is essential in the educational context. It involves distributing leadership responsibilities, encouraging teamwork, and fostering a culture of trust and respect. By valuing the input of all members, collaborative leadership empowers individuals, harnesses diverse perspectives, and promotes a more inclusive decision-making process.
Fostering a Culture of Innovation
Building capacity is not just an individual pursuit but a collective journey towards excellence.
Educational leaders should cultivate an environment where innovation and creativity are encouraged, something I elaborate on in great detail in Digital Leadership. This involves being open to new ideas, experimenting with different teaching methods, and embracing technological advancements. A culture of innovation is crucial for adapting to the changing needs of students and the wider community. True leaders recognize that their achievements are reliant on the collective success of their team, rather than building a group of followers or disciples. They are aware that victories in wars, elections, or football games are not the result of a single individual’s efforts but rather the outcome of collaborative teamwork.
Emphasizing Emotional Intelligence
Building leadership capacity requires continuous learning. This can be achieved through formal training programs, workshops, job-embedded coaching and conferences. Equally important are informal learning opportunities like peer mentoring, collaborative projects, and reflective practices. Education leaders should be lifelong learners, constantly seeking to enhance their skills and knowledge. The overall goal, however, should be efficacy, where you can show the impact of investments made in professional learning.
Emotional intelligence is a critical component of effective leadership. Leaders in education must be able to understand and manage their emotions as well as empathize with others. This competency is vital in building strong relationships, managing conflict, and creating a supportive learning environment. Leaders who prioritize emotional intelligence forge deeper connections, inspire greater trust, and create more resilient teams, turning empathy and understanding into a cornerstone of successful leadership.
Leading by Example
Effective leaders lead by example. They demonstrate the values, attitudes, and behaviors they wish to see in their institutions. This includes showing commitment, integrity, and a passion for education. Show everyone what it means to be a good leader by being a good follower. Set a positive example through your
own actions and work ethic. Basically, don’t ask others to do what you have not or are not willing to do yourself. Leaders who embody these qualities inspire others and create a positive and productive learning environment.
Building educational leadership capacity is a dynamic and continuous process. It requires a commitment to shared vision, professional growth, collaboration, innovation, emotional intelligence, and leading by example. By embracing these strategies, educational leaders can create environments that not only foster academic success but also nurture the development of future leaders. The journey of building leadership capacity is one of transformation and growth for the individual leader and the educational community they serve.
Eric Sheninger is the founder and CEO of Aspire Change EDU, a collaborative consultancy designed to provide personalized support to all educational systems. A former teacher and award-winning principal, he has authored and co-authored several books including "Disruptive Thinking in Our Classrooms: Preparing Learners for Their Future." Learn more at https://ericsheninger.com.
Reprinted with permission. Copyright 2024 Eric Sheninger. The article originally appeared on Eric Sheninger’s blog, A Principal’s Reflections, on January 28, 2024. https://esheninger.blogspot.com/2024/01/ cultivating-leadership-strategies-for.html
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NAESP National Distinguished Principal for Texas: In partnership with the National Association of Elementary School Principals (NAESP), the prestigious National Distinguished Principal (NDP) award recognizes exemplary school leadership. The award recipient represents Texas at the NAESP NDP program in Washington, D.C. and receives a monetary gift from Curriculum Associates. Nominees must meet all criteria for selection.
Nominations close December 13.
Applications due January 24.
Region TEPSANs of the Year: Selected by their regional peers, this award recognizes school leaders for outstanding service to the association. Contact your TEPSA region leaders.
Nominations close December 13.
TEPSA Region Assistant Principals of the Year: Selected by their peers at the region level, this award recognizes assistant principals for their efforts to improve student learning. Contact your TEPSA region leaders or scan QR code to submit a nomination.
Nominations close November 15.
Applications due November 22.
H-E-B Excellence in Education: The H-E-B Excellence in Education program honors educators who go the extra mile to serve their students and inspire their community.
Applications due December 2.
2024 Award Recipient Photos (left to right): Texas NDP Wendy Prater, Region 6 TEPSAN Vanikin Leggett, and National AP of the year for Texas Michael Joannou
5 Time-Management Tips for School Leaders to Increase Student Success
As school leaders, we understand the importance of promoting student achievement. That’s why it’s essential that we take actionable steps to help our students reach their full potential. Let’s discuss one of the most concrete actions school leaders can take to improve student achievement.
Stop me if this seems familiar. You have been doing all the things you know to do—plan effectively, assess for student growth, and provide evidence-based interventions aligned to each student’s needs.
But for some reason, the data just isn’t moving.
Frustration, worry, and panic are the norm for you and your team. These feelings take over our every waking minute.
Will we fail?
Will we succeed?
What more can we do?
The questions we ask ourselves over and over again. No one wants to be on the school improvement list. That is embarrassing, discouraging, and tanks the drive right out of us all.
Read below to learn how these concrete actions will improve student achievement in your school.
Throughout my 20+ years as a school leader, I have learned a thing or two about improving student outcomes. I have identified essential actions for every school leader. However, I also know it is more than just these actions.
That is why I’m providing you with some tools that will help you manage the tasks.
Action #1: Manage Your Time
As a leader, we must focus on the right things, at the right time, and for the right reasons It is easy to get bombarded and overwhelmed with all the tasks. I find it helpful to keep a project board goingeither electronically or by the use of a dry-erase board. Either works just fine, but the digital is great for ease of sharing with your admin or instructional team. If you share it with your team, they can be assigned the tasks and help you oversee the goals of the campus.
I have always been a huge fan of Monday.com and use it every day for my business planning. However, a school license would be very costly. Therefore, I use Google spreadsheets.
) page 8
5 Time-Management Tips for School Leaders continued from page 7
Tip: Create a daily checklist. Listing out tasks and prioritizing them is a great way to stay organized and focused. Cross tasks off your list as you accomplish them throughout the day so you have a tangible measure of progress.
Additional Actions
As a school leader, it can often seem like there’s not enough time in the day to get everything done. But with a few simple time-management tips, school leaders can find ways to optimize their schedule and make time for more meaningful tasks that contribute to student success.
2. Plan ahead and set achievable goals.
It’s important to take some time to think through upcoming tasks and develop a realistic timeline for achieving them. Write down goals and milestones to ensure that tasks stay on track and to remind yourself what needs to be accomplished each day.
3. Block out time for key tasks.
It’s easy to get distracted and put off important tasks for later, so plan for them in advance. Set aside dedicated time for meaningful projects that have longterm impacts on student success.
4. Say ‘no’ more often.
As a school leader, there’s often a temptation to say ‘yes’ to everyone’s requests. But taking on too much can lead to burnout and less focus on tasks that truly matter. Learning to politely decline tasks that don’t help student success can free up more time.
5. Take breaks.
While there may not always seem to be time for a break, it’s essential for productivity. A few minutes away from your desk to recharge and refresh your focus can make all the difference.
These tips are sure to help you as a school leader better manage your time and get more out of the day. With a few simple tweaks to your routine, every school leader can use time wisely and focus on projects that help improve student success.
Longtime TEPSAN and former principal Stephanie McConnell is an Assistant Superintendent in East Texas. She is an educational consultant and the face behind the website Principal Principles. She co-authored “Morale Magic” which is a book filled with ideas to boost your school’s morale. “WIN Time: Fearlessly Transforming Your School” was released in 2020 and immediately earned #1 on the Best Seller for Educational Administration list.
ICYMI: Learn tips from Stephanie for making time to follow your passions on the TEPSA Talk podcast. Visit https://bit.ly/3MyAX4T.
Reprinted with permission. Copyright 2024 Stephanie McConnell. The article originally appeared on the Principal Principles blog at https://principalprinciples. net/5-time-management-tips-for-school-leaders-toincrease-student-success/
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We’re so excited to let you know that beginning in January, we’ll be offering topic-centric badges for every leader, not just our newer ones!. With 3-4 courses on topics like school culture, instructional leadership, and data-driven systems, and turn your growth areas into superpowers!
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New Rights for Pregnant and Lactating Employees
The Pregnant Workers Fairness Act went into effect in 2023.1 The EEOC finalized its regulations in April 2024.2 Also in 2023, the Providing Urgent Maternal Protections for Nursing Mothers Act (known as the PUMP Act) began. These laws are new enough that they may not yet be reflected in your school board’s policies. (If so, they would likely show up in Policy DG.) What are these new laws and how do they affect school employees?
What is the Pregnant Workers Fairness Act (PWFA)?
The PWFA requires covered employers (including Texas school districts) to provide a “reasonable accommodation” to an employee’s work limitation related to pregnancy, childbirth, or related medical conditions. If “reasonable accommodation” sounds familiar, you are correct. The PWFA borrows heavily from the Americans with Disabilities Act (ADA). As we have known for decades, the ADA requires a covered employer (including Texas school districts) to provide a reasonable accommodation for a worker’s disability. Now, an employee’s work limitation that arises with pregnancy issues must be reasonably accommodated like a disability under the ADA.
What is a “Limitation” Under the PWFA?
A limitation under the PWFA is a physical or mental condition related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions. The ‘‘physical or mental condition” may be a modest,
minor, and/or episodic impediment or problem and must be construed broadly to protect the worker. The pregnancy “limitation” under the PWFA need not be a “disability” under the ADA.
What are Some Examples of Reasonable Accommodations for a Pregnant Worker?
• Additional, longer, or more flexible breaks to drink water, eat, rest, or use the restroom;
• Changing food or drink policies to allow for a water bottle or food;
• Changing equipment, devices, or workstations, such as providing a stool to sit on, or a way to do work while standing;
• Changing a uniform or dress code or providing safety equipment that fits;
• Changing a work schedule, such as having shorter hours, part-time work, or a later start time;
• Telework;
• Temporary reassignment;
• Temporary suspension of one or more essential functions of a job;
• Leave for health care appointments;
• Light duty or help with lifting or other manual labor; or
• Leave to recover from childbirth or other medical conditions related to pregnancy or childbirth.
There could be more, depending on the facts, as each case is different.3
What is the School District Obligated to Do Under the PWFA?
A school district must:
• Make a reasonable accommodation for pregnancy limitations, unless it would cause an “undue hardship,” another recognizable term from the ADA.
• Enter into an “interactive process," just like with the ADA, to brainstorm a reasonable accommodation. The district cannot force an accommodation on the employee if there is a reasonable accommodation preferred by the employee.
• Allow the accommodation, if it will allow the employee to continue to work, as opposed to forcing the employee to take leave.
• Ignore a limitation or the need for an accommodation when considering employment opportunities to a qualified applicant.
• NOT discriminate or retaliate against anyone who requests or uses a reasonable accommodation or reports such discrimination or retaliation.
What is the Pump Act?
The PUMP Act went into effect in 2023. Under the PUMP Act, most nursing employees have the right to reasonable break time and a place, other than a bathroom, that is shielded from view and free from intrusion to express breast milk while at work. This right is available for up to one year after the child’s birth.”4
The PUMP Act amends the Fair Labor Standards Act and is enforced by the Department of Labor, the same agency that enforces the FLSA. Previously, the FLSA provided lactation protections only to hourly, not salaried, employees. Now it applies to all.
Are Some Employers Exempt?
While all employers, including Texas school districts, must comply with the PUMP Act, employers with fewer than 50 employees may claim an undue hardship exemption, if the facts would support such a claim.
How Many Breaks Can a Lactating Employee Take and When?
Employees are entitled to take reasonable breaks, and have a space to express milk, as frequently as needed by the nursing employee, for up to one year following the birth of the employee’s child. The frequency and length of such breaks will obviously vary from case to case.
Are the Breaks Paid or Unpaid?
If the employee performs any work while on a lactation break, the break must be paid. As with the FLSA,
paid versus unpaid leave will vary between hourly and salaried employees.
Are There More Requirements for the Space?
As stated above, the space cannot be a bathroom, even if a bathroom is the only space available. (Under current Texas law, an employer could provide a “single-user” bathroom for lactating employees, but the PUMP Act does not allow this and overrides state law.) While the space need not be permanent, there must be an available space when the employee needs it. Employers would be advised to create a permanent space that satisfies the statute or be ready to provide such a space on short/immediate notice. Obviously, the space must be free from intrusion and shielded from view.
Some of this may be familiar. Since about 2015, Texas law has required employers, including school districts, to provide support for lactating employees. (See policy DG.) The new PUMP Act only strengthens and adds to the protections provided by state law.
Endnotes
Kevin Lungwitz practices law in Austin and is a former Chair of the School Law Section of the State Bar of Texas.
⁴See 29 U.S.C. Sec. 218d. Also see the U.S. Dept. of Labor FAQ’s: https://www.dol.gov/agencies/whd/ nursing-mothers/faq. Also see your school policy DG.
Note: Information from Legal Ease is believed to be correct upon publication but is not warranted and should not be considered legal advice. Please contact TEPSA or your school district attorney before taking any legal action as specific facts or circumstances may cause a different legal outcome.
Increase Staff Retention with Stay Interviews
As part of their efforts to improve teacher retention in school districts with high turnover in the Phoenix, Arizona area, the Office of the Maricopa County School Superintendent began piloting a stay interview process in 2019. The process has been so successful the Maricopa County superintendent's office has developed a quick guide with helpful strategies and recommendations for school leaders, including that late fall is a great time for conducting stay interviews. View "November: Retention through Intention" at https://bit.ly/4ecyJVa. Learn more at https://bit.ly/3ZpsAAl.
Sources: Heubeck, E. (2022, June 22). The Stay Interview: How It Can Help Schools Hold Onto Valued Staff. Education Week. https://www.edweek.org/leadership/the-stay-interview-how-it-canhelp-schools-hold-onto-valued-staff/2022/06.
Watson, S. (2021, November 17). Keep Your Best Teachers with Stay Interviews. Maricopa County School Superintendent Steve Watson. https://schoolsup.org/txts-4-leaders/111721
Make Reflection a Part of Your Practice
Great leaders are not only skilled in empathy, communication, adaptability, emotional intelligence and compassion, but they regularly engage in self-reflection (Bailey & Rehman, 2022). Leaders who make reflection a habit are more effective and successful. Bailey & Rehman (2022) write that reflection "is all about learning" and critical growth and achievement occurs "when you extract from your past how to engage the future." To maximize your potential for growth, Bailey & Rehman (2022) recommend reflecting on moments of surprise, frustration and failure. Read the article for tips to start building a weekly practice at https://bit.ly/4es3gOn.
Source: Bailey, J. B., & and Rehman, S. (2022, March 4). Don’t Underestimate the Power of Self-Reflection. Harvard Business Review. https://hbr.org/2022/03/dont-underestimate-the-power-ofself-reflection
Support Your Music Teachers with Targeted Professional Development
Over 65 hours of elementary music professional development for only $70! Texas Music Educators Association Clinic/Convention • February 12–15, 2025
Early bird pricing ends January 16!
Scan to view a list of elementary music workshops during the TMEA convention or go to tmea.org/2025clinics
Professional development workshops and concerts for PreK and elementary music educators. Over 2,000 elementary music teachers attend!
Music teachers will learn effective strategies to:
teach the required TEKS for music.
include students with special needs.
improve classroom management.
incorporate technology effectively.
motivate every child to learn.
From Fires to Focus: How to Start Strong with Intention
As a principal for 13 years and an assistant principal for 4 years, I know the value of every minute as a school leader. I also know how many minutes can be consumed “putting out fires.” However, there are ways to intentionally keep safety, instruction, and campus culture at the forefront of your work. Here are a few strategies to ensure a strong start.
Safety
We know safety is paramount. That is our greatest responsibility to the students and staff on our campus. The best way to handle safety is to ensure your stakeholders know all campus protocols. Explain safety procedures in writing. Schedule your required drills at the beginning of the school year and execute them with fidelity. Then, debrief with every staff member who makes an error. Holding everyone accountable makes your school safer. Finally, praise those who report unsafe situations in your school. Balancing praise and accountability make a huge impact.
Instruction
School leaders often say they do not have time to get into the classrooms. The solution is simple: put time in your calendar and share it with your secretary and fellow administrators. As you coordinate classroom walks with your team, they become easier to execute. When you walk, turn your radio off so your class-
room time is protected and productive. Instruction will improve when you give actionable bite-sized feedback, schedule time to follow up with the teacher, and then return on schedule to see the feedback implemented. When instruction improves, student achievement improves. In addition, make sure to enthusiastically acknowledge the teachers when you see the improvement.
The other strategic move to make instructionally this year is to proactively plan to support your new teachers all year through regular professional development sessions geared just for them. It is no surprise new teachers often struggle with classroom management, lesson planning, or data analysis.
Create specific sessions on those topics and then delegate them to a trusted campus leader. When I was intentional about developing my new teachers, instruction improved, and teacher retention increased.
Campus Culture
When it comes to campus culture, the best way to raise it is to praise it! Whatever you value about your campus culture, praise it publicly. For example, if one of your core values is persistence, when you see a teacher, student, or volunteer diligently working through obstacles, praise it immediately. ) page 14
The "S" in TEPSA/Mike Walker
From Fires to Focus continued from page 13
Tell them in person and then put in the announcements, newsletters, and on social media (with the appropriate permissions). When you find someone acting counter to the core values, address them privately. In other words, publicly shout praise and privately correct errors.
Without a doubt, if you become intentional about these strategies, your campus will improve. You will put out fewer fires if you are proactive and focus on these strategies daily throughout the school year. May this be your best school year yet!
TEPSA member Mike Walker is a Senior Specialist in Leadership Development at the Region 4 Education Service Center.
Additional Resources
Being A More Mindful Principal (ASCD)
Learn key strategies for making better decisions and strengthening school culture in this article by educators Rob Russell and Dustin Miller. https://bit.ly/3Mhn2jq
Pillars, Practices, and Priorities for Effective Principals (NAESP)
Explore the three pillars of effective principals—build culture, empower people and optimize systems—and accompanying practices and priorities in this practical Leading Learning Communities summary by the National Association of Elementary School Principals. https://bit.ly/3YUPVtt
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Lead from the Heart/Todd Nesloney and Ross Braun
Don’t Do This Job Alone
We say this time and time again as we speak to educators in Texas and across the country: education is the best profession in the world! The impact you make on thousands of lives in your career is something you should take tremendous pride in. Each school year is a gift that comes with great triumphs, opportunities, and growth. But as you head into this second half of the school year, you tend to see more trials, setbacks, and frustrations. This can lead to burnout, increased stress, and your overall health being negatively impacted.
While we both acknowledge these next few months are tough in your role as the school leader, we both want to be here to help you through them! We have sat in your seat, and we see the incredible need for strong leaders in schools. We want that to be you! We want your school thriving and we want to give your community something to be proud of. So, let’s talk about one of the biggest ways you can prevent those negative effects and provide everyone you serve those positive ones…. Don’t do this job alone! Let us give you some strategies and benefits on this theory that can transform your career.
You’ve already done this one. You joined TEPSA! In addition to the legal protections that come with being a TEPSA member, there is also some fantastic PD. This year TEPSA has several virtual learning opportunities for you to do on YOUR time at YOUR pace!! Check them out at tepsa.org (and don’t forget about our in person
TEPSA Summer Conference June 10-12, 2025; notice the NEW Tuesday-Thursday schedule!)
Find your people: locally and nationally. This one was truly a game changer for both of us and it made us such better leaders! If you are like us and leading in a rural district, you know you are probably the only principal and may not have a huge admin team in your district to lean on. So in our first few years as a principal, we tried to do everything on our own without a lot of guidance, mentoring or support. Those years were ROUGH. We made mistakes, constantly stayed in fire-fighter mode and were always feeling defeated. So, one day we said enough is enough and we took charge. We picked up the phone and called a few other principals in the region, or started getting active on social media, and made the commitment that we weren’t going to do this job alone. This was the beginning of finding our people and once we did, WOW! What a shift we were able to see. Not only did we make better decisions, but we were much more confident and happier in our role.
Attend a conference, PD, workshop. This can be a great place to find your people! I mean, the NAESP conference in Louisville is where we both connected in person for the first time! For us, conferences are where we go to get the bucket filled because you don’t just attend to stay up to date with the latest trends, receive high level professional development and learn from
the best in the business, you also go for the connection and relationships! And TEPSA has some of the best!
Have an outlet. Part of not doing this job alone is having someone you can talk to! This is so important to your mental health, job satisfaction and success. This outlet can be so many different people. People who have been so helpful in our lives have been our spouses, best friends, each other, and a therapist. We really recommend someone outside of your building or campus. Someone who can give you a fresh perspective, honest advice and is a good listener!
Build your team and trust your team. While we’ve talked a lot about strategies that involve people outside of your campus, it is also extremely important to have a strong team! It truly takes a village to have a successful and high impact school. Don’t try to take on every role in the village. Build a team of professionals who believe in your mission, thrive in areas you struggle in, and always want to do what is best for kids! Schools that have strong teams have strong cultures and big results.
You have one of the most influential careers in America! The daily impact you make on students, adults and entire communities is truly incredible. You are doing amazing things and should be proud, but don’t go through it alone. We have provided you with five strategies to take your school and career to the next level. They will also improve your mental health and make sure those who mean the most to you are getting the best you!
Todd Nesloney is TEPSA’s Director of Culture and Strategic Leadership. He is an award-winning educator, author and international speaker.
Ross Braun is a former elementary principal who is passionate about supporting schools and leaders to ensure every child has a safe, loving and engaging learning environment. Ross is now the VP of Positive Education at Spring, Texas-based, School Life.
WE KNOW HOW TO BOOST STAAR® SCORES
We provide simple-to-use educational materials that help administrators support teachers and improve state test scores.
OUR PRODUCTS
Focus Package STAAR® Blitz Daily Resources
An intelligent approach to understanding STAAR®, it shows exactly what has been tested in the past and provides a study guide to focus your e orts.
Warm-ups, lessons, assignments, exit passes, unit tests, and workbooks that will deliver results and free teachers up to focus on what they love to do.
Ten days of warm-ups and assignments to use leading up to the STAAR®. Our resources drill the most essential content so your students are ready.
OUR ADVANTAGE
“When you get a product like Lowman to give to teachers, it's priceless to me. We use other tools but Lowman is curriculum-based and it gives examples of what has been on the test. We struggled with test scores for years and I saw young teachers use Lowman and they were able to make great marks and have the kids succeed. We had rst-year teachers who were also busy coaches that saw a dramatic increase, and they did not student teach. We gave them the map and that map was Lowman.”
Torrey Price Superintendent,
Tahoka ISD
LEARN MORE!
New Summer Conference Schedule
We're debuting a new Tuesday-Thursday schedule at the 2025 TEPSA Summer Conference June 10-12 at the Round Rock Kalahari. Join us for three days of dynamic learning with leading practictioners and education experts plus fun opportunities to make valuable connections and celebrate the profession with your peers. You'll return to your district with a renewed sense of purpose and ready to enjoy your summer break! Registration opens January 15.
Get Your POs Ready:
• Conference: Member $499/Nonmember $799
• Conference + Master Class: Member $748/ Nonmember $1,098
We know great things are happening at your campus and district! Share your best ideas with Texas PK-8 school leaders. Topic session proposals accepted November 8-January 8. Visit the Summer Conference page at tepsa.org for more information.
SUMMER CONFERENCE
Explore the latest trends in PK-8 Texas education, engage in meaningful conversations and connect to the joy that comes with learning in community.
June 10-12, 2025
Round Rock Kalahari
TEPSA Bylaws Changes Approved
TEPSA members approved two changes to the Bylaws on September 12, 2024. The first change updated Article V. Section 7. The vote approved the removal of temporary language that was used in the strategic plan, which began in 2018. This is the final step in the association’s organizational restructure.
Second, members approved a change to Article VI. Section 4. If a candidate for Vice President is currently serving their second year as Member At-Large, they may run unopposed if another candidate does not submit their name by the deadline. This change affects the work of the Nominating Committee.
Learn more about volunteering with TEPSA at https://bit.ly/3znHjkG
Explore actionable ideas and strategies with masters of the craft.
Forge meaningful connections and elevate your leadership journey.
Ensure success for you, your students and your teachers.
Visit tepsa.org or scan QR code to learn more.
Showcase your expertise! Proposals accepted November 8 - January 8
Opens January 15
We educators
Horace Mann is a long-time TEPSA corporate supporter, and we’re dedicated to supporting you and your educators with:
• auto and home insurance that comes with special benefits and discounts for educators;
• life insurance with preferred rates for educators; and
• retirement solutions to help you plan for what life looks like outside of the classroom one day
And if your employees struggle with things like student loan debt, finding classroom funding or becoming more financially secure, we have programs and workshops to help with that, too.
Sound like something worth exploring? Our knowledgeable, friendly representatives are standing by ready to answer your questions.
To learn more or get a quote, scan the QR code below or visit horacemann.com.
Horace Mann Insurance Company and its affiliates underwrite Horace Mann auto and home insurance. Not all discounts and benefits available in all states. Horace Mann Life Insurance Company underwrites Horace Mann life insurance products.
Horace Mann Service Corporation and certain of its affiliates (Horace Mann) enter into agreements with educational associations where Horace Mann pays the association to familiarize association members with the Horace Mann brand, products or services. Contact association.relations@horacemann.com for more information.
501 East 10th St
Austin, TX 78701
800-252-3621
www.tepsa.org
U.S. Postage PAID
Austin, TX
Permit No. 127
Registration for the 2025 TEPSA Summer Conference Opens January 15
TEPSA Highlights
Learn more at tepsa.org.
Calendar/Deadlines
• Recognize outstanding PK-8 school leaders. Visit the Awards section at tepsa.org to nominate and/or submit an application for the NAESP National Distinguished Principal for Texas. Nominations due December 13. Applications due January 24.
• New schedule for 2025: TEPSA Summer Conference will be Tuesday-Thursday. Make plans to join us at THE event of the year for Texas PK-8 school leaders, June 10-12 at the Round Rock Kalahari. Registration opens January 15. Topic session proposals accepted November 8 – January 8.
• Write for TEPSA! Have a great leadership strategy to share with your peers? Submit an article to TEPSA for publication online or in print. Visit bit.ly/3QTLZF1.
Impact of Funding Gaps on Student Achievement in Texas
Adequately funding public education has far reaching implications for student achievement. A recent study by the Rice University Kinder Institute for Urban Research illustrates the correlation between funding and student outcomes. In the 27% of Texas school districts identified as having adequate funding, student achievement tended to be higher (Turley & Selsberg, 2024). Researchers analyzed TEA student achievement district ratings, data from the School Finance Indicators Database, and other related data, to estimate funding gaps “based on the difference between how much per-pupil funding each district receives and how much per-pupil funding each district needs” (Turley & Selsberg, 2024, p.1). Key findings from the study include:
• While 73% of Texas school districts are underfunded, the level of underfunding varies significantly across districts.
• On average, the districts with larger funding gaps had lower TEA student achievement ratings.
• Texas school districts identified as “severely” underfunded, which enroll 1.8 million students, were more apt to have TEA student achievement ratings of C or lower. The researchers estimate it would cost $9.3 billion to reduce, not close, funding gaps in districts identified as severely underfunded.
Without adequate funding, Texas school districts will continue to face challenges in meeting student needs and achievement gaps will persist.
Read the report and view listing of school districts identified as being severly underfunded at https://bit.ly/3YUMUJn.
Source: Turley, R. & Selsberg, B. (2024). “Texas School District Funding Gaps.” Houston, TX: Houston Education Research Consortium, Kinder Institute for Urban Research, Rice University. https://kinder.rice.edu/research/ texas-school-district-funding-gaps
