What We Need From You
When I worked in education, one of my favourite exercises to run with students was to get them to do an INSTED report, which teachers could look at alongside the OFSTED reports.
For those within or outside England who are unfamiliar with OFSTED, it is the Office for Standards in Education, Children's Services and Skills. Periodically, they run inspections as a formal evaluation of schools, childcare providers, and other organisations providing education or care in England. They evaluate various aspects, including the quality of education, behaviour and attitudes, personal development, leadership and management and report their findings back to the school, parents and other stakeholders in the community.
An INSTED Report was our way of getting to see the school through the lens of the students. How did they rate teaching, behaviour, leadership and support, and whilst taking into consideration the part they had to play, this essentially was students saying this is what we need from you.
Kudos to the headtechers and leadership teams who were brave enough to go on this journey with us. And for the students game enough to run with the exercise too.
It got me thinking about what questions staff could ask of their leaders in the corporations, private or public, that they serve in.
Here goes.
What We Need From You
Questions From Staff to Leadership
Do you know what it’s like to do our jobs and how what we do connects to the bigger picture?
Can you explain where we’re headed as an organisation, beyond buzzwords?
How are you making sure we all feel part of that journey, not just passengers?
Are you being fully honest with us, or only when it’s convenient?
What happens when you or the organisation messes up, and how do you show accountability?
Do you trust us, or are you just managing us?
Why are so many decisions made without talking to the people affected by them?
When things change suddenly, do you ever stop to ask how it lands on the ground?
Are you open to being challenged, or is “feedback” just a formality?
Do you show up enough — or only when there’s something to announce?
Can you speak to us like humans, not stakeholders, not “resources,” but people?
Have you noticed when your tone or silence has caused confusion or mistrust?
Do you care about us, or just about performance?
What are you doing to protect us from burnout other than measuring it?
When culture gets toxic, are you prepared to step in, even if it’s uncomfortable?
How are you helping us grow, not just grind?
Why do opportunities still feel like they go to the same people?
What are you doing to ensure that underrepresented/marginalised voices don’t just get heard, but get opportunities?
What do you stand for, and do your actions match that?
When have you taken accountability without being prompted?
Are there things you avoid saying or doing because they might cost you something?
What risks are you willing to take for us, not just for profit?
What systems or habits are you protecting that no longer serve us?
Are you willing to change if it means discomfort for you, but better outcomes for us?
If we could speak freely, without fear of backlash, would you listen?
This could seem quite intimidating and also quite vulnerable for leaders who don’t want to give answers they are not sure of. But there is the thing, read the questions anyway and think about what you believe the best answer should be.
Here’s to those brave enough to take the challenge
