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From YouTube: Special Board of Education Meeting 4/28/2022
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A
A
A
We're
going
to
have
introductions
we're
going
to
be
discussing
communication
norms
in
the
role
of
the
consultant
and
then
we'll
be
moving
into
the
work
styles
and
activities
that
you've
already
done
on
your
own
they'll
just
be
summarizing
the
results
then
they'll
be
looking
at
commission
and
board
governance,
the
district
bylaws
briefly,
and
then
it
will
be
a
time
for
the
board
to
participate
in
identifying
their
thoughts
and
expectations
on
what
they
would
like
for
future
governance
issues
for
the
school
for
trustees
and
then
the
same
thing
with
the
superintendent's
thoughts
and
expectations
and
then
potential
next
steps,
and
that
will
actually
come
from
the
individual
coordinate
response,
because
those
are
just
examples
of
what
could
happen
and
then,
when
I
work
with
other
school
districts,
these
are
the
things
that
sometimes
come
up
as
ideas
that
they
want
to
look
at
and
then
we'll
have
a
review
and
adjournment
and
I've.
A
I've
been
informed
that
you're,
hoping
that
it
won't.
Last
more
than
an
hour
and
a
half,
I'm
keeping
them
keeping
that
okay,
so
all
right.
So
what
I
would
like
to
do,
I'm
john
bernard,
I'm
a
retired
superintendent
and
I
was
a
retired
state
administrator
and
when
the
youth
statement,
jack
o'connell
was
a
state
superintendent.
He
took
over
a
school
district
in
monterey
county
and
I
was
there
as
the
state
administrator,
which
means
I
had
the
signing
authority
of
a
superintendent.
A
But
I
had
the
power
of
the
board
of
education,
because
the
board
of
education
power
was
taken
away
by
the
state
and
I
was
there
for
a
number
of
years
and
then
they
were
having
to
work
on
reestablishing
themselves
with
the
state.
I
worked
in
six
different
counties
as
a
superintendent,
and
I
would
have
most
recently
I
was
the
interim
superintendent
of
mount
diablo
prior
to
nellie
myers
being
hired.
A
So
my
last
superintendency
was
in
my
diablo
principles
and
that
is
in
alameda
county
and
I
was
there
for
five
years
before
that.
I
was
moved
out
of
marin
county
before
that
was
the
bakersfield
cities
industry.
So,
and
I
began
in
san
francisco
for
20
years
and
my
last
time.
A
Experience
funny
I
have
been
on
the
board
since
2018,
so
this
is.
B
Kindergarten
elementary
school
and
kelly
was
actually
in
the
in
the
office.
When
I
went
to
school
there
so-
and
she
had
actually
kind
of
introduced
me
to
stephanie
as
an
adult.
B
23
I
started
as
a
substitute
teacher
and
I
was
a
teacher.
A
Is
second
year
on
the
board
at
the
beginning
of
the
second
year.
A
A
This
is
my
okay,
I'm
in
my
last
four
years.
Let's
put
it
that
way.
I
was
in
the
same
time,
but
before
that
I
started
as
a
school
board
member
in
1970.
A
A
It's
my
first
term,
so
my
first
introduction
to
ausd
I
was
enrolled
in
my
children
into
kindergarten,
so
not
myself
and
what's
bullying,
so
they
started
the
most
relevant.
A
All
right,
very
good,
the
when
we're
looking
at
communication
norms-
and
I
just
want
to
this-
is
what
tends
to
work
for
boards
and
hopefully
they
work
for
you.
But
I
just
want
to
get
some
sort
of
agreement
that
you're
all
okay
with
these
ones,
assuming
the
best
of
each
other
be
respectful
of
what
you
say
and
how
you
say
it
listen
to
whoever's
speaking
without
interruption.
A
It's
important
for
us
to
realize
that
body
language
is
55
percent
of
communications
and
tone
of
voices.
Second,
and
then
the
words
are
third
and
for
many
individuals,
especially
during
the
last
two
years,
the
pandemic,
when
you're
wearing
the
mask
it's
been
difficult
to
communicate
or
because
we're
looking
for
cues
as
far
as
how
the
mouth
performs
the
words
and
whether
they're
smiling
when
they're
saying
it
or
whether
they're
describing
themselves
or
they've,
got
a
starting
look
in
the
face,
and
you
can't
tell
it's
covered
up.
A
And
that's
why
it's
always
mindful
to
be
aware
of
what
words
we
use
and
be
careful
about
the
words
we
use,
because
we
do
not
want
to
strip
them
down
to
have
behaviors
and
actions
that
are
unintended
okay,
so
the
role
of
the
consultant
is
my
role
is
to
fit
for
tonight
is
to
remain
neutral.
Demonstrate
accessibility,
if
necessary,
clarify
your
views
as
far
as
how
we're
talking
promoting
that
the
communication
launcher
and
then
helping
the
governor's
team
achieving
their
purpose
and
that
purpose
will
be
identified
further
on
as
we
move
forward.
A
The
working
style
session
there
is
something
that
you
were
asked
to
do
individually
before
tonight
and
who
has
who's
going
to
win
the
prize
as
far
as
finding
the
titles
on
the
questionnaire
didn't
see,
it.
B
A
A
A
A
A
Why
is
it
taking
so
long
they're
competitive
they'd
like
to
be
in
charge?
The
c
is
the
person
that
is,
they
sings
focus
on
the
process.
How
are
you
doing?
How
are
you
feeling
can't
just
get
along
now?
None
of
you
had
b
as
your
triangle,
and
that's
I'm
sorry.
Definitely
I
didn't
ask
you
what
your
child's
our
lowest
one
is
d.
Okay,
here
we
go.
A
They're
expressive
everyone
sometimes
gets
frustrated
by
them,
while
the
rest
are
working,
their
wife,
they're,
winning
thinking
they're,
usually
right,
creative,
intuitive,
visionary,
a
lot
of
fun,
but
it
gets
more
it
now.
That
is
information
about
them,
but
what
I'm
going
to
be
sharing
with
you
is.
A
These
are
styles
that
others
can
work
with
and
use
to
work
with
these
kinds
of
individuals.
So
if
you
want
to
work
with
an
analytical
person,
which
was
the
a
that
has
a
triangle,
these
are
some
strategies
that
you
can
do
and
in
every
school
they're
they
all
do
not
end
up
being
in
the
same
one,
category
they're
usually
spread
out
between
three
or
four,
including
the
super
account,
and
so
the
analytical
this
is
the
strategy
that
you
can
use
as
a
handout
right
now,.
A
For
the
for
the
driver
for
the
driver,
these
are
strategies
that
can
be
used
in
working
successfully
with
the
driver
and
in
that
relationship
for
the
amiable
one.
These
are
strategies
that
can
be
used
in
working
successfully,
that
look
for
that
individual
and
then
with
the
expressive
one.
These
are
strategies
that
can
be
used
when
working
with
a
person
has
that
as
their
as
their
lowest
number.
A
So
also
the
ones
that
you
have
as
a
circle,
I'm
going
to
step
in
and
start
with
you,
which
one
is
your
circle.
A
A
A
And
so
this
is
something
that
I'd
encourage
other
boards
to
think
about
when
they
are
discussing
something
like
negotiations
or
they're
doing
something
like
some
topic
comes
up
at
a
public
meeting,
and
you
may
not
understand
that
there's
a
saying
but
think
about
these
relationships,
to
make
sure
that
you
can't
express
your
thought
or
your
questioning
or
your
paraphrasing
in
a
way
that's
going
to
enhance
that
relationship.
A
A
A
A
A
I
didn't
get
sick
when
I
was
close,
but
so
you
know
the
thing
that's
interesting
about
this
because
and
it.
A
A
I
asked
the
question,
and
this
is
something
that
joe
has
my
presentation,
and
so
it's
something
that
if
down
the
road
you
want
to
look
at
it
or
you
want
to
borrow
it
and
do
it
with
the
parent.
You
accept
it
apparently
for
something
like
this
or
with
your
principles.
You're.
Welcome
that
this
is
nothing
covered
all
right.
The
next
thing
that
we're
going
to
be
going
into
is
mission,
vision
and
governance
for
the
board.
A
Okay,
so
taking
that
and
applying
it
to
our
governance
issue,
making
sure
that
we're
fulfilling
our
responsibility
as
a
government
body
board
governance
is
and
mary.
Could
I
ask
you
to
read
that
book?
Support
board
of
authorities
is
the
after
transforming
the
needs,
wishes
and
desires
of
the
community
into
policies.
A
So
on
board
governance
there's
many
parts
of
it.
There's
the
individual
board
member
there's
a
board
as
a
whole,
there's
the
jobs
and
then
some
board
members
in
many
places
do
not
realize
that
part
of
that
governor's
team
is
the
superintendent,
because
a
lot
of
the
responsibilities
are
being
assigned
to
that
role
in
governing
the
district.
So
when
we
look
at
the
individual
board,
trustee
and
and
gary,
could
I
ask
you
to
read
the
first
paragraph,
hello.
A
A
A
A
And
is
on
the
board,
but
still
is
like
this
with
all
of
their
colleagues
that
are
on
the
teacher
bargaining,
because
this
person
was
also
in
the
party
when
they
were
there.
As
a
teacher
and
the
challenge
that
I
discussed
with
the
board
is,
if
you
have
a
link,
there's
a
teacher
union
now,
don't
expect
them
to
not
assume
that
you're
going
to
give
them
the
secretary
and
what
had
prompted
me
to
say.
A
That
is
that
I
reported
that
within
30
minutes
of
a
closed
session
discussion
with
the
negotiating
team
for
the
district,
the
team
for
the
teachers
fundamentally
knew
what
some
of
the
strategies
were
going
to
do.
And
so
I
encourage
them
to
talk
amongst
themselves,
and
I
said
I'm
going
to
leave
the
room
because
yourself
about
how
you
want
this
to
be
handled
with
regard
to
keeping
confidential
matters
confidential.
A
A
A
Okay
and
just
like
the
individual
board
members
for
the
school
board
as
a
whole,
there
are
eight
areas
that
must
be
looked
at
to
operate
effectively
and
I'll,
be
the
first
one.
Then
we'll
go
up.
Okay,
keep
the
district
focused
on
learning
and
achievement
for
all
students
communicate
a
common
vision.
A
Okay
and
ensure
opportunities
for
the
diverse
range
of
views
in
the
community
to
inform
oral
liberation.
Okay,
so
we
had
the
school
board
and
now
we
are
into
the
board's
job.
So
we
have
how
they're
going
to
behave
as
a
board
and
how
they're
going
to
behave
as
individual
board
members
and
now
we're
looking
just
at
the
job
of
the
board,
what
they
really
need
to
do,
and
I'm
going
to
be
the
first
one
to
marry
the
second
one.
A
The
primary
responsibilities
of
the
board
are
the
senate
direction
for
the
district
provided
structures
by
establishing
policies,
ensure
accountability
and
provide
community
leadership.
On
behalf
of
the
district
and
public
education
to
fulfill
these
responsibilities,
there
are
a
number
of
specific
jobs
and
effective
boards
must
carry
out
okay,
and
we
have
eight
of
them.
Gary
involved
in
communities,
parents,
students
and
staff
in
developing
a
long-term
vision,
focus.
A
All
right,
the
next
thing
we're
going
to
be
jumping
into
now
is
board
policies
and
bylaws
and
I'll
be
doing
a
little
bit
of
talking
about
different
in
the
when
the
law
changes
at
the
state
level.
It
has
an
impact
on
the
education
code
and
then,
therefore,
the
school
district
is
responsible
for
updating
their
board
policy
to
match
that
encode
change
and
then
sometimes
it's
also
an
administrative
regulation
of
how
you're
going
to
implement
it
at
your
site.
A
Administrative
regulations
in
antioch
may
be
very
different
than
a
neighboring
district
may
be
very
different
in
southern
california,
but
the
policies
primarily
are
the
same
because
they're
coming
from
encode
and
coming
to
the
law,
the
california
school
boards
association
does
provide
updates
periodically.
When
there's
a
new
law,
that's
going
to
impact
education
and
then
they
provide
it
to
the
school
district.
A
The
the
laws
are
passed
that
impact
education
and
it
changes
their
code.
Any
of
those
changes
require
a
school
district
court
and
administrative
regulations
to
change.
So,
for
example,
if
the
law
said
that
you
have
to
do
something
within
18
months
and
that's
what
your
policy
says
and
then
the
law
changes,
and
now
it
goes
to
12
months.
A
If
you
have
not
updated
your
policy
of
the
massive
12-month
regulation
and
you
kept
the
18
month,
because
that's
what
your
policy
said,
you
might
as
well
just
write
a
blank
check
because
somebody
is
going
to
come
after
you
because
you're
not
following
the
law.
Okay,
so
who's
responsible
for
reviewing
those
changes
that
comes
back
to
the
district
and
it
comes
to
the
superintendent's
office
and
so
but
then,
but
then
that
has
to
also
come
to
the
board
as
a
revision
to
a
previous
policy.
A
A
So
with
that
understanding,
you
know,
do
you
think
it
before
in
past
practice?
Have
you
seen
sort
of
a
certain
interval
where
the
board
and
superintendent
should
be
reviewing
those
policies
and
changes?
Because
again
I
mean
I
don't
know
any
of
us
to
sort
of
always
be
aware
of
everything.
No,
no.
I
I
understand.
A
Usually
it
happens
three
or
four
times
a
year
when
I
was
there
in
the
state
of
ministry,
because
there
was
dozens
of
policies
that
had
to
be
updated,
then
there
was
something
coming
every
every
meeting
for
a
while
until
we
got
it
all
back
in
order,
but
I
mean
that
and
also
but
like
the
changes
that
are
coming
down
from
the
state.
A
B
Oh,
this
would
have
changed
for
this
law.
If
the
reference
is
the
only
thing,
that's
changed,
but
the
word
is
the
same.
You
don't
really
have
to
change
the
policy
you're
adding
another
reference,
so
the
words
stay
the
same,
but
if
the
wording
is
different
significantly
where
it
could
come
back
and
fight
the
border
of
the
book,
then
you
want
to
make
sure
that
you
were
up
to
date
with
regard
to
your
policies.
B
B
A
Okay
and
then
right,
so
you
have
policies,
that's
good!
A
You
have
an
understanding
now,
as
far
as
the
individual
board
trustee
what
their
role
is,
what
their
responsibilities
are,
but
the
board
has
a
whole
what
they
can
do
and
then
their
job,
okay,
and
so
now,
what
I'd
like
to
do
is
to
have
individual
board
members
and
we'll
start
with
the
volunteer.
First
is
what
are
your
thoughts
or
what
are
your
expectations
on
how
to
enhance
the
governance
team
for
anyone?
A
Areas
to
know
what
we're
focusing
on
and
what
we're
using
as
indicators
of
success,
both
for
ourselves
as
a
governance
team
and
for
our
district
and
for
ourselves
as
well.
Okay,
what
are
you
saying
priority
areas?
Are
you
focusing
on
the
board
members
actions
or
the
board
members
decisions
or
the
district
goals
or
the
healthcare?
Or
what
do
you
focus
on?
I
think
the
alignment
of
kind
of
all
of
those
things
are
kind
of
what
it
sounds
like
to
me
like.
A
What
is
it
that
we
have
set
out
to
accomplish
you
know
in
the
year
or
the
next
few
years
is
our
focus
going
to
be
on
things
like
student
achievement?
Is
our
focus
on
things
like
enhancing
student
programs
that
are
focused
on
things
like
students,
mental
health
and
like?
Where
is
it
that
we've
decided
to
prioritize
our
focus,
because
we
can't
focus
on
everything
all
the
time
and
so
within
the
elf
have
that
has
approved
recently?
A
You
know
every
year
you
approve
the
outcome.
I
think
some
of
those
areas
are
there
and
I
think
there
are
identifiers
as
far
as
what
is
going
to
be
the
measure
of
success,
and
how
often
is
that
going
to
be
reported
then.
But
that
is
something
that
you
you
highlighted
when
I
wrote
it
down.
That's
important
for
that
to
be
something
that
the
board
is
aware
of
on
a
constant
basis.
Okay,
so
I
I
would
sort
of
echo.
A
Requirement
a
little
bit
and
you
know
in
an
ideal
world,
we
will
be
more
proactive.
You
know
so,
for
example,
if
there's
an
incident
at
a
school
district,
this
is
sorry
school
sites,
there's
a
fight
or
something
all
of
a
sudden.
The
conversation
is
about
that
fight,
as
opposed
to
saying,
okay.
Well,
you
know
this
quarter.
We
are
we
as
a
board
are
going
to
look
at
you
know
how
do
we
create
an
environment
and
how
do
we?
How
are
we
going
to
govern
decision
making
around
preventing
violence
right
then?
A
Obviously,
we've
got
to
respond
to
that
incident,
but
the
entire
conversation
shouldn't
shift
to
that
one
incident
because
there's
other
things
that
you
also
need
to
focus
on.
If
I'm
understanding
the
way,
I'm
understanding
that
and
what
I'm
agreeing
with,
if
we
developed
a
map
over
over
several
months
or
a
year
or
a
couple
years
to
say,
okay
well
in
the
month
of
january,
we're
going
to
focus
on
violence.
A
Maybe
what
we're
going
to
focus
on
whatever
it
is,
and
then
that
way
we
can
sort
of
develop
a
collective
understanding
and
sort
of
direction
for
all
of
us
and
in
one
school
district
that
I
worked
with.
The
board
ended
up
with
a
calendar
of
what
they
wanted
as
far
as
a
study
session,
and
it
gave
the
opportunity
for
staff
to
that
to
update
the
board
on
what
they're
already
doing
in
this
area,
so
that
you
are
aware
of
what's
already
happening,
because
you
do
not
know
everything
and
I
unfortunately
have
blank
code.
A
So
with
that
being
said,
if
there's
a
topic,
if
you
have
two
topics-
and
it
only
has
two
topics
and
mary
has
two
and
gary
well-
that
gives
you
ten
topics,
and
that
gives
you
10
months
forget
about
summer.
So
you
could
have
a
topic
every
summer,
I'm
not
telling
you
to
do
that.
I'm
just
saying
that
that
is
something
that
some
board
you
do
and
so
forth.
Sorry
for
that
school
district
did
you
know
they
did
that?
How
effective
are
they
in
terms
of
being
available?
A
They
are
more
effective
because
two
board
members
publicly
said
I
never
knew
we
did
that
already.
I
never
knew
we
had
that
under
our
control
or
I
never
knew
that
we
were
that
successful.
They
assumed
that
nothing
was
happening,
but
when
the
study
session
happened
they
went
oh
okay.
We
already
have
that
done.
A
A
A
B
We
all
had
the
same
priority:
three
out
of
the
five
had
a
priority.
That
was
where
we
might
want
to
go
from
and
then
move
on
to
the
others
all
right.
So
we've
heard
from
three
of
you
ellie
and
gary.
We
haven't
heard
from
you
yet
for
your
thoughts
and
expectations
to
enhance
this
governance
team.
I
think
what
america
says
the
direction
is,
how
do
you
do
that
effectively
on
a
consistent
basis?
B
Yeah,
so
I
think
that
the
most
tangible
thing
that
I
can
think
of
to
enhance
our
governance
team
is
to
come
up
with
some
with
a
core
goals,
a
vision
and
a
mission
and
to
commit
to
some
type
of
check-ins,
because
at
least
in
my
time
on
the
board,
we've
never
done
a
board
evaluation
and
we've
had
difficult
times
doing,
evaluations
of
honestly
any
and
so
to
have
a
vision,
mission
goals
as
a
board,
but
then
also
to
have
some.
B
A
In
where
the
board
members
did
evaluate
themselves
on
how
they,
how
did
they
run
their
meetings?
Did
somebody
over
talk?
Did
somebody
never
talk
that
somebody
always
in
a
room
yeah?
Was
there
somebody
that
always
ended
up?
A
They
didn't
point
but,
and
then
they're
saying
how,
because
it
never
happens,
sometimes
happens
always
happen,
and
then
this
was
all
brought
back
to
the
board
president,
the
boy
president
came
up
with
it
and
came
up
with
a
little
template
thing
and
said
these
are
the
areas
that
we
are
not
doing
well
in,
based
on
what
your
feedback
is
and
therefore
what
do
you
want
to
do
and
they
have
collectively
said
well.
We
should
work
on
that
and
we
said
I'm
guilty
of
always
interrupting
people,
so
I
have
to
give.
A
A
The
templates
that
are
available
is
something
that
you
would
like.
You
could
probably-
and
this
is
going
to
three
more
slides
here
if
there
are
templates
that
you'd
like
to
look
at
that,
you
would
like
to
reflect
on
and
think
is
this
going
to
work
for
us
or
is
it
not
going
to
work
for
us,
and
then
there
may
be
one
that
everybody
likes,
but
you
want
to
tweak
it
a
little
bit.
That's
always
a
possibility.
A
Okay,
and
so
the
idea
that
you
just
brought
up
ellie
is
one
that
does
happen
in
many
districts,
and
many
school
boards
are
doing
that.
For
example,
there's
one
woodland
school
district,
every
board
member
has
gone
through,
has
gone
through
masters
and
governments
that
put
out
by
cfpa,
but
every
board
member
has
also
done
something
like
this,
and
it
shows
up
in
their
board
handbook
that
this
is
how
I
want
to
be
treated.
These
are
my
positive
areas.
These
are
my
areas
of
concern
and
I'm
best
work
with.
A
If
you
do
these
things,
when
I'm
over
here
and
so
every
board
member
knows
how
every
other
board
member
is
functioning
as
a
person
and
where
their
priorities
are
whether
a
success,
one
not
successful
and
in
their
board
handbook.
If
you
have
guidelines
of
work
with
me,
give
me
faith.
You
know,
give
me
time,
don't
rush
me.
Somebody
else
says
give
me
the
answers
right
now.
That's
what
I
want
to
have,
and
so,
when
you
read
through
the
book
the
board
member's
handbook,
you
think
you
know
the
people.
A
I've
never
met
anything,
but
do
you
think
to
know
people
because
they're
that
open
about
what
they're
doing?
Okay,
so
there's
no
wrong
answer
that
you've
shared
all
of
your
answers
are
valuable,
but
it
just
depends
on
where
you
would
like
to
go.
How
you
would
like
to
have
your
team
enhanced
and
that's
the
goal?
That's
my
goal
is
to
help
you
enhance
your
team,
all
right.
A
A
I
definitely
agree
with
the
priorities
going
this
way
and
then
that
way,
but
I
think
what
would
enhance
this
team
myself,
including,
is
fully
understanding
our
distinctions
and
our
roles
and
responsibilities
because
oftentimes,
I
think
what
happens
is
when
there's
a
lack
of
that.
It
becomes
a
lack
of
trust
and
then
there
becomes
personalization.
A
A
This
is
the
lcap
goals
that
we,
the
previous
board,
signed
off
on
and
as
that
person
is
coming
on
board,
they
will
also
learn
that
there's
a
lot
of
information
that
they
may
not
know
and
the
more
it's
shared
with
the
new
board
members
and
the
more
valuable
they're
going
to
feel
themselves
being
and
they're
going
to
value
the
other
horse
members
along
the
way.
Now
most
many
boards
are
going
through
the
whole
thing
across
the
areas.
A
It
began
in
modesto
10
15
20
years
ago,
when
the
city
council
had
to
re
and
re-elect
themselves
based
upon
trustee
areas
or
citizens
city
council
areas,
as
opposed
to
what
they
did
before
objects
at
large
and
going
up
and
down
the
state
like
that,
already
done.
Okay,
all
right!
So
with
that
being
said,
what
are
some
next
steps
that
you
would
like
forget
we're
giving
up
the
big
finish,
but
there's
one
more
transaction?
A
What
are
some
of
the
things
that
you
would
like
to
see
happening
in
the
next
six
or
ten
weeks?
I
would
like,
of
course,
to
develop.
I
mean
for
lack
of
a
better
way
to
explain
it:
sort
of
a
road
map,
because
again.
A
Obviously,
there's
reasons
for
that,
but
in
order
for
in
my
in
my
mind,
in
order
for
us
to
be
effective
in
order
for
us
to
solve
some
of
these
particularly
systemic
issues
that
we
are
faced
with,
we
have
to
be
very
intentional
about
how
we
address
and
support
those
things
so
developing
some
sort
of
role
matter.
Maybe
that
comes
into
form
of
visions,
a
vision
and
mission
and
goals,
maybe
but
some
sort
of
role
matter.
So
that
way,
you
know
we
know
kind
of
where
we're
going.
A
A
I'm
gonna
add
to
that,
but
everybody
have
to
have
a
chat,
okay,
who
would
also
like
to
talk
about
their
thoughts
as
far
as,
what's
going
to
be
what
they
would
like
to
see,
I
think
I
think
pretty
close
to
what
trustee
lewis
said.
I
would
love
to
have
some
set
of
network
party
mission
goals
whatever
we
want.
However,
we
want
to
frame
it
and
then,
let's
take
a
look
and
evaluate
how
are
we
doing
things
right
now,
so
then
we
have
somewhere
to
then
head
to.
A
B
You
know
I've
been
I've
enjoyed
that
idea
that
these
schools
have
brought
up
their
information
that
the
meanings
of
what
they're
doing
it
opens
up
our
release,
ability
to
know
what's
on
the
school
sizes.
Not
all
of
I
like
that,
but
we
have
such
a
short
time
and
we
wish
we
could
just
get
one
item
that
we
can
all
agree
to
finish
up
the
year.
B
What
yes,
mine
is
very
specifically
vision
and
mission
and
creating
some
type
of
a
vision
and
mission
for
the
board,
not
just
us,
and
then
secondarily.
I
would
like
to
see
an
updated
vision
for
the
district
as
a
whole,
but
I
don't
think
that
that
would
be
six
weeks.
I
mean
I
like
this
idea,
I
think
evaluating
as
well
to
me
creating
some
type
of
baseline
for
us
as
a
forward.
B
Okay,
so
what
I
can
do
is
I
can
provide
for
stephanie
some
templates
or
reports.
B
X-Axis
and
you
can
just
adjust
it,
but
that
may
be
something
that
would,
I
think,
many
of
you
as
far
as
moving
forward
it
would
precursor
to
the
growth
map,
because
I
think
the
roadmap
process
is
one
which
you'd
all
have
to
work
together
on
to
establish
what
the
program
should
look
like
and
what
you
put
on
that
product
on
that
roadmap
so
really
quickly.
I've
never
seen
my
face.
I've
never
seen
it.
I've
never
seen
my
own
face.
I've
seen
the
reflection
in
my
face.
B
Okay,
I
would
have
never
seen
my
own
face
and
what
I
mean
by
that
is
sometimes
when
we
have
these
self-evaluations
looking
in
the
mirror,
I
may
see
a
beautiful
picture
and
that
beautiful
picture
may
hide
some
of
these
colors
that
actually
exist
on
me.
So
you
know
one
of
the
things
that
I'm
fearful
of
is
if
we
do
a
self-evaluation.
B
Oh
today
I
showed
up,
I
smelled
great.
Every
decision
I
made
was
great
and
I'm
saying
me,
you
know
one
day,
I'm
feeling
great,
and
I
say
that
I'm
doing
everything
perfect.
That
may
not
be
what
everybody
else
sees.
B
B
B
Wait
a
minute
about
things
like
that,
because
it's
in
my
mind
I
don't
know
to
me-
it
doesn't
feel
like
it
would
be
all
that
effective
to
evaluate
ourselves
on
measures
that
we
didn't
decide
our
priority
areas
and
so
to
me
it
makes
sense
to
have
these
prior
areas.
B
First
evaluate
ourselves
based
off
that
and
then
that
way
that
we
have
baseline
and
then
the
future
comparison
to
that
baseline,
because
I
mean
there's
a
million
different
criteria
that
these
templates
are
kind
of
built
on
and
if
that's
not
what
our
focus
is,
if
we're
evaluating
on
things
that
we
don't
care
about,
just
because
these
templates
exist.
It's
not
really
all
that
informative.
B
But
if
the
board
is
not,
it
might
be
important
to
get
a
baseline
data.
How
are
we
doing
as
just
communication
going
back
to
the
very
beginning,
one
of
my
first
slides
on
communication,
and
you
have
to
be
able
to
communicate
well
and
effectively
and
thoughtfully
and
respectfully
in
order
to
make
decisions
on
how
you're
going
to
prioritize
something?
Because
if
you
love
something,
you
love
it
and
you
don't
care
about
anybody
else.
B
You
want
to
get
your
way,
so
that's
going
to
have
an
impact
on
everybody
else
and
therefore
to
make
sure
that
you
are
equally
respectful
of
them.
If
you
want
them
to
respect
you,
then
it's
good
to
find
out
how
you're
doing
in
your
communication
level
and
operating
as
a
board,
and
that
can
be
done
within
two
weeks.
B
It
doesn't
take
a
long
time
for
that,
but
then
that
would
set
the
groundwork
that
do
we
have
to
make
any
improvements
on
that
or
are
we
good
and
if
we're
good,
let's
just
move
forward
and
do
our
prioritization
come
up
with
our
topic?
But
if
we
have
some,
if
we
have
some
blind
spots
about
ourselves,
then
we
have
blind
spots
and
we
have
to
maybe
work
on
some
of
those,
because
those
may
be
very
compelling
for
us
that
we're
not
getting
along
okay-
and
I
don't
know
if
you're
getting
along.
B
Not
I'm
just
saying
that
this
is
it's,
come
up
as
having
you
know,
potentially
having
their
governments.
Self-Evaluation,
setting
goals,
have
votes
for
the
board
and
ambition
for
the
board.
So
it
sounds
like
there's
a
need
for
the
board
to
really
establish
themselves
first
and
then
they
can
move
forward
as
far
as
setting
up
the
requirements.
B
That's
that's
my
take
and
I
may
be
off
I'm
just
gonna
kind
of
add
to
this
conversation,
so
I
think
that
somewhere
in
between
all
of
this
is
probably
the
way
that
I
can
see
kind
of
moving
forward,
because
I
actually
really
liked
this
and
I
think
that
there's
a
way
to
do
some
type
of
an
evaluation.
That
is
something
that's
a
little
bit
more
kind
of
basic
to
help
establish
or
at
least
ground
the
conversation.
B
We
need
to
talk
about
shared
priority,
shared
mission
and
vision,
and
then
I
really
like
this-
you
know
kind
of
concept
of
then
evaluating
based
off
of
that,
but
I
think
that
there's
kind
of
like
a
half
step,
because
I
do
think
it
would
be
also
just
from
you
know,
I
think,
like
a
you,
know,
social
psychology
perspective
very
interesting
to
see
how
we
all
think
we're
doing
as
a
board
as
well
without
having
any
kind
of
you
know,
influence
in
any
way.
So
that's
just
my
kind
of
sense.
B
A
A
A
A
A
A
I
found
that
when
board
members
also
engage
in
screening
about
what
they're
supposed
to
be
doing
or
what
their
roles
really
are
that
sometimes
they
listen
to
the
given
here
and
if
I
just
created
them
pretty
soon,
they're
doing
something
like
how
fast
they
didn't
know
what
they're
calling
them
all
right.
I
don't
know.
A
Going
to
be
doing
next
is
I'm
going
to
be
sharing
with
stephanie
a
template
on
a
board
self-evaluation
document.
She
has
one
of
that
she
already
has
and
then
what
we
can
do
is
set
up
another
time
to
get
together
and
at
that
meeting
you
can.
You
can
talk
about
that
document
and
whether
or
not
you
want
to
and
if
it's
something
that
they
tell
you
if
they
say
reload
a
and
not
b.
A
Okay,
you
tell
them,
everybody
fill
out
a
okay,
and
then
we
can
get
the
other
and
look
at
the
results
for
a
and
come
up
with
some
ideas.
As
far
as
what
some
next
steps
are:
okay,
okay,
it's
it's
not
a
road
that
has
been
planned.
Okay,
and
so
your
client
wants
a
roadmap
and
the
roadmap
we're
going
into
uncharted
territory
for
you
at
the
board,
but
we
will
get
there
forward.