I thought I knew it all when I graduated from Howard Payne University with my bachelor’s degree. I accepted my first teaching position at 22 and was a know-it-all for several years. I vividly remember (and certainly regret) a couple of times that I, thinking very highly of myself and ignoring many other variables of a situation, went higher up the ladder than I should have in sharing concerns. Correction was swift and painful. I certainly learned (I’ve often had to learn things the hard way) that Chain-of-Command Really Does Matter.
Every organization has a certain structure for its leadership and decision making. The employees are hired and placed in given positions along a continuum of authority.
In the school system, the “highest position” on that continuum of authority is the school board. The school board hires the superintendent. The superintendent interviews and recommends the hiring of department directors and principals. The directors and principals, in turn, interview and hire for positions within their departments and on their campuses.
In sharing concerns – As a teacher, I was expected to address my concerns with my principal first. My principal would take my concerns on to the superintendent if necessary, and the superintendent would take my concerns on to the school board should that be required. If I felt like I’d given my principal several opportunities to handle a situation and I was still concerned, then (and only then) could I take my concerns up one step on the continuum to the superintendent.
Chain-of-Command began to make more sense to me as I dealt with parental concerns the first several years of my teaching career. I certainly hoped parents would first come to me and give me an opportunity to correct things in my classroom before involving the principal or, heaven forbid, the superintendent and school board. Often times I had no idea there was a problem and when it was brought to my attention it was a mis-understanding that was easily corrected or a problem that was solved with a little bit of communication.
Ultimately, people are hurt and situations can be magnified more than is necessary when chain-of-command is not followed. Chain-of-command is really the extension of grace and compassion, offering others an opportunity to correct a situation without infusing fear, bitterness, or offense.
In sharing information – Not only is it important to follow chain-of-command when addressing concerns, but it is important to follow chain-of-command when sharing information.
When I decided to leave the classroom early last Spring, my principal knew before anyone else. I served a unique and specific student population and my departure was going to allow for some reorganization that would take some real problem-solving. I wanted to give him an opportunity to begin planning for my replacement. I left on very good terms and was very careful to strengthen relationships as I left rather than burning bridges.
Franklin and I have thought quite a bit about this subject this week in particular.
For 2 years Franklin has felt God calling him to full-time ministry. He was ready to walk in obedience but did not know where or when that might happen. God has provided an opportunity in the last 2 months and we feel blessed to have a more single-minded focus for ministry as a family.
On Tuesday, Franklin was offered an Associate Pastoral position at a local church. Franklin’s deep connections in our schools and in the church we have served with for 15 years required immediate conversations within each organization. The conversations were emotionally exhausting for us and for many of our loved ones, men and women we consider family. God certainly went before Franklin as Franklin’s heart was to be obedient and remain in order.
What else would you share with a new college graduate who is bright and eager to change the world with regards to chain-of-command? Join the conversation by replying at the top of this post.
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